From Self‑Doubt to Self‑Assurance: How First‑Time Business Owners Build Confidence

1. Introduction: Why Confidence Matters in Business

Starting your first business is thrilling, but it can also be nerve‑racking. When you’re navigating everything from marketing to money on your own, self‑doubt often creeps in. Confidence isn’t just “feeling good”; it’s a crucial part of making decisions, the resilience to stick with your goals, and the courage to step outside your comfort zone.

As WomanWho.co.uk puts it:

“Having confidence in your professional abilities allows you to push yourself, step out of those comfort zones, and achieve success.”

Whether you’re pitching clients, setting prices, or hiring help, confidence helps you act, not second‑guess yourself.

2. Why Leading Can Be Lonely

Being a solo entrepreneur has incredible freedom, but it also means you hold all the reins. There’s no partner to share worries, no manager above you to endorse a decision, and no team of advisors you can check ideas with every morning.

As Matthew Levington, Co‑Founder of Business Doctors, says: “It’s not easy for individuals who have built up a business single‑handedly to open up to others about their concerns.”

That feeling of isolation makes self‑doubt louder. Without sounding boards, you might question your choices more often, even when you’re doing well.

3. How Confident Are You Feeling Right Now?

Before building confidence, it helps to understand where you are. Take a moment to rate yourself (0 = low confidence, 5 = very confident).

Decision making

How comfortable are you making strategic decisions (even when the outcome isn’t certain)?

Finances

Do you feel solid about your pricing, cash flow, VAT/tax, and budgeting?

Networking and Support

Are you comfortable reaching out to others -peers, clients, or mentors?

Resilience and mindset

When things go wrong, do you bounce back or spiral?

Be honest: identifying where your confidence is lowest helps you focus on where you need growth.

4. Practical Strategies for Building Confidence

Confidence isn’t something you’re born with; it’s something you build. Here are practical ways to get the Whether you’re just starting out, or leading a team, these resources are designed to fuel your growth and confidence. You can listen to the Podcast on Apple or Spotify. Register for the Webinar here.

Book a complimentary discovery call

If you want to avoid the pitfalls of business growth, book a complimentary discovery call with one of our expert advisors.

AI for Growth: What SME Owners Need to Know (and Do) Now

Business Doctor Steve Ennis Wins National Mentoring Matters Award 2026

From Self‑Doubt to Self‑Assurance: How First‑Time Business Owners Build Confidence

Starting your first business is thrilling, but it can

Business Doctor Steve Ennis Named Finalist at National Mentoring Matters Awards 2026

Business Doctors Welcomes Jason Newington as New Advisor for London & the South East

Business Doctors Welcomes Saumitra Kamat as New Advisor for the South East

Business Doctors welcomes Pat Kennedy as new advisor for Scotland

Get Into Gear – Accelerate Your Business Growth in 2026

How to build the right team for business growth: Step 9 of The Business Owner’s Handbook

Look in the Rear View Mirror

The most common issue facing our clients today is people.

Recruiting, retaining and getting the most from their teams is a theme which we hear every day. The good news is, there are things you can do to address this challenge.

“Employer investment in skills declined 19% per employee between 2011 and 2022 as far back as 2016.” Source New Economics.Org

The UK is grappling with a significant skills shortage. This issue is not just a buzzword but a real challenge that’s impacting various sectors and it’s probably affecting your business too.

The talent gap is wide and growing from tech to healthcare, construction to education.

It’s a problem that’s affecting businesses, the economy, and individuals alike.

But what exactly is the ‘skills shortage’? And why is it such a pressing issue in the UK?

In this article, we delve into the complexities of the skills shortage. We’ll explore its causes, its impact, and provide you with some potential solutions.

Hopefully, this overview will provide some valuable insights on how you can address the skills challenge by upskilling, attracting new talent and retaining the talent you already have.

Understanding the skills shortage

A skills shortage occurs when there is a shortage of qualified professionals in certain sectors. This gap between supply and demand can hinder business growth and economic development.

The skills shortage is particularly pronounced in the UK, where many industries are struggling to find the talent, they need to thrive.

The shortage can be due to various factors, including demographic changes, educational mismatches, and shifts in the job market.

The Impact of skills shortage on UK industries

“EU data identified the UK as a nation with particularly acute unmet training demand compared to its European counterparts.” Source: Source New Economics.Org

The skills shortage in the UK is a common issue that affects different sectors in different ways.For instance, the tech industry faces a severe lack of digital skills, which could hamper innovation and competitiveness in the future.

The shortage of nurses and doctors in the healthcare sector is putting immense pressure on the NHS, which in turn impacts the quality of care provided to patients.

The construction industry is also feeling the pinch. A need for more skilled workers is slowing down infrastructure projects.

Here are some of the industries most affected by the current skills shortage:

Technology and digital
Healthcare
Construction
Engineering
Education

Each of these sectors faces unique challenges and require tailored solutions to overcome the skills gap.

The Impact of skills shortage on UK businesses

If you are struggling to find employees with the right skills, you may be experiencing one or more of the following:

Poor quality of work
Increased employee turnover
Reduced productivity
Loss of revenue
Inability to grow your business
Low staff morale

When you are unable to fill vacancies with skilled workers, it may impact your ability to serve your customers adequately, and your competitors may gain an advantage.

Root causes of the talent shortage in the UK

The skills shortage in the UK is a complex issue resulting from a combination of factors, including demographic changes, policy decisions, and economic shifts.

Brexit, for instance, has had a significant impact. It has led to a decrease in the number of EU workers in the UK.

The COVID-19 pandemic has also played a role. It has disrupted the labour market and accelerated the need for digital skills.

Demographic challenges, such as an ageing workforce, further exacerbate the problem.

Brexit and its consequences

Brexit has profoundly impacted the UK’s labour market, resulting in a decrease in the number of EU workers.

The lack of labour is more noticeable in sectors like agriculture and hospitality, which traditionally rely more on EU workers.

Brexit’s uncertainty has also deterred some skilled workers from choosing the UK, further impacting the skills gap.

The COVID-19 pandemic's effect

The COVID-19 pandemic has disrupted the labour market, leading to job losses in some sectors and increased demand in others.

For instance, the demand for digital skills has skyrocketed as we have experienced a direct shift towards remote work and digital services.

The pandemic has also highlighted the need for resilience and adaptability in the workforce.

Demographic challenges

Demographic factors also contribute to the skills shortage. The UK has an ageing workforce.

Older workers take their skills and experience with them as they retire, and younger workers often lack the skills needed for specific roles, particularly in the manufacturing and engineering sectors.

These demographic challenges require strategic workforce planning and investment in training.

Benefits of a skilled workforce

Increased Productivity

Skilled workers are experts at their job making them more productive than unskilled workers who need additional training and will take up your valuable time and resources.

Efficiency

Skilled workers have advanced theoretical and practical knowledge, so they will be more able to overcome issues and highlight inconsistencies within your business practices. They will have the confidence to do what is necessary, and the ability to solve problems as they arise.

Improved Customer Service

Skilled workers will probably cost you more initially but they have the skills and expertise to deliver and keep your customers satisfied, saving your business money in the long term. Unskilled workers are more likely to require additional training, make mistakes on the job and could potentially damage customer relations.

Positive Work Relationships

Skilled workers will work on their own initiative, whereas unskilled workers will lack confidence to make decisions, they will need constant support and this can put pressure on an already challenged workforce causing additional stress.

Addressing the skills gap

Research suggests that around 40% of current workers in the UK don’t have the right qualifications for their job.

An estimated 20% of the workforce will be significantly under skilled for their jobs by 2030 (this could amount to around 6.5 million people) Source: OxfordCollege.ac

Education and training

Education and training play a crucial role in addressing the skills shortage and can help equip your workers with the skills they need.

Beware of the mismatch between educational outputs and industry needs which is more apparent in sectors like technology and engineering.

Up-skilling existing workforce

Up-skilling your existing workforce is another key strategy to help your workers adapt to changing job requirements and is likely to increase their job satisfaction and productivity.

However, up-skilling requires investment, its useful to see it as a long-term investment rather than a short-term cost.

Government support is available, in the form of funding or tax incentives, check out the Gov.UK for more information. https://www.apprenticeships.gov.uk/employers/upskilling-your-workforce

Take on an apprentice

Apprenticeships offer a practical solution to the skills shortage by combining on-the-job training with classroom learning. They allow apprentices to gain industry-specific skills while earning a wage.

Apprenticeships could also benefit you, as workers can be trained to meet your specific needs.

Embrace technology and automation

Technology and automation can both cause and solve the skills shortage. On the one hand, they can displace jobs; on the other hand, they can create new jobs requiring new skills.

Technology can help your businesses become more efficient. For instance, artificial intelligence can predict future skills needs, helping you plan your workforce development.

Six ways to attracting and retaining talent

Finding the right people for your business takes a long time and can be costly; there’s the recruitment process plus the investment in the induction and training process. However, if you don’t continue to invest in your workforce, they may decide to leave and go elsewhere.

Today, more than ever, it is important to adopt a personalised and supportive approach that meets each person’s needs individually. Only by listening and supporting can an organisation respond to the different needs of each person and each generation. A supportive, positive work culture built on trust, respect and a genuine interest in the person, not just the employee, will pay dividends.

We’ve put together six ways to attract talent to your business and help you keep them.

Implement innovative solutions. A great example of this is offering flexible working arrangements.
Employer branding can also help you to attract skilled workers to your business, if you have a strong brand, you will be more attractive to potential employees.
Investing in continuous learning and development for your workforce is another strategy and will help your business to keep up with changing skills needs.
Offering clear career progression paths can attract ambitious workers and can you help retain them in the long term.
Employee autonomy can increase job satisfaction and make employees more likely to stay with you.
Build strong relationships with your employees when you create an environment demonstrating trust and visibility.

More information on retaining your key talent can be found in our previous article The Evolving Workforce

Conclusion: Working towards a skilled future

Addressing the skills shortage in the UK requires a collaborative effort with businesses, educators, and policymakers working together to develop a skilled workforce and close the skills gap.

If you are experiencing challenges with your workforce and would like some help, please don’t hesitate to get in touch with us.

References: https://neweconomics.org/uploads/files/NEF_Solving-the-UKs-skills-shortage.pdf

Book a complimentary discovery call

If you want to avoid the pitfalls of business growth, book a complimentary discovery call with one of our expert advisors.

AI for Growth: What SME Owners Need to Know (and Do) Now

Business Doctor Steve Ennis Wins National Mentoring Matters Award 2026

From Self‑Doubt to Self‑Assurance: How First‑Time Business Owners Build Confidence

Starting your first business is thrilling, but it can

Business Doctor Steve Ennis Named Finalist at National Mentoring Matters Awards 2026

Business Doctors Welcomes Jason Newington as New Advisor for London & the South East

Business Doctors Welcomes Saumitra Kamat as New Advisor for the South East

Business Doctors welcomes Pat Kennedy as new advisor for Scotland

Get Into Gear – Accelerate Your Business Growth in 2026

How to build the right team for business growth: Step 9 of The Business Owner’s Handbook

Look in the Rear View Mirror

Running a small business can be incredibly rewarding, but it can also be highly stressful. According to a study by the National Institute of Mental Health, entrepreneurs are more likely to experience mental health issues such as depression, anxiety, and substance abuse compared to the general population.

In this article, we’ll explore the importance of mental health awareness for small business owners and provide tips on prioritising mental well-being.

Before we continue, let’s look at some facts.

According to a new study conducted by Mental Health UK and the small business lender Iowa:

Four in five small business owners report experiencing common symptoms of poor mental health at least a few times a year. Furthermore:
80% reported experiencing symptoms of poor mental health.
The pandemic has made this more acute, with people reporting panic attacks and experiencing symptoms of depression more frequently since the pandemic began (read our previous article entitled Beyond the Numbers – How is Your Business Feeling?
86% of female business owners reported experiencing poor mental health, compared to 77% of males.
Despite this, 44% of small business owners have never accessed mental health support.
Owning and managing a small business can bring high levels of stress and pressure. As a small business owner, you’re responsible for every aspect of your business, from finances to marketing to customer service. Factor in that you will probably be working long hours and feeling somewhat lonely, all of which can affect your mental health.

Ignoring your mental health can lead to burnout, decreased productivity, and even physical health issues.

Moreover, the unpredictability and competitive nature of the market can exacerbate stress levels, leading to chronic anxiety that affects not only the business owner but also permeates the entire business environment. Entrepreneurs often feel the weight of their employees’ livelihoods on their shoulders, which can add layer of emotional strain.

By prioritising your mental health, you can improve your well-being and your business’s success

The Impact of poor mental health on your business

“The top causes of long-term absence: Mental ill health (63%, acute medical conditions such as stroke or cancer 51%, musculoskeletal injuries 51%)” CIPD
“57% of all working days lost was due to mental health costing employers c.£44bn” 2019 National Statistics
“Those with good mental health are more productive” CIPD

If you’re struggling with mental health issues, it can negatively affect your business in several ways:

Decreased productivity: Mental health issues can lead to decreased focus, motivation, and energy, making it difficult to manage your workload.

Poor decision-making: When your mental health is suffering, it can be challenging to make sound decisions for your business.

Employee well-being: As a small business owner, you’re responsible for the well-being of your employees. If you’re struggling with mental health issues, it can affect their work environment and morale.

Customer satisfaction: Your mental health can also impact your interactions with customers. If you’re feeling overwhelmed or stressed, it can affect the quality of your customer service.

By prioritising your mental health, you can improve your performance, decision-making abilities, and relationships with both your employees and customers.

Additionally, a lack of attention to mental health can lead to high employee turnover rates. Employees often look to their leaders for work-life balance and company culture cues. If they see you neglecting your well-being, they may do the same or look elsewhere for a healthier work environment.

The Importance of Addressing Mental Health in the Workplace

“Good mental health and good management go hand in hand” CIPD

As a small business owner, you are responsible for creating a positive and supportive work environment for your employees. To do this, it is essential that you address mental health in the workplace.

“15% people at work have symptoms of an existing mental health problem”
“Businesses can get a 5x to 10x return for investing in improved mental health” Stevenson and Farmer Report 2017

Mental health issues can affect anyone, regardless of their role or responsibilities. Promoting mental health awareness and addressing mental health issues can create a more inclusive and supportive workplace for your employees and improve productivity, job satisfaction, and employee retention.

According to NHS Talking Therapies, signs that your employees are suffering from poor mental health may include one of these: 1) Behavioural: Changes such as withdrawal/isolation. 2) Performance: Procrastination, late deadlines, poor concentration, over working. 3) Emotional and physical: Mood swings, irritability, fatigue and reduced motivation. 4) Cognitive: Memory, concentration, decision making. 5) Workplace: Loss of enthusiasm, resistance to change, poor management.

Encouraging employees to take steps for self-care and seek help when needed will help contribute to a more resilient and adaptive workforce.

The NHS suggest the following tips for improving mental health:

Connect with other people
Be physically active
Learn new skills
Give to others
Pay attention to the present moment (mindfulness)

More information can be found on the NHS website.

Tips for Prioritising Your Mental Health as a Small Business Owner

It is important to lead by example, when you look after your mental health, you will send a clear message to your employees that their mental health is also important.

1.Recognise the Signs

Burnout is a state of emotional, physical, and mental exhaustion caused by chronic stress. As a small business owner, it’s essential to recognise the signs of burnout so that you can take steps to prevent it. Common signs of burnout include:

Feeling exhausted and drained, both physically and emotionally
Loss of interest and motivation in your work
Difficulty sleeping
Changes in appetite
Irritability and mood swings
Increased feelings of anxiety or depression

If you’re experiencing these symptoms, it’s crucial to take a step back and prioritise your mental health.

Understanding the root causes of your stress can also help you address burnout more effectively. Whether it’s financial concerns, workload, or interpersonal issues, identifying the stressors allows you to develop targeted strategies to mitigate them.

2.Practice Self-Care

Self-care refers to any activity that you deliberately do to maintain your mental, emotional, and physical health. As a small business owner, it’s easy to neglect self-care in favour of work. However, taking time for yourself is crucial for maintaining good mental health.

Make a list of activities that bring you joy and make you feel relaxed and rejuvenated. These activities could include walking in nature, reading a book, or spending time with loved ones. Make time for these activities regularly, and don’t feel guilty for taking a break from work.

Consider adopting a regular exercise routine or mindfulness practices such as meditation and yoga. These will help reduce stress and improve overall mental health. Self-care is not a luxury but is necessary to run a successful business.

3.Seek Support

Running a small business can be isolating, and having a support system to turn to when you’re feeling overwhelmed is essential. This could be friends, family, or fellow small business owners. Feel free to reach out for support when you need it.

You can also seek professional help from a therapist, mentor or business coach who will provide you with coping strategies and support to manage your mental health.

Participating in local business groups or online communities can offer camaraderie and the opportunity to share experiences with peers who understand your unique challenges. Networking provides emotional support and can lead to collaborative solutions to business problems.

4.Set Boundaries

As a small business owner, it’s easy to let work take over your life. However, it’s crucial to set boundaries and create a healthy work-life balance, such as setting specific work hours, delegating tasks to employees, and learning to say no to extra work or commitments.

Setting boundaries can help prevent burnout and ensure you have time for self-care and other activities outside of work.

Learn to delegate effectively and trust your team with responsibilities. This empowers your employees and gives you the space to focus on your well-being and the strategic aspects of your business.

5.Invest in Technology

Technology has made it easier than ever for small business owners to manage their workload and stay organised. Investing in technology can streamline processes, reduce stress, and free up time to focus on your mental health.

Use project management tools, accounting software, and other applications to help you stay on top of your workload and reduce stress.

Technology can also facilitate better communication with your team, allowing for more efficient collaboration and time management. Automating routine tasks can significantly lower your daily stress levels and give you a clearer mind to tackle the more complex aspects of your business.

Conclusion

As a small business owner, it’s easy to prioritise your business’s success over your mental health. However, neglecting your mental well-being can have serious consequences for both you and your business. By prioritising mental health awareness and implementing strategies to support your mental well-being, you can improve your performance, decision-making abilities, and overall satisfaction with your business.

Remember, your mental health matters, and taking care of yourself is crucial for the success of your business.

If this article resonates with you and you would like to speak to one of our experts, to help lighten your load, please get in touch.

Book a complimentary discovery call

If you want to avoid the pitfalls of business growth, book a complimentary discovery call with one of our expert advisors.

AI for Growth: What SME Owners Need to Know (and Do) Now

Business Doctor Steve Ennis Wins National Mentoring Matters Award 2026

From Self‑Doubt to Self‑Assurance: How First‑Time Business Owners Build Confidence

Starting your first business is thrilling, but it can

Business Doctor Steve Ennis Named Finalist at National Mentoring Matters Awards 2026

Business Doctors Welcomes Jason Newington as New Advisor for London & the South East

Business Doctors Welcomes Saumitra Kamat as New Advisor for the South East

Business Doctors welcomes Pat Kennedy as new advisor for Scotland

Get Into Gear – Accelerate Your Business Growth in 2026

How to build the right team for business growth: Step 9 of The Business Owner’s Handbook

Look in the Rear View Mirror

Thinking of starting a family business?

UK family businesses employ 13.9 million people, generate £1.7 trillion in turnover, and contribute £575 million gross value added (GVA) to UK GDP.

(Source: IFB Research Foundation, The State of the Nation – The UK Family Business Sector 2021-22).

It is reported in the UK that 90% of all private businesses fall into the ‘family-owned’ category and play a vital role in our economy, leading the way in driving growth and employment.

According to a PwC Global Family Business Survey conducted in 2023, UK family businesses are seeing the largest growth increase in 15 years, and nearly three-quarters (73%) of family businesses that experienced double-digit growth over the last financial year are those with a clear set of family values and an agreed purpose.

But before you jump headfirst into a new family venture, it’s important to be aware of some common pitfalls.

Challenges of a family-run business

Running your own business comes with many challenges, but being part of a family-run business brings further underlying obstacles and potentially more pressures.

These are the most common issues we come across.

Work life balance - being immersed in the business 24/7

Establishing clear boundaries between work and home life is essential in maintaining a healthy work-life balance in a family-owned business.

So often, business owners will leave work only to discuss work issues over the dinner table.

Sticking to normal working hours where possible and leaving work behind allows you to switch off and make time for your family.

Ineffective planning and communication

Many owners of family businesses feel under pressure to adapt or change, yet due to the nature of living and working together, key issues are often not discussed in detail or in a structured fashion; therefore, change is an impossible feat – you cannot make positive changes if you don’t communicate the aspects of your business operations that are not working. However, You only need to make a few small changes to ensure your business stays competitive and sustainable for the foreseeable future.

One minor but significant change to your business could be to hold structured, quarterly shareholder meetings to review the business growth plans and assess these against the overall business strategy. Analysing your financial information monthly, not just as a family, but involving your key managers and team leaders will help enormously, too. Ensure you document any actions, allocate responsibility, and set agreed time frames.

Board and management meetings shouldn’t be discussions that you hold over the dinner table!

Generation gap –dealing with family relationships in the workplace

Many family businesses have been passed on through the generations, resulting in many different generations working together. Each family member will probably have very different views and management styles.

Older family members may be reluctant to change things, whilst younger members are impatient for change.

For a business to evolve and succeed in a changing landscape, Getting everyone on the same page and handling any differences professionally is essential.

Not the right people in the right roles

Workforces comprised of a high proportion of family members will almost certainly result in individuals not being in the right roles. Perhaps they have been employed just because they are a family member and not due to their skills or suitability for a specific role.

Consider recruiting non-family members if you have a skills shortage that may hamper your future growth.

Attracting key skills and talent must be one of the main focuses for future business survival. So, ensure your marketing, brand, and reputation are appealing, not just to your customers but also to future employees.

Not being a family member within a family business can be perceived as a barrier to working for you, so consider how to attract and retain talent. What opportunities could you offer for further personal development, such as support through one of the new degree-level apprentices?

Consider how you could share the rewards through bonus schemes or options based on business performance. The more diversity you can bring into the management and business, the more likely you will have a more robust and higher-performing business. So, do consider looking outside the family for critical roles.

Are family businesses more likely to succeed or fail?

Family firms are not necessarily more likely to succeed than non-family-run businesses. As management consultants working exclusively with SMEs, we do tend to come across family-owned and run companies that would be more likely to survive long-term.

This is mainly because many family businesses are not necessarily striving to be the most profitable. Instead, they are run within markets and at a level to sustain the family, where independent organisations can be more aggressive regarding profit margins and market share.

That’s not to say that family-run businesses cannot run with tremendous success. Families run some of the most successful companies in the world.

Benefits of going into business with your parents

Trust is the most significant benefit of going into business with your parents. Ultimately, you have known them for longer than anyone else, giving you the confidence to have a working relationship with them. Equally, this can also have its downfalls as you will also know their shortcomings.

We often find that parent and offspring businesses benefit from their close family relationships as they complement each other’s strengths and have a shared outlook and focus for the company.

Experience is another key advantage of going into business with your parents. Parents often bring experience from living and working through issues such as economic cycles or similar environmental factors that can challenge small businesses.

Raising finance for a family business

We often find that small business owners tend to identify what they want for funding or investment and then build a plan in support of this, but we don’t believe this is the right approach.

If you are seeking finance, you must show that you have a clear strategic plan for your specific business. To help, here are eight simple considerations for you:

What Products or services are you providing?
Who will buy them no, the future, and why are they being bought?
What is the market profile and perceived competition?
Consider the impact of STEP factors (Social, Technological, Economic, Political) on your business?
Who will be doing what within the business – is the culture based on the values and vision?
Do you have detailed financial figures to demonstrate sustainable, profitable growth?
What investment or funding is required, and what is the most efficient combination that meets the needs of the business and its owners?
What does the business want to be famous for?

You will need to give up a stake in your business in return for cash coming in, and your investor will expect to see a return on their investment, whilst that may not be the priority for you, the business owner.

By setting out what you want to achieve first and documenting what that involves, you may find that investment may not be needed.

Succession Planning

Succession planning is a subject which is skirted around or regarded as taboo; however, as a family business, it is vital to have the exit discussion with your next generation sooner rather than later.

Younger family members and staff will wonder when the senior family members will step down.

We recently supported a local family business with succession planning; the founder had recently turned 65, and at the time, his wife, son, and daughter worked in the industry, along with another 16 employees.

When we facilitated the exit discussion during a shareholder meeting, some family members divulged that they had no intention of staying in the business for the long term.

This wasn’t because it was a bad business; they were very successful; it was because the younger generation wanted to go off and try something different.

While the business owner was disappointed, we are now supporting the family in securing the structure to sell the business as a going concern.

Should selling the family business to either the highest bidder or to a management buyout be your option, the critical aspect is managing yourselves out of the company.

Managing yourself out of the company takes time and can be challenging, not just in delegating tasks to others (particularly non-family members) but also in transferring all those long-term and trustworthy relationships you have with your customers and suppliers.

Start by drafting a future company structure and decide the key roles and responsibilities for these. For each role, determine the essential skills, knowledge and attributes required to fulfil those roles effectively. Rather than pushing square pegs into round holes, decide who within your current team you can develop and mould into those new roles. If you have gaps, you may need to recruit.

The family business we mentioned has managed to secure many of the roles internally over the last 18 months, promoting two existing employees to managers. It has even passed over the responsibility of their family business bank account to a non-family member.

Their one main issue, however, is not having someone to take the reins of the business, and that’s a process we are working on together over the next few months.

Finally, ensure you seek external professional advice regarding the changes you decide to implement and collectively agree on a plan; continually work on it together and towards the goal of being able to step down.

How to build a valuable family business

Whether you are looking at a succession or growth strategy, it is essential to build the value of your business so it is more attractive to potential investors and buyers. When you build value in your company, you will have a more sellable business.

Our online Value Builder survey will unlock your current business value; you will also get a 28-page report with recommendations for improvement.

We also run Freedom seminars and workshops that focus on building value in your business so you can have the freedom to choose whether to stay, pass on or exit.

Summary

We have been working with family run businesses for the past 20 years so we fully understand the challenges and the growth potential.

If you need a sounding board, confidante, or facilitator to help you manage some of the issues associated with family-run businesses, please get in touch.

References:

Breaking Big was written by Co-Founder Matt Levington and includes many anecdotes from working with family run businesses.

View our case studies for more information:

South Manchester family firm increase turnover by 40% and create eight jobs in just 12 months.

Manufacturer of arts and crafts items for the education sector, has achieved a 28 percent increase in turnover and is in line to break the £5 million barrier.

Book a complimentary discovery call

If you want to avoid the pitfalls of business growth, book a complimentary discovery call with one of our expert advisors.

AI for Growth: What SME Owners Need to Know (and Do) Now

Business Doctor Steve Ennis Wins National Mentoring Matters Award 2026

From Self‑Doubt to Self‑Assurance: How First‑Time Business Owners Build Confidence

Starting your first business is thrilling, but it can

Business Doctor Steve Ennis Named Finalist at National Mentoring Matters Awards 2026

Business Doctors Welcomes Jason Newington as New Advisor for London & the South East

Business Doctors Welcomes Saumitra Kamat as New Advisor for the South East

Business Doctors welcomes Pat Kennedy as new advisor for Scotland

Get Into Gear – Accelerate Your Business Growth in 2026

How to build the right team for business growth: Step 9 of The Business Owner’s Handbook

Look in the Rear View Mirror

What is driving you?

The Oxford Dictionary defines purpose as ‘The reason something is done or created or for which something exists’. Yet how often do we take a step back and reflect on why we exist?

It’s so easy for us to focus on what we make, sell or provide that we sometimes forget to think about the actual value, in other words, what problems we are solving for our customers.

At Business Doctors, we offer support for business owners. The problem our clients have is that sometimes they get so bogged down with the day-to-day running of their business they cannot always recognise potential opportunities or issues when they arise. So the reason we exist is to help business owners achieve their vision.

It may be easier to describe your business in terms of what you do or how you do it. But can you clearly articulate why you do it? The purpose of a business underpins everything about it and drives its reason for being.

Why is having a purpose essential?

“Often the things that we focus on what we make do or sell (products and services) are not what our customers buy (utility and value).”

The late author, management consultant and professor Peter F. Drucker had a profound grasp of economics, politics, demography, geography, sociology, and psychology. He was obsessed with the responsibilities of leaders and managers. Drucker identified the importance of purpose as early as 1954.

“If we want to know what a business is, we must start with its purpose. And the purpose lies outside the business itself. What the business thinks it produces is not of first importance. But what the customer thinks he is buying and what he considers value is decisive. What a customer buys and considers of value is never a product. It is always utility, in other words, what the product does for him.”

If your team know your purpose, they can be 100% focused and at maximum efficiency. If suppliers know your purpose, they can focus on giving you exactly what you need regarding products and services. If customers know your purpose, they are more likely to provide you with all the orders for your essential products and services.

The power of purpose

A company’s purpose goes beyond financial results; a company with a clearly defined purpose is more likely to experience growth, achieve greater customer satisfaction and retain talent.

At the World Economic Forum, EY, together with Said Business School and the University of Oxford, concluded that purpose-driven organisations tended to have better results across a variety of measures, and all recognised that purpose is a driver of innovation and transformation.

There is strong evidence to corroborate this.

38% more likely to experience strong growth

A Harvard Business Survey revealed that of the companies that clearly articulated and understood their purpose, 58% had achieved 10%+ growth in the past three years. Compared to only 42% of those whose purpose was not understood or communicated.

Employees, inspired by seeing a clear direction forward, can better align their full energies and resources to achieve progress toward the shared vision of achieving growth goals. ‘Does not having a business mission and vision hinder growth?’

Ability to transform and innovate

Fifty-three per cent of executives who said their company has a strong sense of purpose said their organisation is successful with innovation and transformation efforts, compared with 31 per cent of those who are trying to articulate a sense of purpose and 19 per cent of the companies who have not thought about it at all! The Business Case for Purpose

Attract and retain talent

A Deloitte survey of over 4,000 respondents* found that over half of employees (62%) consider an organisation’s purpose before deciding to join, with over a third (36%) saying that an organisation’s purpose was just as essential as their salary and benefits package.

Customer loyalty and employee satisfaction

Harvard Business Review conducted a global survey of 474 executives and found that most believed purpose matters. Eighty-nine per cent said a strong sense of collective purpose drives employee satisfaction; 84 per cent said it can affect an organisation’s ability to transform, and 80 per cent said it helps increase customer loyalty.

Health and psychological benefits

Having a clear purpose has many benefits to a business, and there are health benefits, too – Forbes reports that when people have a greater sense of purpose, they have less incidence of cardiovascular disease and lower mortality, experience less loneliness and make better lifestyle choices.

A clear core purpose is the glue that holds everything together. It connects your team, provides structure and gives everyone a common drive towards shared goals.

We all crave purpose in our lives. Whatever level of work people do, it is crucial that they feel it is meaningful and worthwhile.

A strong sense of purpose can be central to our psychological well-being – keeping us fulfilled and motivated. And purpose aids the resilience needed to meet challenges.

How to drive a strong sense of purpose through your business

“Find your purpose, write it down, revisit it often and connect your team with it.”

I am reminded of the much-told story of President John F. Kennedy and the janitor:

JFK was visiting NASA headquarters for the first time in 1961. While touring the facility, he introduced himself to a janitor who was mopping the floor and asked him what he did at NASA. The janitor replied, “I’m helping put a man on the moon”!

This is a great example that, regardless of a person’s role in a business, they need to understand their part in making it happen.

More information can be found in our article How to Build a values-driven company.

Stay true to yourself and remind yourself of why you are doing it. Take a step back from the day-to-day business and reflect on what drove you to set your business up in the first place. Ask yourself? “Why am I doing this?” “What do we do?” “What is the benefit of this?”

Reach out to your best customers and ask them what it is they value most about what you do. Often the things we think are most important to our customers are not the things they value most. Once clear, you can focus your efforts accordingly.

Seek the input of the people you want to engage – your team. Ask your team to work with you to create a compelling and engaging purpose.

Bring it all to life – make it a living, breathing influence on everything you do. And remember to celebrate when people deliver on the purpose.

Connect everyone to it – the ‘janitor test’. Does everyone have a clear understanding of how their role contributes to the overall purpose of the business?

Foster an open and authentic culture where everyone feels empowered to share new ideas. Hold two-way reviews on a regular basis and stay passionate about the company’s purpose.

Summary

“Your Core Purpose should come from a mix of what you love, what you are good at, where there is a customer need and should be the reason your business exists.”

If you are still trying to figure out how to create a values-based, high-morale, action-biased and agile company, a company with low staff turnover where all your people are focused on doing the very best for the customer, it’s worth taking time to figure out your why. Do this, and you will build the foundations for a significant and lasting company.

If you are grappling to understand your core purpose, think about your reason for being and what makes you get out of bed every day to deliver for people. If you need help defining your purpose, please get in touch.

Business Growth Article 3/6

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Look in the Rear View Mirror

Staff Engagement: Get Everyone Moving in the Same Direction

A successful business strategy depends on more than a strong product or clear financial goals. It relies on having a team of people who understand where the business is going, believe in the direction, and are motivated to contribute.

That is why staff engagement matters.

For many owner-managed businesses, growth can stall not because of market conditions, but because teams become disconnected, unclear on priorities, or disengaged from the wider vision. When employees feel involved, valued, and trusted, they are far more likely to take ownership, work collaboratively, and help drive results.

At Business Doctors, we regularly see that businesses grow faster and more sustainably when people are aligned behind a shared purpose.

What Is Staff Engagement?

Staff engagement is the level of commitment, motivation, and emotional connection employees feel towards their work and the business they work for.

Engaged employees do more than complete tasks. They:

Understand business goals
Take pride in their work
Look for ways to improve performance
Support colleagues
Take responsibility for outcomes
Stay committed during periods of change

Engagement is not created through one announcement or a single initiative. It is built consistently through communication, involvement, trust, and leadership.

Why Staff Engagement Matters for SMEs

In smaller businesses, every person has a visible impact. One disengaged employee can affect morale, productivity, and customer experience. Equally, one highly engaged team member can lift standards across the whole business.

A strong staff engagement strategy can help you:

Improve Productivity

When people understand expectations and feel motivated, they work with greater focus, efficiency, and accountability.

Increase Retention

Employees who feel heard, respected, and developed are more likely to stay, reducing recruitment costs and disruption.

Encourage Innovation

People closest to the day-to-day work often have the best ideas for improvement. Engagement creates the confidence to share them.

Build Stronger Culture

A connected workforce communicates better, supports each other, and works with a shared sense of purpose.

Drive Sustainable Growth

When everyone is pulling in the same direction, growth becomes easier to manage and more achievable.

Why Many Engagement Strategies Fail

There is no one-size-fits-all solution. What works in one business may not work in another.

A common mistake is for leaders to create a strategy behind closed doors, communicate it once, and expect immediate buy-in. Without genuine involvement, employees can feel disconnected from decisions that affect them.

Real engagement comes from making strategy a two-way conversation.

This means:

Asking for feedback
Listening to concerns
Encouraging ideas
Acting on suggestions
Explaining decisions clearly
Giving people ownership of outcomes

When employees are part of the journey, commitment rises significantly.

The Power of Ownership and Accountability

In our experience working with SME leaders, one of the most effective ways to improve engagement is to give employees ownership.

When individuals at every level are trusted to contribute, make decisions, and influence results, they often respond with greater responsibility and pride.

This creates:

Higher standards
Better self-management
Stronger accountability
Greater confidence
Reduced underperformance
More proactive behaviour

Even junior team members can make a major contribution when given the opportunity and support to do so.

How Leaders Can Improve Staff Engagement

Engagement starts with leadership behaviour. Practical steps include:

Communicate Regularly

Share updates, priorities, challenges, and wins. People perform better when they understand the bigger picture.

Recognise Good Work

Acknowledging effort and achievement boosts morale and reinforces positive behaviours.

Involve Staff in Decisions

Where appropriate, invite employees to shape improvements, solve problems, and contribute ideas.

Invest in Development

Training, mentoring, and coaching show employees they are valued and have a future in the business.

Create Clear Goals

People need to know what success looks like and how their role contributes.

Build Trust

Consistency, fairness, and openness are essential for long-term engagement.

How Business Doctors Can Help

We help businesses create practical, tailored staff engagement strategies that fit their people, culture, and growth goals.

Our employee engagement workshops are designed to bring teams together, strengthen communication, and turn ideas into action.

What to Expect

Our workshops may include:

A professionally facilitated away day or team session
Tailored activities aligned to your business goals
Icebreakers that encourage openness and participation
Collaborative workshops and problem-solving discussions
Team-created action plans
Employee presentations and feedback sessions
Clear next steps and accountability measures

Every session is designed to be practical, engaging, and relevant to your business.

The Results of Strong Staff Engagement

Businesses that invest in engagement often experience:

Higher productivity
Better communication
Lower staff turnover
Increased motivation
Greater accountability
Stronger teamwork
More innovation
Improved profitability
Happier employees
A more unified culture

Final Thought

If you want your business strategy to succeed, your people need to be part of it.

Staff engagement is not a soft initiative. It is a commercial advantage. When employees understand the mission, feel valued, and take ownership, business performance improves.

If your team feels disconnected or you want to create a more motivated, aligned workforce, Business Doctors can help you build a strategy that works in the real world.

Are you one of the many business owners that don’t have a confidante within the business? Do you feel isolated, doubt your own decision-making abilities or struggle to find solutions to your problems?

If the answer is a resounding yes, you may wish to consider talking to someone that isn’t directly involved in your business, someone that can take away some of these pressures and provide you with emotional support as well as sound business advice.

We know this can be a daunting prospect, you may need extra convincing before you go down this route, you may be worried about placing your trust in an outsider, or you simply don’t know where to find a good business mentor.

In this article, we hope to address all these questions so you can weigh up the benefits, alleviate any doubts, and ultimately find the best business mentor that can help to develop you and your team and take your business to the next level.

Why do I need a business mentor?

A good business mentor will have first-hand experience of what it’s like to run a business as well as a good intuition developed over the course of many years and will help you confirm, abandon, or shape some of your own business instincts.

In their article why every entrepreneur needs a business mentor Shopify says “An experienced mentor helps you find your best self, faster than time alone would allow”.

Whether you are seeking business growth, planning to expand into new markets, taking new products to market, improving staff engagement, or looking at exit planning, working with a business mentor can help you to get there faster and reach your full potential. Take a look at our article benefits of business mentoring for more information.

And for those operating in a turbulent economy, working with a business mentor can make all the difference in whether their business survives or thrives.

McKinsey’s article https://www.mckinsey.com/industries/public-and-social-sector/our-insights/beyond-financials-helping-small-and-medium-size-enterprises-thrive backs this up. “Small and medium-sized enterprises are facing compounding challenges. Governments and other institutions worldwide are launching programs to provide them the advisory support needed to meet the moment.”

It doesn’t matter which of these scenarios apply to you and your business, working with a mentor will support you and help shape the future.

Putting your trust in a mentor

For some business owners, letting go and putting their trust in a stranger can be difficult to contemplate.

Matthew Levington, Co-Founder of the Business Doctors network, understands that sharing confidences can be a challenge, even for those working with family members, he says “It’s not easy for individuals that have built up a business single-handed, to open up to others about their concerns”.

A good business mentor will put your mind at ease straight away. They will know exactly what questions to ask to get a good grasp of your situation. And even the simple process of having someone to talk to can be extremely therapeutic.

Finding a business mentor - 10 places to look

It’s not always easy finding a business mentor though, as Richard Branson the Virgin Founder acknowledges “When you haven’t yet met many people in your prospective industry or the local business community, figuring out how to make connections can be daunting.”

There are many online resources for business advice, from Gov.uk, business groups, networking groups, consultants, and coaches as well as directories. The popular adage “it’s who you know, not what you know” rings true in professional environments, where the right connections can make all the difference.

Tip 1: Talk to a leader you admire

Reach out to a local business leader that you admire – providing you aren’t competing in the same space, they will probably be happy to engage in a conversation with you.

Tip 2: Contact a reputable mentoring group

There are a number of mentoring groups offering nationwide coverage. A reputable organisation will have a rigorous recruitment policy in place to ensure every advisor undergoes extensive checks and a robust interview process before they join. They will also have continuous training programmes in place and the advisors will have proven methods and tools at their disposal.

Tip 3: Attend local business events and workshops

Try searching on Eventbrite for any business events/workshops in your area and sign up for the ones that are relevant to you.

Tip 4: Association of Business Mentors

The Association of Business Mentors (ABM) is the UK’s professional body representing the interests of individual mentors and coaches, mentoring organisations, mentoring programmes, and supporting UK business owners who seek to find and use a great business mentor or coach. They have over 1000 members spread throughout the UK.

Tip 5: Attend networking events

Attending networking events is a great way to meet people face to face, if there isn’t a mentor in attendance, you will be able to get referrals from other members.

Check out the BNI website Business Networking Near Me for events in your area.
The FSB also runs a series of on and offline events FSB Events

Tip 6: Forums and online communities

There are many business forums and online business communities and they can be very helpful, for example:

Tip: 7 Chamber of Commerce

Your Local Chamber of Commerce – provides a good source of information for small businesses, and they also have a member directory so you can easily search for business coaches/mentors in your area.

Tip 8: Speak to a trusted professional

Your accountant, lawyer, or bank manager should be able to recommend a business mentor within your area.

Tip 9: Search on local online directories

There are a number of local online directories, Mentors Me, for example, contains a list of mentors with national coverage or you could also check out Yell.com On the downside, you may need to do your own research to establish credibility, see the next section for more information.

Tip 10: Conduct local Google searches

Search for consultant/coach/mentor + your area, a reputable advisor should also have a Google my business page that will show you more information including customer reviews.

5 things to look for in a business mentor

When you have found a potential business mentor, how can you be certain they are right for you? At Business Doctors there are five key attributes that we look for in a business advisor, we have listed them below:

Great listeners – and able to ask all the right questions in order to grasp a good understanding of where you are and what you need.

Genuine – they will take an interest in your professional as well as your personal development.

Passionate – enthusiastic and passionate about helping others

Trustworthy – expect a good mentor to be open and friendly, they should put you at ease straight away.

Proven success – visible with a verifiable track record of success in your area.

If you are considering working with an individual that is part of a wider network, you could check out their values and mission statement as well

Questions to ask a business mentor

Prior to your initial meeting with your potential business mentor, you may want to think about some key questions to ask them, just be aware any business mentor worth their salt will be more interested in finding out about you!

Do you use any particular tools and or methodology?
Are you currently achieving business growth for other clients?
Can you tell me about any of your successes?
What key learnings have you taken from your career?

Conclusion

The good news is that in a survey of over 180 business owners conducted by UPS, 70% of the entrepreneurs that underwent mentoring had businesses that survived for five or more years. That’s double the rate of businesses that didn’t have the advantage of a mentor.

Find the right mentor and you will give yourself and your business the best opportunity to thrive.

Please click here if you would like to speak to one of our advisors.

Book a complimentary discovery call

If you want to avoid the pitfalls of business growth, book a complimentary discovery call with one of our expert advisors.

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Look in the Rear View Mirror

Research conducted by Simply Business, showed that even before Covid became a thing, business owners were already feeling isolated – a whopping 80% were reported to be suffering from some form of mental health issues and 66% said they were having disrupted sleep yet 44% had never accessed mental health support.

And according to Mental Health, post Covid depression rates increased from 37% to 50%.

Throw in additional challenges from escalating interest rates, inflation, disrupted job market, hybrid working, and the Ukraine conflict and it’s no surprise that many business owners are feeling overwhelmed and don’t know where to go for help.

Whilst technical ‘how to’ advice is available from several sources when a business owner is in a state of stress and unable to focus, they may not know what questions to ask, or be able to see the issues clearly, without a different kind of help.

Hands-on professional mentorship doesn’t just address technical issues it can also offer support on an emotional level, helping to unravel any pain points and identify key issues. And unlike traditional consulting, a mentor will work with individuals to find solutions and will be there to help support the implementation.

A problem shared

Discussing the ins and outs of your business can be difficult for many business owners but there are many advantages to doing this with someone that is not directly involved.

“A problem shared, really IS a problem halved: Discussing problems with people in similar situations reduces stress levels” The Daily Mail

Business mentoring can be the way forward. It can help to alleviate pressure and provide emotional, unbiased support resulting in a happier, functioning team and a thriving business.

If you are still unconvinced, we have compiled eight great reasons for considering business mentoring:

1 Confidence booster

“Great mentors give us a confidence boost in our abilities to set and pursue goals, create a life of meaning, and seek out new opportunities. Great mentors give us feedback on the choices that we are making to ensure that we are learning and growing” Psychology Today

If you are not a confident decision-maker and goal-setter, you will struggle to motivate your team and a de-motivated team is an unproductive one!

To be an effective leader you will need to exude confidence and maintain high motivation levels, even when things are tough. More information can be found in our article What are leadership skills and how can business owners acquire them?

Working with a business mentor can help you to boost your confidence so you can make better decisions, take risks, get your team on board, and accomplish your goals.

2 A sounding board

“Business mentors can listen and offer an opinion when asked, after all, they have probably been there and done that” Business Growth Hub

Having the ability to talk through issues with someone else outside your business, can help you to avoid acting in haste and making decisions that you may come to regret.

Whether you need to re-align your workforce, develop new products or services, or get to grips with your cash flow, working with a business mentor is someone you can bounce ideas off in complete confidence.

3 Be challenged

“Your ideal transformational mentor should be someone who resists providing you with quick answers, and prefers engaging you in conversation through which you can both learn and grow. Above all, they should challenge your assumptions and assertions, and help you think critically about the future.” Harvard Business Review

Most business owners have a clear idea of where they want to be but do not always know how to get there.

A good business mentor will know how to support, develop, stimulate, and challenge you.

They will be skilled in listening and know exactly what questions to ask to gain a good understanding of all aspects of your business. When they can see the whole picture, they will be able to challenge you to think about things differently.

4 Brush up on your business know-how

“Mentors are not like advisers and consultants, who care only about the business venture. Instead, business mentors help you develop your business skills” Small Business Chron

Most business start-ups are a result of an individual’s passion, an in-depth knowledge of a particular service or sector, or because of the ability to see potential in a market.

There is no requirement to be adept at business and whilst skills may be acquired over time, when new economic challenges present themselves, a good grasp of business knowledge may not be enough to survive.

Business mentors will bring additional skills and experience to the table which will help you to improve your business knowledge.

5 Become a better leader

“Whether you have 5 employees or 100, improving your leadership skills will almost certainly help to improve your bottom line.” Business Doctors

You may have previously believed that leadership skills are something you need only for a large enterprise, but this isn’t the case, effective leadership is key for any business to thrive, see our article The characteristics of effective leaders in business for more on leadership.

Business mentoring is a highly effective way to improve your leadership skills and go on to develop strong and productive teams.

6 Problem-solving

Many business owners often struggle to understand what the real problems are in their business because they are too involved. As a result, they end up spending too much of their time addressing minor issues. It is easier for a third party, one that is not directly involved in the business, to spot critical issues.

By asking the right questions a business mentor can quickly get a good understanding of how your business operates. Then drawing on their expertise and personal experiences they will work with you to find an effective way forward, one that will go on to have a positive impact on the business.

7 Enjoy better relationships

“Remote work has been an adjustment (to say the least) for everyone, and its effect on our professional relationships has been just as significant as the impact on daily tasks. We believe an organizational commitment to mentorship can address these issues” Harvard Business Review

A business mentor will help you to be aware of the impact your behavior has on others. They will help you to delegate and build trust with your team.

Mentoring can help you to be more self-aware and confident which will have a positive impact on your relationships with others.

And a happy team is a productive team! As well as being more productive and enjoying improved relationships, happy staff are less likely to leave your business, so you have continuity and avoid the costly process of hiring and retraining.

8 Achieve business growth

“76% of people who responded to a survey by Mentoring Matters said mentoring has been important to their business growth”

A government report launched in conjunction with Enterprise Nation, Newable, and the Association of Business Mentors found that 66% of businesses that had received mentoring said it had helped them survive, and three quarters (76%) said it had been key to their business growth

Business mentoring is not just about survival, mentored businesses will see many benefits, including increases in turnover, productivity, and employee numbers.

Conclusion

“Some of the most successful businessmen and women owe their success to mentors. Leading figures such as Richard Branson, Steve Jobs, Mark Zuckerberg, and Jo Malone have all talked publicly about the support they’ve received from mentors and how this has helped them to succeed” SME Web

If you are spending more time worrying about your business than the day-to-day running of your business, it may be time to engage with a business mentor.

Every Business Doctor understands the mechanics of business, they are passionate about helping businesses in their local community and can help to share your load.

Business Doctors don’t just coach, they get on the pitch!

Don’t suffer alone get in touch with your local Business Doctor and fall in love with your business again.

Book a complimentary discovery call

If you want to avoid the pitfalls of business growth, book a complimentary discovery call with one of our expert advisors.

AI for Growth: What SME Owners Need to Know (and Do) Now

Business Doctor Steve Ennis Wins National Mentoring Matters Award 2026

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From Self‑Doubt to Self‑Assurance: How First‑Time Business Owners Build Confidence

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2. Why Leading Can Be Lonely

3. How Confident Are You Feeling Right Now?

4. Practical Strategies for Building Confidence

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Look in the Rear View Mirror

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Demographic challenges

Benefits of a skilled workforce

Increased Productivity

Efficiency

Improved Customer Service

Positive Work Relationships

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Education and training

Up-skilling existing workforce

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Conclusion: Working towards a skilled future

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Conclusion

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