Amplify Resources Group Logo

    Entrepreneurship without Friends and Family

    Imagine that you have started a new business. Having already spent years in the industry at a few high-profile companies, you now believe you have the rolodex to strike out on your own. You create your product/build your services, and you have many new potential customers. Everything is going well, save for one major problem: none of your friends or family are supporting your business. And even worse, when you try to talk to them about it, they shut you down or move on to other topics. Not only do you not have a professional safety net, but you do not have a personal one, either.

    Nearly every entrepreneur I have ever worked with has told me some version of this story. It is not uncommon for company founders to experience difficulty in
    persuading their family and friends to purchase products to help their fledgling business grow. This can lead to understandable frustration: for many, it will seem as though literal strangers are more willing to support their business than those they know and trust the most. But what is it exactly that causes this hesitation?

    One possible explanation is the potential ramifications this support can
    have on personal relationships. Close friends and family members may be hesitant to invest in a business for fear that problems or conflicts might negatively affect their personal relationships. In short, they may believe that saying “No” is a safer option than risking damage to their friendship or larger family dynamic. It goes without saying that strangers, however, do not share the same concerns of investing in an entrepreneur’s business and are able to see the product (and the business itself) for what it really is.

    We must also not underestimate
    the role that familiarity bias plays. This powerful cognitive bias can induce individuals to perceive what is familiar as more valuable or trustworthy. Now, this is going to appear counterintuitive, but the business of an entrepreneur is more unfamiliar to friends and family than the business of someone they have never met. This is because they have a long-lasting familiarity with the other product. As a result, they are also more likely to be critical of the entrepreneur—has this person demonstrated sufficient expertise or experience, is their business too risky? 


    On the other hand, strangers are introduced to the entrepreneur’s business through advertising or marketing campaigns, which presents them in a more professional and credible light. This initial exposure can create the requisite trust and reliability that is not always possible with close friends and family. Additionally, strangers may be more inclined to support a fledgling business (and, therefore, the entrepreneur), seeing it as an opportunity to invest in something new and exciting.


    With that said, entrepreneurs should be mindful of
    the concept of social proof. Social proof refers to the phenomenon whereby individuals are more likely to trust and follow the actions of others. For example, if a business can demonstrate that others have already invested in their services or products, they can create a powerful incentive in the minds of potential customers, including friends and family. By harnessing the power of social proof, entrepreneurs can demonstrate to their loved ones that their business is viable and that they are worth the investment.


    It is no wonder why entrepreneurs experience frustration when their close friends and family are reluctant to invest in their business. However, instead of losing hope, they should focus on building trust through their network with professional marketing campaigns as well as by leveraging social proof and a strong online presence. Success with this approach should allow them to overcome some of the effects of familiarity bias with strong social proof. In the end, entrepreneurial success requires the ability to overcome obstacles while continuing to pursue growth and innovation. A lack of familial support is not ideal… but it may be the catalyst you need.

    Recent Posts

    By Jay Amado 01 May, 2024
    Effective Strategies for Compensation & Benefits This is the third article in our "Pathways & Progress" series. Be sure to check out the other articles in the series: Overview > Talent Attraction & Recruiting > Onboarding > Performance & Development > Compensation & Benefits > More to come Compensation and benefits play a critical role in attracting, retaining, and motivating employees. Much like our last article on Performance & Development, Compensation & Benefits is not a linear piece of the employee lifecycle, but rather a modular program that requires constant evaluation and evolution throughout employees’ careers.  As organizations strive to create competitive and equitable compensation structures, focusing on key strategies and data points is essential. This article explores several aspects crucial to developing an effective compensation and benefits strategy and ensure that organizations continue to evolve with their employees.
    By Yashar Kafi 23 Apr, 2024
    Unlocking the Power of Thoughtful Communication: Crafting Memorable Connections
    By Jay Amado 17 Apr, 2024
    Performance & D evelopment This is the third article in our "Pathways & Progress" series. Be sure to check out the other articles in the series: Overview > Talent Attraction & Recruiting > Onboarding > Performance & Development > More to come Having a well-defined and structured Performance & Development (P&D) program is crucial in the employer-employee relationship and to the employee lifecycle within an organization. Performance & Development doesn’t follow the linear progression that we’ve seen in the other articles in this series, but rather is a continuous component of the employee journey that drives their experiences for the rest of their careers. A structured P&D program provides employees with clear expectations regarding their roles and responsibilities. It aligns their objectives with the broader goals of the organization and offers a clear pathway for what they need to achieve and how they can excel in their roles. An optimal program allows organizations to focus on helping employees excel in their roles, grow their skills, and achieve their career aspirations. This stage is essential for ongoing employee engagement and retention. Here, we’ll explore the important sub-components of an effective Performance & Development program.
    Show More

    Recent Posts

    By Jay Amado 01 May, 2024
    Effective Strategies for Compensation & Benefits This is the third article in our "Pathways & Progress" series. Be sure to check out the other articles in the series: Overview > Talent Attraction & Recruiting > Onboarding > Performance & Development > Compensation & Benefits > More to come Compensation and benefits play a critical role in attracting, retaining, and motivating employees. Much like our last article on Performance & Development, Compensation & Benefits is not a linear piece of the employee lifecycle, but rather a modular program that requires constant evaluation and evolution throughout employees’ careers.  As organizations strive to create competitive and equitable compensation structures, focusing on key strategies and data points is essential. This article explores several aspects crucial to developing an effective compensation and benefits strategy and ensure that organizations continue to evolve with their employees.
    By Yashar Kafi 23 Apr, 2024
    Unlocking the Power of Thoughtful Communication: Crafting Memorable Connections
    By Jay Amado 17 Apr, 2024
    Performance & D evelopment This is the third article in our "Pathways & Progress" series. Be sure to check out the other articles in the series: Overview > Talent Attraction & Recruiting > Onboarding > Performance & Development > More to come Having a well-defined and structured Performance & Development (P&D) program is crucial in the employer-employee relationship and to the employee lifecycle within an organization. Performance & Development doesn’t follow the linear progression that we’ve seen in the other articles in this series, but rather is a continuous component of the employee journey that drives their experiences for the rest of their careers. A structured P&D program provides employees with clear expectations regarding their roles and responsibilities. It aligns their objectives with the broader goals of the organization and offers a clear pathway for what they need to achieve and how they can excel in their roles. An optimal program allows organizations to focus on helping employees excel in their roles, grow their skills, and achieve their career aspirations. This stage is essential for ongoing employee engagement and retention. Here, we’ll explore the important sub-components of an effective Performance & Development program.
    Show More
    Share by: