EMPLOYEE OR EMPLOYER?
The age-old question: to be the boss or to work for one. It’s like choosing between sailing into the unknown and cruising down a familiar river. So, should kids learn how to steer their own ship as future employers, or be trained to paddle smoothly within a secure job as employees?
Well, here's the thing—it’s not so black and white. Teaching kids only to be an employer or only to be an employee might be too limiting for the diverse, ever-evolving world they're stepping into. Both mindsets have immense value, and it’s a blend of both that might best equip kids for success. But let’s break down the employer angle and why it might be more appealing in today’s world:
Teaching kids to think like employers instills a sense of autonomy and ownership. As employers, they would learn to take control of their destiny, making decisions about how to steer their ship. They aren't waiting for someone to tell them what to do; they create opportunities. This mindset of independence and personal accountability can empower them to think bigger, take initiative, and drive change, even if they do work for someone else.
Employers are often innovators—they spot gaps in the market, create solutions, and take risks to bring ideas to life. When kids are taught to think like employers, they learn to be problem solvers, creative thinkers, and innovators. They’re trained to see challenges as opportunities to innovate. This kind of thinking is valuable even for employees in today’s fast-paced, tech-driven world, where adaptability and creative problem-solving are essential.
Being an employer means managing people, resources, and projects. Teaching kids to think this way develops leadership skills early on. They learn how to motivate and inspire others, how to delegate, and how to collaborate effectively. These are critical skills that not only prepare them for entrepreneurship but are transferable to any role they may take on, even as employees.
As an employer, there’s no ceiling on income—the potential to build wealth is far greater compared to a salary-bound employee role. Owning a business or leading a company allows kids to create multiple streams of income, invest, and build generational wealth. If financial independence and wealth creation are key markers of success, teaching kids to be employers puts them on that trajectory early.
Entrepreneurs, by nature, are risk-takers. They often face failure, but they also learn resilience—the ability to bounce back from setbacks. Teaching kids to think like employers can nurture a comfort with risk and failure, which are often the precursors to success. They learn that failure isn’t the end but a stepping stone toward success.
The world of work is changing rapidly. With the rise of the gig economy, freelance culture, and remote work, traditional jobs aren’t the only option anymore. Teaching kids entrepreneurial thinking equips them to thrive in this new world, where creating your own opportunities, freelancing, or starting a side business might be necessary to stay competitive. Employers adapt quickly, pivot easily, and often thrive in uncertain environments.
Employers often have the privilege of building businesses aligned with their personal values, passions, and sense of purpose. They can create a mission-driven company that not only generates profit but also makes a positive impact on society. Teaching kids to be employers encourages them to think about how they can contribute to the world on a larger scale through the businesses they create or lead.
But here’s the flip side—teaching kids only to be employers can be risky too. Not everyone is cut out for entrepreneurship, and the idea that everyone should be their own boss isn’t realistic. Being an employer requires a certain level of emotional intelligence, resilience to failure, and financial risk that may not appeal to or suit every personality.
Teaching kids to be employees also has significant merits. Employees often have the opportunity to:
Learn from Mentors and Leaders: Working under experienced leaders allows kids to develop professionally, gaining wisdom and skills from those who have walked the path before them. These experiences can be crucial, especially early in a career, before launching into an entrepreneurial venture.
Security & Stability: Employment can offer a level of financial stability, benefits (like healthcare), and security that entrepreneurship often cannot—especially in the early, uncertain stages. Some people find greater peace of mind in knowing they have a steady paycheck and a well-defined role.
Teamwork & Collaboration: Being part of a larger team, where collaboration and shared goals are the norm, can help kids develop strong interpersonal and teamwork skills. As employees, they learn how to work within a system, follow procedures, and contribute to something bigger than themselves.
Best of Both Worlds: Entrepreneurial Employee?
Here’s where the magic lies: It’s
not about “employer vs. employee.” It’s about teaching kids a hybrid mindset.
They should be encouraged to think like employers—taking initiative,
innovating, and owning their success—even if they choose to work for someone
else. Being an “entrepreneurial employee” is becoming increasingly valuable.
Companies today reward employees who think like owners, take responsibility,
and bring creativity to the table.
Teaching kids both entrepreneurial and employee mindsets equip them to navigate whatever path they choose. They’ll have the leadership, creativity, and drive of an entrepreneur but also the collaborative, disciplined, and adaptive qualities of a successful employee. So, rather than choosing one path over the other, why not open both doors and let them decide how to mix and match the best of both worlds?
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