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Opinions expressed by Entrepreneur contributors are their own.

The success of any business can be boiled down to its relationships. Working well with others and possessing the deep knowledge of what makes people tick is essential to creating and sustaining successful partnerships.

The secret to success is a deep understanding of human emotions and their subsequent behavioral outcomes. When you unlock this secret knowledge you can accurately predict the needs of those with whom you partner.

1. Supportive.

For a partnership to be successful each member needs to feel a sense of support and optimism about the collaboration. When partnerships are supportive they are infused with hope. What sustains motivation is the belief that with partnership things can only get better.

When people feel supported in a partnership they become inspired to more clearly visualize the process of achieving the goal. Therefore, it is essential the partnership be grounded in an unwavering belief in the integrity of the goals and values of the desired purpose.
Related: 13 Tips to Create the Perfect Partnership
2. Rewarding.

Each member in a partnership must see the reward involved in coming together. In successful partnerships rewards are based solely on each partner's worth and significance to the bigger picture.

There is nothing that more deeply inspires continued motivation than to make another person shine in their own importance and contribution.

3. Cohesion.

Trust is a basic need for a successful partnership. All partners need to know the relationship is collaborative, loyal and solid. If the partnership is in need of support or guidance, the partners trust they can come together in a way where needs and concerns can be met and realized.

Elite partnerships are made up of people who view each other as necessary equals and show mutual respect for each other's differences. They find ways to focus on solutions, not problems and are committed to open communication to keep things together.

4. Open.

Successful partnerships require partners who are consistently attuned to what is happening within and outside of the relationship, and the possible impacts on the partnership. All members pay attention with an open mind. They set aside preconceived notions about the other partners and see each person for who they are and for what they bring to the relationship. Great partnerships enjoy the element of being surprised by the other members' and their achievements.

Solid partnership's respect that constant intervention will block their process and slow progress towards their goals. A certain amount of openness and personal freedom is what makes these teams rise to the top in business. These partnerships aren't locked into things being fixed in any certain way.

5. Protective.

Partnerships thrive when members feel protected within the partnership.The partners feel reassured they are in an environment that will not let them fail. Each member is aware that any threat to the security of their partnership undermines progress. Insecurity must be addressed openely so the proper changes can be put into place. The solutions made must be handled via discussion between partners and must serve to benefit all members.

However, a mature partnership does not try to protect people from themselves. The growth of any partnership has to come from each partner learning through experience what works and what doesn't, in light of the overall climate of the partnership. This type of freedom allows each person to grow within a safe environment, mistakes and all.
Related: How to Rekindle The Flame...With Your Business Partner
6. Challenge.

Successful partnerships promote competition and reward achievement. Partnerships that are competitive crave more challenge. Competition brings an element of fun and comradery into the relationship.

This competitive climate creates the desire in each member to keep proving themselves and their significance. As the partnership thrives through up's and downs it becomes stronger. Like a palm tree, the more a partnership is forced to bend and flex the stronger it becomes from within. Partnerships that thrive can weather every storm and come out more successful.

7. Catalyst.

Exceptional partnerships act as a catalyst for each member to grow and succeed. It provides the space for each member to generate their own innovative ideas. Whenever a partnership suppresses the creative energy of its members and is rigid, it kills the spirit of innovation. This is why it is said that rigid structures collapse first. Wherever creativity flourishes there must flexibility.

Each partner must adapt to work in any setting without complaint. Each must be flexible and yielding, knowing that all interventions to the partnership must come from a place of clarity creating harmony between partners.This is the type of environment that supports innovation, invention and success.

8. Morale.

It is essential for each partner to be completely in touch with the emotional state of the other partners, and always seek to raise it. Exceptional collaborations create an environment of positive morale. Each contributing person must be open and honest with all others regarding behaviors that aren't working for the group, including their own, if it is bringing down the morale of the partnership.

Each partner is wise to pay attention to the silence and empty spaces in the relationship because it is there the tone of the partnership is most clearly revealed. No collaborative effort can tolerate endless drama that clouds clear thinking and thwarts forward moving progress. Successful partnerships allow time for each member to engage in silent reflection, as each partner can see more clearly what is essential for themselves and others.
Related: The Two Biggest Money Problems That Can Ruin a Business Partnership
9. Cleanse.

A great partnership understands it only takes one toxic person to destroy the entire relationship. With forethought, good judgment and quick decision making, effective collaborators weed out the weak links.

A partnership cannot be successful when the behavior, manipulation and poor attitude of one person continues to impede progress.

10. Service.

Successful partnerships are based in service, not selfishness. No one person does all the work, nor is any one member seeking more recognition than the others. The collaborative effort comes directly from the efforts of each individual partner contributing to the whole. Being in the mind of service, in the helping of others, keeps the partnership humble.

Each member keeps a watchful eye in sustaining a healthy and openminded feedback loop. There is no coercive pushing for things to happen. Each partner allows the process of growth and innovation to unfold on its own rather than having any one member lecture and direct all others.

In successful partnerships, there is an unceasing commitment to equality, diversity and flexibility. Each member leads by example, has a sense of personal freedom and an undying commitment to the goals at hand. Collaboration is built upon open and honest communication, direct and consistent interaction and the personal time to think things through. Each person understands their role in the relationship dynamic and what each must do to be successful. Each member is fully supported and encouraged by the partnership to fulfill all of their individual and collective gaols. In this way a successful partnership is made up of strong individuals being supported in a collaborative and collective relationship dynamic where all are striving towards shared success.
Related: 7 Strategies to Help You Pick, Then Develop, the Perfect Partner

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10 Characteristics of Unstoppable Partnerships

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Opinions expressed by Entrepreneur contributors are their own. The success of any business can be boiled down to its relationships. Working well with others and possessing the deep knowledge of what makes people tick is essential to creating and sustaining successful partnerships. The secret to success is a deep understanding of human emotions and their subsequent behavioral outcomes.

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use just headings in class with students

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One of the pleasures of starting your own business is the ability to choose the people you're going to work with. However, if you're dreaming of starting a business with a close friend, family member or former coworker as your business partner, don't assume all will be smooth sailing just because you know each other. Just like marriages, business partnerships often run into rough waters.

To ensure your business partnership stays on course, follow these tips.

1. Share the same values.

Don't write the first word of your business plan until you know that you and your partner have the same dreams, goals and vision for your new business. Does your partner dream of starting the next Starbucks, while you envision a part-time catering business that gives you plenty of time with your family? You and your partner must share the same core values, goals and work ethic if you want the business to succeed.

2. Choose a partner with complementary skills.

When you and your business partner have different strengths, you'll double the power of your startup team right off the bat. For example, a shy tech expert who wants to start an Internet business would do well to find a partner with sales, marketing and people skills. This way, both partners can focus on doing what they enjoy and are good at.

3. Have a track record together.

Succeeding as business partners doesn't require having run a business together or even having worked together before. It does require a track record of going through similar challenges together successfully. Look for a partner you've handled conflicts with, achieved common goals with and survived tough times with in the past.

4. Clearly define each partner's role and responsibilities.

An informal organization where each partner does what's needed at that moment may work in the very early startup stages, but not in the long term. Defining each partner's job title and duties helps eliminate disagreements by giving each partner control of his or her domain. Employees and customers also benefit from knowing which partner handles what aspects of the business.

5. Select the right business structure.

You can organize a partnership as a general partnership, limited partnership or limited liability partnership. However, you can also organize it as a C corporation or S corporation. Each form of business has its advantages and disadvantages in terms of liability, taxes and continuity. Talk to an attorney or other experienced advisor to help determine which form of business is right for you and your partner.

6. Put it in writing.

Even if you're starting a business with your best friend from kindergarten, you need to draw up legal documents regarding your business structure, capital contribution to the business, how decisions will be made and disputes resolved and what happens if one partner wants to leave the business. Thinking through all the things that could go wrong and how you will handle them makes it easier to deal with any difficulties that do arise.

7. Be honest with each other.

Soft-pedaling your true feelings because you don't want to hurt your business partner will cause more problems than it eliminates. In order for your partnership to work, both of you must feel comfortable openly sharing your opinions and hashing out any disagreements that arise. Sweeping your concerns under the rug only leads to bitterness and resentment which can destroy your partnership-and your business.

These can be tough issues to discuss, especially when you're excited about your startup and can't wait to get going. But unless you take the time to lay the foundation for a lasting business partnership, your new business may never get off the ground.

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7 Tips for Making a Business Partnership Work

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One of the pleasures of starting your own business is the ability to choose the people you're going to work with. However, if you're dreaming of starting a business with a close friend, family member or former coworker as your business partner, don't assume all will be smooth sailing just because you know each other.

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Influencer Marketing VS Content Marketing: Can They Work Together?

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Please click here if you are not redirected within a few seconds. Images Influencer Marketing VS Content Marketing: Can They Work Together? digitalexaminer.com Images may be subject to copyright.

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The adage that two brains are better than one may explain why a lot of entrepreneurs and small business owners, including me, create partnerships. However, it's not just those brains that should work well together. Partners' personalities need to get along too.

As a serial entrepreneur who's launched many companies, I've made a number of partnerships. Along the way, I've learned some lessons when creating those partnerships.

Among the most helpful tips that I've discovered is making sure that you get along with your business partner. It's important to find someone who complements your skills, but don't underestimate the importance liking one another.

Communication is another big part of a business relationship. I spoke with business partners constantly to ensure we were on the same page and each knew what the other one was working on. I believe that ongoing dialogue is so important because it helps to reduce the risk of assumptions and encourages you to stay focused on your shared vision. Of course, there is likely going to be some miscommunication and disagreement. That's ok. But I've found that open communication with my partners minimizes misunderstandings and helps us work through them more quickly.

There's a great article from earlier this year about a long-lasting business partnership and communication is a theme that runs throughout.

I've learned many things about creating and maintaining partnerships during the past two decades. Although there are dozens of tips, here are five key lessons:

Partnership agreements: As I've mentioned in a previous post, I've been burned by not having the right agreements in place. It's important for business partners to have clear partnership agreements drafted by attorneys.

Clear expectations: I've also learned the hard way that people, including business partners, can't read my mind. I believe business partners should consistently set their expectations with each other.

Think about your clients: When evaluating a potential business partnership, I look at my weaknesses and what I need help with. I also think about my clients and what type of partnership would benefit them.

Mutually beneficial: It might sound obvious, but still should be noted. Partnerships should be mutually beneficial. In my experience, both sides need to gain something from the relationship for it to be worthwhile.

It's ok to walk away: Like any relationship, a business partnership holds a great deal of promise. However, sometimes it doesn't work out. That's alright. Don't stay in a business partnership if you believe it's no longer viable. I've learned that it's better to end the partnership and regroup than to force something that's not working.

Of course, there are many more best practices for partnerships, but I'd recommend keeping these in mind. They've worked well for me.

If you're looking for more information on how to start a business partnership, the Small Business Administration has some great resources.

Finally, partnerships aren't for everyone. I started some businesses by myself and they've been very successful as well. I try to take a step back to consider if I really need a business partner for a venture before I approach anyone. Sometimes it makes sense. Sometimes it doesn't.

That's a call each entrepreneur has to make for him or herself.

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5 Lessons for Strong Business Partnerships

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The adage that two brains are better than one may explain why a lot of entrepreneurs and small business owners, including me, create partnerships. However, it's not just those brains that should work well together. Partners' personalities need to get along too. As a serial entrepreneur who's launched many companies, I've made a number of partnerships.

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Understanding and articulating your company culture is important for many people within an organization, whether you're a senior leader or a member of middle management, human resources, marketing, or otherwise. However, it's especially critical for those in recruiting / talent acquisition since your everyday work requires you to both identify gaps in your internal culture and improve them, as well as actively sell the organization (flaws and all!) to candidates and clients. No matter how you slice it, you'll need to be able to describe your company culture in detail in order to do your best work.

That said, if being able to describe your company culture is new to you - perhaps you're a startup or a small group - or even if it's something you've had to do before, finding the words to evaluate and describe your company's culture can be daunting and time-consuming. We hope these common words used to describe good and bad aspects of company culture will help you do it with confidence.

Words to describe a positive company culture

Some of the words most commonly used to describe a company culture in an attractive way:

Family-Oriented - employees are offered benefits and flexibility that make it easy to find balance

Rewarding - those who exceed expectations are recognized, even in non-monetary ways

Relaxed - workers are given some freedom to decide how they do their best work and then do it that way

Challenging - team members are pushed to explore and work at the top of their skill sets; employees who are up for a challenge have access to more challenging work at any time

Collaborative - employees work well with one another, within and between departments

Nurturing - the organization supports employee growth and development; gives employees clear feedback and suggestions before moving to termination

Motivating - employees feel motivated to achieve because of intrinsic and extrinsic rewards

Engaging - employees feel invested in their work and their organization and do their best work every day

Innovative - the company is always seeking new ways to stay a step ahead of the industry and is open to feedback and ideas

Fun - the organization creates opportunities for fun in daily work

Casual - the dress code, the environment, or the communication style is casual; formality isn't required

Fast-paced - employees have no trouble staying busing and thriving in their work environments and their workday goes by quickly

Autonomous - employees have both the freedom and accountability to change their workplace and their results

Inclusive - diversity is welcomed and appreciated

Friendly - staff engage in positive interactions with one another throughout the day

Words to describe a negative company culture

You might feel tempted to grab words from the list above and stop reading, but almost every organization working to put a finger on their organization's culture will have a few negative aspects to address.

Here are some of the common words used to describe negative cultures and a brief example of each. You can use them to help improve your own company culture or even simply to have a better understanding of what to avoid:

Discriminatory - the organization favors certain groups over others, evidenced in promotions and terminations

Toxic - employees walk on eggshells to avoid being targeted by toxic employees and managers, who are never addressed

Inconsistent - the direction of the organization (or expectations on staff) change with the wind

Demanding - employees are expected to meet unrealistic demands and expectations

Rigid - flexibility is non-existent; work hours, setting, and processes are already established and employees must conform

Unsupportive - when push comes to shove, the organization won't support its employees when a customer complains

Outdated - the organization has failed to move forward over time or isn't open to innovative ideas and change

Micromanaging - the CEO demands to be included in the selection process for a receptionist six levels below her in the org chart

Unforgiving - employees are reprimanded (or even fired) for the first transgression rather than corrected and guided

Biased - the organization allows bad apples to stay because of friendships or relationships

Disengaged - managers and other employees are largely aloof or indifferent and invest little of themselves to their work and to each other besides the bare minimum

Unrewarding - the organization has high demands and high achievers but doesn't nothing to recognize them

Boring - employees aren't given enough work or work isn't challenging for them

Unethical - employees are doing work they don't feel good about or are aware of unsavory company practices

Siloed - employees don't understand their role in the large of the organization or their impact on the end result

Remember, recognizing the negative aspects is the fuel your organization needs to push forward and grow. And also, taking the time to address the negative aspects of your culture will not only improve your company internally, but it will also naturally reflect outwardly and improve your employer brand as well.

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Mark Cuban: Only Morons Start a Business on a Loan

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June 14 (Bloomberg) -- Entrepreneur Mark Cuban discusses the U.S. Economy and starting a business with Trish Regan at the Clinton Global Initiative in Chicago on Bloomberg Television's "Street Smart."

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