Intrapreneurship is entrepreneurship inside your existing company.
Yes!! Your EMPLOYEES…
It gives your employees the power to take risks and bring new ideas to life, with your company as their safety net.
It allows the creative and proactive people on your team to take bold steps and try fresh ideas, all while working under the protection of your business.
But why is this suddenly a “THE BEST” strategy for you?
So, who are these game-changers?
Let’s dive into their qualities.
Look for these traits in your intrapreneurs –
Let’s break it down simply. Here is the difference between the entrepreneur and intrapreneur.
| Feature | Entrepreneur | Intrapreneur |
| Risk | High (risk of personal bankruptcy) | Low (only project failure) |
| Resources | Boot-strapped OR VC-funded | Company assets, tools, data, and funds |
| Reward | Unlimited equity OR Profit earnings | Salary + bonuses + recognition |
| Autonomy | 100% Independence | Freedom but within company boundaries |
| Ownership of IP | Owned by the founder | Owned by the company |
| Support System | Must build everything from scratch | Backed by company systems & teams |
Intrapreneurship is the sweet spot – It blends the passion of a founder with the muscle of an established company.
But they don’t all look the same.
In fact, studies show that there are four unique “types” of intrapreneurs.
| Once you spot these traits, what’s next? As a leading business coach in India, I help owners unlock the hidden potential within their existing teams. |
Intrapreneurship is not simply on or off.
It exists on a scale.
Knowing what type of company employee fits into your company will help you manage them well.
This is where most MSMEs begin.
This employee leads new projects but stays in your hierarchy.
They focus on “company projects.”
In this middle ground, the employee gets a budget and deadline but has full freedom on the “how.”
They are solving problems, not just following orders.
This is the rarest type.
The relationship shifts from “Boss-Employee” to “Investor-Founder.”
They manage a semi-independent unit or new division that might spin off into a distinct intrapreneur business.
Emerging after 2025, this type works remotely using digital tools and AI to innovate, bringing global views to your local business.
Identify your top three employees. Are they Quasi, Continuum, or True Intrapreneurs?
Manage them according to their type.
You might think this happens only in Silicon Valley, but these ideas work on your shop floor too.
There are many companies that use intrapreneurship to succeed.
Gmail started as a side project by Paul Buchheit during his “20% time.”
Nobody instructed him to make it.
At first, management disliked it, but he kept at it.
Today, Gmail has become a global leader.
Dr Spencer Silver invented a glue that didn’t stick well. People saw it as a “failure.” Later, Art Fry realised it worked for marking pages in books.
They collaborated internally, and this led to the birth of the Post-it.
Infosys incubated “OnMobile” within the company before it became its own business.
Tata uses “Tata Innoverse” to get ideas from workers on the factory floor, not just from R&D scientists.
If Tata can do it, so can you. But how do you build this culture without things going out of control?
Telling your team “Be innovative!” on Monday won’t produce results by Friday.
You need a framework for building ownership and accountability.
Google’s 20% time is well-known, but for an MSME, losing 20% of working hours can be difficult.
Be honest with your team – intrapreneurship is often the “120% reality.”
They complete their 100% core work, and the extra 20% effort they make is where innovation (and extra rewards) happen.
Instead of giving weekly time off, try organizing a Quarterly Hack Day.
Search Atlassian’s “FedEx Days” on YouTube for inspiration on running a 24-hour innovation sprint.
Don’t let them wander aimlessly.
Give them a path from “Idea” to “Invoice.”
The employee identifies a problem. They can look for business ideas for intrapreneurial opportunities within current struggles (e.g., “We spend 15 hours on manual data entry”).
They don’t just gripe. They suggest using a standard pitch deck.
Use the “Two-Pizza Team” rule (Amazon’s strategy). Small teams validate the idea cheaply.
Develop a basic workable version, like an MVP, using a small funding amount such as ₹50,000.
To start this process, having the right tools is essential.
Stop relying on casual conversations.
Use the Intrapreneurship Innovation Canvas. It’s a single-page business plan.
The Canvas should ask –
Create a simple Google Form based on these points.
That is your new “Suggestion Box.”
You don’t need a large team to validate these ideas anymore. AI can handle that for you.
AI is the “Great Equalizer” that lets your small shop out-innovate the big guys.
It transforms a single worker into a complete R&D team.
Your intrapreneurs shouldn’t just guess. They should test. Encourage them to use ChatGPT or Claude not just for writing, but for debating.
“Play the role of a doubtful Venture Capitalist. I’ve got an idea for [X]. Rip it to shreds. Give me 5 reasons it’s bound to fail and what my rivals are up to right now.”
“Work backwards from my product idea. What real problem does this solve for users? Why would anyone spend money on this today?”
This helps you avoid wasting money on bad ideas before they even take off.
Historically, testing a new product meant hiring designers and copywriters.
Not anymore. Give a chance to your own team member who excels in these skills.
Trying new things is exciting, but it comes with its own set of risks.
Let’s talk about the elephant in the room.
What if an employee creates the next big idea? How do you protect yourself legally?
That’s next.
You need legal and financial guardrails.
You must have protections for your finances and intellectual property.
Make sure your employment agreements are clear –
What workers create belongs to the company.
Still, to motivate them, consider a “Shop Right” (non-exclusive license) or a specific “Profit Sharing Agreement.”
Don’t give away equity (ownership) easily.
Avoid handing over company ownership.
Instead, offer Project-Specific Profit Sharing.
Example –
“If this new tool saves us 10Lacs a year, you get 10% of the savings for the next 3 years.”
This is known as “Golden Handcuffs”…it keeps them tied to you.
The days of the “boss knows best” are over.
In an AI-driven world, your competitive advantage is hidden in the minds of your employees.
Intrapreneurship is about moving from a brittle chain of command to a flexible network of problem solvers.
Don’t wait for a competitor to hire your best “dreamer.” Empower them to build your future, today.
Looking for more strategies to scale your business? Check out our blogs on growth strategies for MSMEs.
It is entrepreneurship where a company employee innovates using company resources and safety nets.
It aids building ownership, boosts retention, and helps employees drive rapid innovation.
Entrepreneurs risk personal funds. Intrapreneurs use company assets without personal financial risk.
Entrepreneurs risk personal funds. Intrapreneurs use company assets without personal financial risk.
Google (Gmail), 3M (Post-it Notes), Infosys, and Tata are top examples of this model.
The four types: Quasi, Continuum, True, and Hybrid intrapreneurs.
Paul Buchheit (Gmail) and Art Fry (Post-it Notes) are classic examples mentioned.
They act like internal founders, managing independent units for shares or profit-sharing.
None can destroy iron, but its own rust can! Likewise, none can destroy a person, but their own mindset can.
Former chairperson of the Tata Group
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