According to MIT professor Pierre Azoulay, after analyzing 2.7 million people, the average age of business founders is roughly 40. Here are a few examples of people who prove it’s never too late to break through in business.

Vera Wang. Synonymous with the crème de la crème of bridal couture, Vera Wang didn’t even begin designing clothes until the age of 39. Prior to her fame as a designer, she had dreams of figure skating in the Olympics.

Reid Hoffman set up his first social network, SocialNet, in 1997. Five years later, he founded LinkedIn at the age of 35.

Robin Chase was 42 when she co-founded Zipcar. She left the company in 2011 and continues to grow start-ups and serve as a member of the World Economic Forum.

Looking back further into the annals of history, the father of the auto industry, Henry Ford, was 45 when he created the Model T car in 1908. Colonel Sanders founded the world’s second-largest fast-food chain at the age of 45.

The name Momofuku Ando may not ring a bell, but many of us would not have made it through college without him. The Taiwanese-Japanese investor invented instant ramen at age 48 in 1958.

Last but by no means least, Betty White became one of the most awarded comedic actors in the world after she performed on The Mary Tyler Moore Show at age 51. If Betty could do it, you can too!

Different personality types respond to this level of stress in different ways. Where one person might rev up, others may shut down in response to the same stimuli. Here are the signs to keep an eye out for.

Observable symptoms: Are you receiving shorter replies than usual from this person? More passive responses? Are you noticing less than normal engagement levels? Anyone chronically late to virtual meetings? When you notice an employee actively disengaging, this is usually the final step toward total burnout. Leading up to these observable symptoms in the workplace, here are some symptoms that your employees have likely been experiencing (and hiding well):

Physical Symptoms: Headaches, newly onset or chronic fatigue, shortness of breath, or loss of appetite.

Mental Symptoms: Increased anxieties and worries, inability to focus, insomnia, or changes in quality or patterns of sleep.

Emotional Symptoms: Change in attitude. Normally amiable people becoming more withdrawn, sensitive, irritable, argumentative, or “resistant.” Increased difficulty in interpersonal communication. Feeling cynical or “detached.”

To keep your team’s fire aflame, keep ahead of the burnout. On top of providing resources that help employees manage their own stress, step up and actively encourage and applaud employees who take advantage of these opportunities to keep themselves well and productive.

Ignoring spam complaints. Keep your spam complaints as low as possible. Along with several international laws regarding opt-ins (and “-outs”), individuals who flag your email as spam impact your “sender reputation.” Keeping this reputation score as high as possible is the best way to bypass touchy spam filters and keep your emails both opened and acted on.

Using image heavy designs. Emails that contain several images have larger file sizes and take longer to load, causing people to bail out while waiting for the email to open, or making them more likely to automatically delete these when de-cluttering inboxes.

Overlooking “trigger words.” There are certain hackneyed phrases that spam filters look for as triggers to land your beautifully designed email straight in the trash bin. Phrases that make exaggerated claims or create unnecessary urgency, like “Save Up To 50% …” are common triggers. Keep up to date with the latest “trigger words” when composing your email.

Forgetting your brand. Building a strong brand requires consistency in every medium. Through your design, word choices, and the overall attitude of the email, make sure that you are holding true to your brand’s personality across the board. This is especially true for your email’s subject lines. Help your recipients easily identify you in their mountain of emails.

Watch your own replays. Separate from your overall personality, watch for the traits and facets of your leadership style as characterized by what you do, how and why you do it, and when you do it. This requires being honest with yourself. If this seems hard, do not worry; the people around us are excellent resources to poll for open feedback. Be brave enough to be sincere with yourself and to be open to their responses.

Identify. Having some tangible definitions around your leadership style is key for both personal growth as well as helping to give others cues about what to expect when interacting with you. With so many assessment options out there (and many of them for free), from psychology-based measures to Enneagrams, Myers-Briggs assessments, and zoo animal analogies, you are bound to find one that most resonates with your organic style. Not sure where to start? Try this out: https://tinyurl.com/lead05211

Play to your strengths. It’s important to excel at our strengths so we can open ourselves up to fill in the gaps by harnessing the strengths in the community around us. Just like in seeing your own “replays,” those within your immediate personal and professional proximity are also invaluable to helping you discover your strengths. You can also try numerous personality and aptitude tests, such as the Strengths Finder® assessment.

Pragmatic development. We all have room for improvement; remember to be gentle with yourself. There’s no need to be a bull in a china shop trying to be something that’s a bit foreign to you. You’re allowed to be who you are as a leader, and you’re allowed mistakes as you grow. It’s in that sweet spot of honest investment in your personal growth and an honest heart for the overall wellbeing of your team where the real magic happens.