Category: Leadership

Impactful Leader

Expert Advice on How to Become a More Impactful Leaders

Posted on | by Akeela Zahair

You may have a plan for your career trajectory, perhaps a desire to move up the corporate ladder. Have you ever thought about WHY you are doing it, and what is really important to you?

Leadership purpose isn’t about what you do, it’s WHY and HOW you do it. Finding and understanding your purpose and being able to embody that through your work and relationships with others is key to impactful leadership, excellent performance, a motivated team, and even sustaining your personal wellbeing.

Abi Eniola, Tutor at RADA Business, a business performance partner, offers her advice on how to channel your purpose into your work and truly understand what motivates you within your role as a leader.

 

Why finding purpose is important

Your purpose is not a summary of your CV, or a list of your career highlights or qualifications, rather, it’s an overarching statement (and embodiment) of what really matters to you.

“When someone knows who they are and what they stand for, and is connected to their purpose, they can embody it so that other people experience them in a potent way. This is particularly powerful as a leader or figurehead of an organisation. When we are really aligned with our purpose, we are at our most effective; and as a leader, you become much more present for your team,” says Abi.

 

Unearthing your purpose

Your leadership purpose comes from within you, it is who you are. “If your purpose is really resonant, it can cut across every area of your life”, explains Abi. “Some leaders connect to their purpose quickly, while for others it takes more time – sometimes weeks or months.”

“For me, the ability to express myself – to have a voice – was a theme in lots of key experiences in my life”, says Abi. “It is equally resonant in all the work I do now as a Coach and Tutor. In a statement, mine is ‘to free excellence’.”

Discovering your own purpose starts with looking at all areas of your life to pinpoint common themes in your key or significant experiences. Abi says “it’s about exploring the experiences in your life that have shaped you and made you the person you are. Identifying the things you do that bring you pleasure and uplift you can also help you to get closer to your purpose.”

“We then tease out how those experiences relate to your actions and decisions as a leader. When were you at your best and really firing on all cylinders? What was feeding that feeling or state? What meaning were you generating from it?”

 

Embodying your purpose

Once you’ve discovered your leadership purpose, how can you bring it to your work life? As Abi says, “it’s not about going around telling people what your purpose is, it’s about allowing people to experience it”.

Calling your purpose to mind might be easier than you think because it is so personal to you. When you have found your purpose, it frees up emotional, psychological and physical energy, because it’s based on your own memories, values and lived experience. “This feeling of having purpose can also change our brain chemistry”, says Abi. When we see something of value to us, dopamine is released and we are motivated to reach out and attain it; in other words, we have a goal and clear purpose dopamine is the motivation and the reward neurochemical. It helps us to be much more productive.

 

When your purpose doesn’t align with your organisation

There may be times when your purpose doesn’t seem to align with the values or culture of your organisation; how then can you make it work in your career?

“It’s about awareness and choice”, says Abi. What choices do you make? Is there a way of working with the current situation, even though you may not necessarily agree with all of it? Can you find where you agree and are there parts of your purpose that you can align with your organisation?

However, if you find that the personal cost feels too high, it’s important to recognise that as well”, explains Abi. “Acknowledge that you are not honouring your purpose and look at where you can adjust aspects of your role or move on to a role where you can do so more fully. It is about personal choice. We always have a choice about our attitude and how we respond to a situation we find ourselves in.”

Clarity of purpose can also empower you to be your authentic self. “This recognition can be incredibly empowering. It’s important to remember that we can have more than one purpose. There are some fortunate souls who manage to find their higher purpose or calling, and it resonates throughout every area of their life. But for many of us that is not the case. In truth, this type of higher purpose is deep work, and can take months, years, or a lifetime to discover.”

 

Consider your purpose

When did you last pause to consider your purpose and how it fits with your current role? Discovering your purpose is not always easy, but it is important and will pay great dividends in your career.

Gold Sail Leadership

Five Forward-Looking Skills for the Future Generation of Leaders

Posted on | by Akeela Zahair

There is no denying that the world of business is evolving at an incredibly fast pace. With the constant launch of new tools and innovative tech, workers are required to embrace a wide range of modern equipment on a regular basis.

As employees continue to up their game, it is only natural that the next generation of leaders will need a set of updated skills too.

Here, with some insights from Dominic Fitch, Head of Creative Change at leadership development specialist, Impact International, we take a look at some crucial future requirements that business owners and managers will have to nail to guide their team in an efficient, successful fashion.

 

1. Technological inclination

In the same way that youngsters jump at the latest technology at the first opportunity, it is important for future leaders to emulate that same drive and curiosity.

The world is becoming increasingly digitalised, and the business sector is no exception. This is why company owners and managers should have a basic understanding of today’s technologies, exploring how modern equipment can actively aid their business. From cloud computing to artificial intelligence and UX development, there are many different tools that can increase your organisation’s chance of success.  

Of course, nobody expects you to be an expert in computing coding or programming. But getting precious digital and tech skills under your belt can provide you with more than one ace up your sleeve.

 

2. Empathy and emotional intelligence

Just like an experienced, Michelin-star chef, future leaders have to juggle and balance several different aspects to create a perfect menu. Yes, technology will play an essential role in developing and driving your company forward. But software and robots have not yet mastered emotional intelligence, which means they cannot help on the more human side of things.

A business owner or manager should always strive to harness their relationship with colleagues and team members. Empathising, sympathising, supporting, and understanding the necessities of your employees is crucial, as this can inspire confidence and a sense of belonging in your people. If workers feel appreciated and cared for, there is a good chance they will go the extra mile to spur the growth of your business.

Hence, taking an interest in your team’s well-being and nurturing a shared feeling of unity is a fundamental attribute to possess.

 

3. Openness to diversity

One of the most prominent advantages of modern technology is that it’s abating boundaries and favouring connections with people worldwide. Hence, as time goes by, it is becoming more and more important to collaborate with colleagues from all over the globe. This means that, on a daily basis, you are working with teams from different cultures and who may even speak another language.

Engaging with people from all walks of life and with diverse backgrounds can open the doors to endless opportunities. Not only will you benefit from a vast range of experience, knowledge, and expertise, but you will also learn precious lessons on how to enter and succeed in global markets. Therefore, as the world becomes increasingly connected, future managers need to embrace diversity and make the most of its invaluable benefits.

 

4. Clarity and communication

Clarity and effective communication are timeless features of strong leadership. Managers need to build bridges between their team members and outline the company’s missions in a concise, transparent manner. In this respect, leadership development training is an excellent place to start when it comes to learning how to deliver messages and strategies that are straight to the point.

Future leaders have to be able to identify the right channels to carry this out in a smooth, effective way. With the many digital platforms at our disposal, it is important to choose one that can keep people on the same page at all times. What’s more, as innovations and possibilities arise, future managers need to communicate the essence of the question at hand in a digestible fashion.

Simplifying a complex situation or task is a crucial skill, and it is one that can aid both your team’s productivity and your business’ efficiency.

 

5. Foresight and adaptability

As technology evolves, artificial intelligence progresses, and the business sector continues to mutate, future leaders need to be flexible. Business owners and managers have to be ready to adapt and make sure they are not fazed by what the future holds. They should monitor trends and look at how to welcome change with a positive attitude.

How can you prepare for upcoming possibilities? One effective way is to run through various scenarios and start outlining all possible outcomes. What’s more, engaging with new circumstances and journeying out of your comfort zone can be an important learning curve. In fact, it will teach you how to deal with unfamiliar situations. If an unexpected opportunity comes about, you will have both the skills and confidence to respond to them with confidence.

To keep in step with the times, business leaders of the future will need to polish their set of skills. From emotional intelligence and adaptability to clear communication and openness to diversity, there are many aspects that will strengthen your leadership. By showing an interest for new software and technological developments, you can make sure your company is expanding its reach and exploring new, successful paths.  

Employee Wellbeing

Improving Employee Wellbeing to Unlock Your Team’s Potential

Posted on | by Akeela Zahair

Poor employee health and wellbeing comes at a high price for companies, and costs UK businesses billions annually. For example, presenteeism, where employees come to work unwell and unable to function properly, costs the UK economy over £15 billion per year from a mental health perspective alone.

And if health trends continue in the wrong direction then these costs are only going to escalate. Fortunately, as a leader of your workplace you can help make a difference to your employee’s wellbeing by promoting healthy behaviours and introducing initiatives that help to reduce health risks, absenteeism and healthcare costs.

 

What is a Workplace Wellbeing Programme?

A wellbeing programme refers to initiatives put in place by an organisation to promote health, happiness and work-life balance for employees. Successful programmes adopt a holistic view of wellness that includes physical, mental and emotional wellbeing and social wellbeing.

Companies may wish to install their own wellness facilities to make it easier for staff to enjoy the benefits or to simply encourage more team members to come into work rather than staying at home.

From on-site leisure activities like table tennis, a gym or a low-impact form of exercise like golf simulator to add some healthy competition, to a chillout space where people can completely switch off from thinking about work, companies can provide physical, mental and social wellbeing programmes to bring people back to the office.

 

Physical wellbeing

Physical wellbeing refers to the health and fitness of your employees. Initiatives may include access to fitness facilities or classes, nutrition education and information, quitting smoking support, health risk assessments and promoting active work environments, such as standing desks, regular breaks and walks.

 

Mental and emotional wellbeing

Mental and emotional wellbeing refers primarily to psychological health. Effective strategies include access to counselling or coaching services, mental health education, mindfulness and meditation sessions and flexible work options. If you are an office-based workplace then flexible working is a quick way to implement a wellbeing initiative that provides an instant benefit to your staff.

 

Social wellbeing

Social wellbeing refers to community and relationships. Some examples include company sports teams and events, volunteering programmes, workplace clubs or support groups and social meetings. These are particularly important in companies with remote or hybrid working patterns, where social isolation is a factor, and 81% of under-35s fear loneliness from long-term home working.

 

How Wellness Programmes Improve Productivity, Communication and Engagement

Workplace wellness initiatives boost productivity through improved health, reduced illness and fewer absences. Fitness programmes and health education encourage employees to develop sustainable habits that lower disease risks and increase energy and stamina. When employees feel better, they work better.

Studies show workplace wellness programmes can decrease absenteeism by up to 19%, with 56% of employees engaged in these programmes taking fewer sick days. But it’s not just about physical health. Wellness programmes also build morale, motivation and workplace satisfaction which drive productivity; engaged, fulfilled employees want to work.  

Effective communication and meaningful relationships at work energise and inspire people. Fitness classes or walking meetings provide opportunities for collaboration in a more casual atmosphere outside the usual office setting.

Extracurricular activities like book clubs, sports teams and volunteer groups bring together employees with common interests who may not typically interact in daily work activities. This leads to stronger connections being built, leading to greater trust levels and creativity through conversations happening in these social programme events.

 

How Can Companies Implement an Employee Wellness Initiative?

Creating an employee wellness programme isn’t as simple as picking a few things and then everything will be fine. Companies must create initiatives that their employees are going to want, so the first step is to establish a wellbeing committee with representatives across the organisation. This helps to determine specific priorities and options based on employee feedback and interests.

Effective communication is key. Resources and programme offerings should be clearly communicated and participation encouraged through enthusiastic messaging from leadership.

Wellbeing programmes require investment but can pay dividends through reduced costs and increased performance and job satisfaction. When implemented properly, these types of worksite health promotion initiatives have been shown to have a significant positive impact on employee health, happiness, and productivity.

 

Reducing Health Risks and Poor Behaviour

Wellbeing programmes aim to address health risks and behaviours that negatively impact individuals and organisations. A lack of physical activity, poor nutrition and stress can lead to illness, reduced performance, higher costs and absence.

Providing employees with nutrition education, support groups and access to healthy meal options are effective strategies. Lack of exercise or physical activity is another significant risk factor. Gym memberships, fitness classes, walking meetings, standing desks and workplace challenges can help motivate employees to become more active.

Employee assistance programmes, counselling and mental health first aid education are also useful tools. Supporting employees in developing sustainable healthy habits translates to a more productive, engaged and vital workforce.

 

How to Start a Wellbeing Programme

Introducing a wellbeing programme requires thoughtful planning and execution. The following steps will help ensure a successful initiative:

  • Leadership buy-in
  • Form a wellness committee
  • Conduct an employee survey
  • Set concrete goals and objectives
  • Determine options based on priorities, budget, and goals
  • Promote the programme and opportunities
  • Incentivise participation and reward success
  • Track participation, costs, satisfaction and outcomes
  • Recognise and celebrate wins

 

With commitment to health and wellbeing, organisations can create meaningful change. Comprehensive, well-designed wellness programmes can positively impact company culture, productivity and employee satisfaction.

However, success depends on enthusiastic participation from leadership and staff alike in addition to programmes tailored to meet the specific needs of your organisation. By making employee wellbeing a priority, companies will thrive through a healthier, happier and higher performing workforce.

 

Improve Morale, Communication and Productivity Through Wellness

Comprehensive workplace wellness strategies that include physical, mental and social elements can significantly increase productivity, enhance communication and reduce absence levels throughout your workforce.

Similarly, the improved employee engagement levels are a great basis for a sustainable, high-performance culture that also helps you to recruit better, improve loyalty and reduce staff turnover levels.

Characteristics of an Authentic Leader

Posted on | by Jennifer Spencer

Authentic leadership is all about embracing responsibility, integrity, and the ability to make decisions in line with your principles. It requires you to use your moral compass to guide what you do, rather than relying on what you think others want you to do. Embracing these traits can help you become a more authentic leader, whether at work or at home.

They Show Leadership in All Areas of Life

The most effective leaders demonstrate their leadership skills in every area of life, whether anyone else is around. One of the most effective ways of gaining others’ trust is by being willing to demonstrate these traits all the time. Effective leaders take time to think decisions through before making them. If a loved one asks for financial help, such as having you cosign a student loan, it’s important to evaluate all your options before saying yes. Look at factors such as how cosigning might impact your credit and whether you can afford to help your loved one out.

They Consistently Want to Do Better

Becoming a more authentic leader requires you to focus on yourself so you can then focus on others. Don’t aim for perfection. Instead, focus on doing better each day, week, and month. Making this commitment to yourself can help you invest in yourself, whether that means signing up for a course or prioritizing reading each day. Gaining these skills can help you and your team do better.

They Are Disciplined

Being authentic requires you to practice what you preach, and this requires you to be disciplined. Make sure you compare your progress with your goals to ensure you are aware of how you are doing. When you have a better idea of your motivations, you can figure out what your leadership style looks like, which can help you create a plan for professional development. Being self-aware can give you insights into your beliefs and emotions, and it also helps you mitigate risks and understand others’ beliefs.

They Focus on the Mission at Hand

Being committed to the mission at hand is critical if you want to be successful in your career or business. When a team has a sense of purpose, they are more likely to be engaged in what they are doing because they understand how their tasks can impact the mission. As you move through leadership stages, consider the things that motivate you to act. Authentic leaders can encourage others to do the same thing.

Identifying your mission as a leader can take time, but it is worthwhile in the long run. Some people understand their mission from the first day, but for others, it takes much longer to get to know. You might find you stumble upon it one day, or you may find it takes time and self-exploration to find out what your purpose is. However, no matter how you go about it, the important thing is to have a mission so you can set smaller goals to help you make progress toward that.

Heatwave Office

Management Expert Share Tips to Keep Your Team Motivated During a Heatwave

Posted on | by Akeela Zahair

This week the Met Office issued its long-range forecast which predicted “very warm conditions” with the start of June and the summer months officially upon us. 

While many will be looking forward to sunnier weekends, periods of extreme weather temperatures can often see a drop in productivity and motivation at work.

Now, Leadership and Management Tutor, Neil Finegan from flexible study providers, DLC Training, shares his tips for management and HR professionals to motivate their teams during a heatwave.

 

Communicate and acknowledge

“The first step to keeping your team motivated during a heatwave is to acknowledge openly the potential impacts to your team” Neil explains. “Communication is important if you want to prevent your employees from suffering the negative effects of extreme heat. Provide relevant and timely information across your organisation to educate on the signs of heat-related illness.”

 

Casual dress

Neil explains why letting workers opt for cooler and more casual clothing can impact productivity:

“Try to relax your dress codes if possible. While this might not always be possible depending on the industry you’re in, providing workers with an option to dress down a little and embrace cooler clothing will have a direct impact on their comfort and productivity.”

 

Remind your team to stay hydrated

Building on from the importance of proper communication, Neil emphasises the importance of keeping the team hydrated:

“Set hydration reminders to encourage employees to stay hydrated throughout the day. If you’re in an office environment a verbal nudge every few hours will help to remind employees. Of course, if your team is remote then it may be worth setting up reminders or sending messages across instant messaging services. Staying hydrated is essential for maintaining energy levels, focus and cognitive function.”

 

Embrace flexible working

Lastly, Neil encourages management to embrace flexible working. “Offer flexible work arrangements if possible. If you can, allow your employees to work remotely or encourage flexi time. This means your team can avoid working during some of the hottest times of the day as well as starting and finishing earlier to embrace the cooler hours.”

How CEOs Can Find Time for Stock Trading & Investing with the Help of Apps

Posted on | by Jennifer Spencer

Being a CEO is a demanding role that requires immense dedication and time commitment. 

However, many CEOs are also keen on exploring stock trading and investing to grow their personal wealth. 

Finding time for such activities can be challenging, but with the advent of trading apps, it has become easier to manage investments on the go. 

In this article, we will explore some strategies that CEOs can employ to make time for stock trading and investing while utilising the convenience of trading apps.

Embrace Technology and Trading Apps

Trading apps have revolutionised the world of investing by providing CEOs and other professionals with a convenient platform to access markets, research stocks, and execute trades from their smartphones or tablets. 

These apps offer real-time data, intuitive interfaces, and various tools to aid decision-making. 

By leveraging the power of trading apps, CEOs can effectively manage their investments even amidst their busy schedules.

Set Clear Objectives and Define Investment Strategies

Time is a valuable resource for CEOs, so it is crucial to set clear investment objectives and develop well-defined strategies. 

CEOs should establish specific goals such as long-term wealth accumulation, capital preservation, or diversification. 

By doing so, they can focus their attention on stocks that align with their investment objectives, saving time on researching irrelevant opportunities.

Delegate and Automate

Delegation is a vital skill for any CEO, and it can be applied to investment activities as well. 

CEOs can assign certain tasks related to stock trading and investing to trustworthy and capable professionals within their team or hire expert advisors to manage their portfolios. 

By leveraging the expertise of others, CEOs can save time while still staying involved in investment decision-making.

Additionally, automation can play a significant role in streamlining investment processes. 

Trading apps often provide features like automated trading, stop-loss orders, and alerts that can help CEOs stay informed and take necessary actions without constant monitoring.

Stay Informed with Market News and Research

To make informed investment decisions, CEOs need to stay updated with market news, company reports, and industry trends. 

However, scouring through numerous sources can be time-consuming. Trading apps often provide access to real-time market news, research reports, and expert analysis, all in one place. 

CEOs can customise their news feeds to focus on relevant sectors or specific companies, allowing them to stay informed without spending excessive time on research.

Optimise Time and Establish Routine

CEOs can find time for stock trading and investing by optimising their schedules and establishing dedicated routines. 

By blocking out specific time slots during the day or week for reviewing investments and making trading decisions, CEOs can ensure they devote sufficient attention to their portfolios. 

Trading apps’ mobility allows CEOs to engage in investment activities during breaks, commutes, or other free moments, maximising their available time.

Learn and Network

While CEOs are often pressed for time, it is essential to continue learning and expanding their knowledge about stock trading and investing. By joining relevant forums, attending conferences, or participating in webinars, CEOs can gain valuable insights and perspectives from industry experts. Additionally, networking with fellow CEOs and experienced investors can provide unique learning opportunities and facilitate idea sharing.

Conclusion

For CEOs looking to engage in stock trading and investing, finding time amidst their demanding responsibilities can be a challenge. 

However, trading apps offer a convenient solution by providing real-time access to markets and portfolio management tools. 

By leveraging these apps, setting clear objectives, delegating tasks, staying informed, optimizing time, and continuously learning, CEOs can strike a balance between their leadership roles and personal investment activities. 

Remember, successful investing requires discipline, a long-term perspective, and careful decision-making, even with the aid of trading apps.

Business Leaders

From Canoeists to Healers, Business Leaders in 2023

Posted on | by Akeela Zahair

By Thom Dennis, CEO of culture change and leadership specialists, Serenity in Leadership

According to a survey conducted by Trvst in 2019, 81 per cent of respondents said that to judge a leader as successful, they must be able to lead them through “more complexity and ambiguity”. Few could have predicted exactly how leaders and businesses would have to navigate themselves through the tumultuous health, social, political and economic crisis after crisis over the last three years, but what is emerging is a clear need for leaders and their teams to take some time to regroup, repair and regenerate.

One in 4 people will experience a mental health condition every year in England according to Mind and suicide is the 4th leading cause of death amongst 15-29 year olds according to the World Health Organisation.  In March of 2022, the WHO also stated that the Covid-19 pandemic was responsible for a 25% increase in the prevalence of anxiety and depression on a global scale.  With 1 in 14  UK adults reportedly feeling stressed on a daily basis, it is no surprise that two-thirds of full-time employees say they have experienced burnout at some point in their careers, but 36% of workers state that their organisations have done nothing to help stave off employee burnout. Additionally, burnout rates are reportedly higher in female leadership positions, with 50% stating that they are consistently burned out. This has a knock-on effect on workforces, with approximately 13.7 million working days being lost every year in the UK as a result of work-related stress, costing approximately £28.3 billion annually. 

 

Those who succeed during a crisis, lead like a canoeist

I once had the privilege of rafting down the Grand Canyon, and a few canoeists came with us. Before each of the powerful rapids, we would all stop and assess the layout and plot a route through. This applied to everyone, even those who had been down the river a number of times as each journey is unique and changes depending on the power of the water. What I came to realise was that actually once you are in the rapid there’s very little you can do except be agile, use your experience and sense, work with the flow, not against it, and make small alterations as you go along to keep yourself on a safe route. It feels like a really strong metaphor for businesses surviving hard times – as opposed to leaders who jump in like an action figure, think Elon Musk and Twitter, and try to work against the flow, or even worse, dictate the flow. However, if the canoe has become damaged, we need to spend time fixing it, and not with small plasters and quick patches. The leader that instigates the sometimes painful process of healing following a difficult period of time, is the one who can lead their team to safety and growth through learning.

 

So what are the best ways to start the healing and regeneration process?

Understand what the priorities are.

We need to deal with the hard things first. Look at what you are not attending to that actually needs to be dealt with.  Assess what’s in your ‘too difficult’ tray and start there. Get back to what is the DNA of the business whilst being curious about opening up to new opportunities and looking at new dimensions. 

 

Know that the difference between good leadership and the misuse of power is fear and control.

To repair and rehabilitate a business involves the unification of those in a shared environment.  So often, businesses will attempt a silo approach of addressing issues in isolation which often ends badly and with only the stimulation of personal agendas that facilitate greater issues and contribute to the fracturing of the business.

Leaders need to use power in a different way. The exercise of power is more about ego, and so naturally fear, authority and control play assorted parts in the equation.  Good leadership is actually a kind of giving, being a role model, guiding individuals and helping to enable their personal achievements as well as success for a greater common interest. Great leaders come from a place of humility and service.

 

Cut out all that is unhealthy and be honest.

Being open with your workforce and addressing the difficult issues is the most healing decision for the long-term future of the business.  Telling the truth with respect and clarity leads to repair and renewed health.

Aim for the transformation of a stagnated culture.  Call things out bravely in the moment and take positive action rather than let the toxicity grow. Talk about the ‘elephants in the room’ because they sap so much energy.  Excise what is noxious and seek to keep all healthy tissue where possible. It’s so easy to trigger each other with gossip, office politics and micro aggressions rather than taking any issues we may have to the person, but strong leaders must prioritise the restoration of unity and bring together any areas of the workplace that are fragmented or exiled.  A lost sense of community is unbelievably damaging.  We need to find a way to re-create this especially in work from home or hybrid communities.

Start deep listening. Stop what you are doing when someone is talking to you, don’t send emails, just look at them and bring your full self to the interaction.  Often when we are in trouble, we don’t want a solution, we just want someone to hear what we are thinking and feeling, and someone’s full presence can facilitate that. Society has conditioned us to think we need to find solutions for others.  Unless they ask for help just listening can quite often be enough. In this way they feel supported to dig deep, use their own resources and work out what to do themselves. This is both empowering and compassionate.

 

Know your purpose and show wisdom.

Good leaders have a high level or self-awareness; they consistently work to improve themselves, developing their CQ and EQ, fully embedding care and inclusion in their strategy. It is important also to understand one’s personal purpose, what drives one and how this is affecting behaviour, impact and strategy. They prioritise these aspects as much as profit and success. Today, if purpose is not embedded in your strategy and seen and experienced throughout your projects then you won’t get engagement from talent, especially from the younger generations.

Address all diversity, inclusion and equality issues.  If combined with cultural intelligence, the more diverse the workplace the better it is for the business and its people.  There is rarely only one right answer and so the more possible answers you have the better.

Know your people and what is going on and what is missing. Look for greater wisdom by walking around the office several times a week and chatting with colleagues.  Look at your team and the dynamics and what’s going on amongst them, especially if not everyone is in the office at the same time.

If you are in a hybrid situation, ensure that when people are in the office, they spend less time on their emails, and more having face to face relating and community building.

 

Rebalance your emotional and physical selves.

In order to be great for their people, leaders need also to be good to themselves and respect the need for self-care.  Healers understand the benefits of the feminine which expresses emotion whilst the unhealthy masculine rejects it and spends much of its energy suppressing it or expressing it dysfunctionally. Healer leaders encourage the sharing of emotions in themselves and in their people. There is a lot of toxicity and imposter syndrome at the moment and those people suffering need support because they inevitably bring their damaged selves to work.  You can’t be creative and productive and thrive when you are feeling terrible.

 

Serenity In Leadership is co-hosting an executive leadership retreat in Guatemala in late September 2023 aimed at enabling leaders to understand themselves and what drives them much better, developing leadership skills and authenticity through an experiential deep dive.

7 Critical Leadership Skills For Any Business

Posted on | by root

Successful entrepreneurs think creatively and get the most out of their employees as possible. These leadership abilities are especially useful for new company owners who need to demonstrate the worth of their product or service via branding. Having excellent leadership abilities in the business world may help you attract new investors, pique the attention of key stakeholders, and keep your organisation’s objective on track.

Running a business is a rewarding but difficult endeavour, with surprises and obstacles around every corner. It requires a strong leader to coordinate the many moving pieces of a company to the point where it can survive on its own. Leadership is crucial to the success of any organisation, whether you’re the boss or the boss’s employee. The leadership of a company may either propel it forward or drive it to its demise. You can help your organisation reach its full potential by developing your business and management acumen.

Tips To Improve Your Leadership Capabilities In Business?

You are already showing signs of leadership potential if you are interested in developing your business leadership abilities. To motivate others, natural leaders strive towards peak performance. In order to be a successful leader and businessperson, consider the following advice.

Inspire Your Followers, Don’t Dominate Them

A hallmark of effective leadership is its ability to inspire its followers to give their all at all times. Effective corporate leadership encourages teamwork rather than imposing obligations on employees. When everyone in a team is confident in their place and knows they are contributing, ideas flow freely.

Be An Example To Follow 

You need to set an example as the leader of your company. It’s not always good to order your employees. Rather, you should develop a strong bond with your team members to get the most out of them. When you lead by example, you provide the groundwork for your company’s culture to flourish. Honesty, integrity, and trustworthiness are qualities you should exhibit so they may be associated with your brand.

Ask the Team To Bring Cost-effective Solutions

Cost is a major factor that a true business leader must keep an eye on. Always ask your team to come up with cost-effective solutions to save your company’s finances. Whether it is about technology tools or software, I prefer to use free auto bots. Many successful businesses make use of free auto bots like bitcoin buyer to execute business operations. By cutting costs, you can see a major difference in a company’s progress towards achieving goals. . 

Be An Expert Communicator

Leadership and corporate success depend on leaders’ abilities to effectively communicate with their teams, customers, and other business and community partners. You may better customise your message to your audience and increase the likelihood of it being comprehended if you take the time to identify your team’s and your own communication styles. In addition to raising the bar for everyone else in your company, your verbal and nonverbal communication abilities will benefit every facet of operations.

Develop Your Conflict Resolution Skills

Disputes will arise in the workplace regardless of how effectively its members interact with one another. To be an effective company leader, you must master the art of defusing tension and turning roadblocks into openings. Mastering the art of negotiating is crucial in resolving conflicts. Successful negotiation may prevent any side from walking away from a quarrel feeling like they lost or won. Instead, everyone will feel that they’ve gained insight and settled on a reasonable outcome that may serve as a springboard for better planning in the future.

Celebrate Success

The best teams are those that often celebrate their wins, no matter how big or little. In an effort to make adjustments and progress, it might be tempting to dwell on failed business agreements, underperforming personnel, and team blunders. It would be a mistake, though, if the triumphs weren’t celebrated and the people who went above and beyond weren’t recognised. Using positive reinforcement as a regular part of your leadership repertoire may have a significant impact on your company’s morale and productivity.

Conclusion 

Productive results depend critically on the presence of competent leadership. Considering the importance of organisational efficiency in a global environment, it is essential to examine the challenges in a global economy. Leaders in business take charge of their organisations and are responsible for several different tasks. Organisational leadership is a complex system comprised of several individuals working together to achieve common goals.

Business people in office cooperating at the wall with the stickers. Mixed team of entrepreneurs
Leadership

How to Be a Leader Employees Don’t Leave

Posted on | by Akeela Zahair

By Suzanne Ogle

There are hundreds of articles written daily on traits of fantastic leaders and toxic leaders; hundreds of buzzwords abound in the media on these topics.   Of course, there is also the age-old debate of whether great leaders are born or made.  When it boils down to being a leader that people want to stick with and not leave, that leader has to create a compelling vision of where they are going and taking their team and communicate it in the same compelling manner.  The leader needs to exhibit alignment between this vision and their values, cultivate a culture of trust and know who they are leading.  Finally, this leader needs to know the people they want to follow them.

Traits that are required to create and communicate this type of vision requires leaders to focus on what is important to their company, their values and their team. The vision has to align with the company’s mission, the leaders values and what matters to their team.  A leader has to be crystal clear on depicting this vision and communicating it in several ways to land with all members of the team.  There must be a laser-like focus on where they are going and how it achieves success – for the company, the leader and their team.   The leader has to ensure this vision has marked progress points, a beginning and an end, and can be understood by the many.  A leader demonstrates their competence by aligning the vision with the mission of the company. They continually build their credibility across the organization by knowing where they are going is directly related to where the company needs to go to be successful.

The alignment of the vision to the leaders values it critical to fostering trust, authenticity and loyalty. People do not follow someone they do not trust.  Trust is built when a leader demonstrates, actually lives their values visibly in their everyday interactions.  A leader must be intentional in their actions and interactions with people.  The focus needed for the vision requires attentiveness so that its alignment with the leader’s values is observable.   How a leader handles themselves when the pressure is on requires thoughtful, deliberate action and response.  A measured approach that is consistent and trust-worthy will make great strides in cultivating the culture of trust in which employees desire to belong.

Finally, we all want to be seen and understood.  In order for a leader to create trust with their team, they must know their team.  Creating an amazing vision is empty air if it does not matter to the people that are working to make the vision a reality.  A leader must take the time to get to know their team, their desires, goals, objectives, and dreams in order to compel them to stay and work hard together for this shared vision.   Demonstrating compassion builds on a leader’s credibility and enables the leader to hold team members accountable.  Most teams want enough structure to know what to do and know when they are off-course.  A leader that knows their team has the capacity to keep people on track in a motivating manner; one that takes into account how joining the leader’s mission to achieve this vision also makes a difference to that team member.

Leaders can cultivate skills and learn traits to make them more equipped to communicate and articulate a great vision.  One can practice communicating in a compelling manner and improve their delivery.  Great leaders may not be born great, it takes being intentional, attentive to others and having the confidence to be authentic.  Regardless, great leaders have to work hard and know how to be successful themselves, they must live their values – everyday, and they have to truly care about their team; then they can cultivate a place where people desire to work to fulfill the vision cast.

Mitigating Risks in 2023: Strategies for Business Leaders

Posted on | by root

The UK’s business landscape has always been a fruitful and diverse one, rich in opportunity. But recent years have brought significant, unique, and unprecedented challenges to the nation – and navigating the business landscape in 2023 has become somewhat difficult for investors and business leaders.

The chief challenge that businesses and investors are having to contend with is the rise in inflation and the corresponding hikes to interest rates. In such a dynamic economic environment, it is nothing short of crucial for businesses to adopt proactive risk management practices, both to safeguard their operations and maintain longer-term financial stability. What strategies can business leaders employ to mitigate the unique risks posed by present times?

The Effects of Rising Inflation and Interest Rates

The UK has been experiencing sustained high levels of inflation for over 18 months, initially brought on by disruption to the international energy market. High wholesale costs, exacerbated by fresh barriers to trade induced by the UK’s withdrawal from the EU, rippled into other industries and consumer markets, causing the Bank of England to attempt deflationary measures through rising interest rates.

Rising inflation increases operating costs and reduces profitability for businesses while rising interest rates make borrowing more costly over time. Repayment rates can increase considerably, making cash flow more important than ever.

Prioritising Health and Safety Compliance

In the pursuit of cost savings, there are some businesses that may be tempted to cut corners with regard to health and safety in the form of reduced time and spending on training, for example. However, not only is this kind of approach usually illegal, but the risks it poses can lead to significant costs through civil action. By ensuring they remain compliant with health and safety regulations, businesses maintain safe working environments, reducing the likelihood of incidents and mitigating the potential financial and reputational consequences of such incidents. Going above and beyond with regard to health and safety can also boost productivity, through raising trust between staff and management.

Proactive Risk Mitigation Strategies

Mitigating risk is not something that can be achieved passively – nor is it something that can be achieved reactively. To react means to have endured, which often means the damage is done. Instead, businesses need to adopt a proactive approach that involves identifying potential risks and taking appropriate measures to mitigate them.

One key method to approach this is to conduct risk assessments tailored to specific industry processes, landscapes, or operations. Risk assessments are often thought of as a health and safety measure but can also be extremely useful as a structure for identifying weak points in a department, project or business model – let alone priming a business for future challenges and disruptions.

Turning the drafting of a risk assessment into a wider company culture can also help to fortify it against potential difficulties. Encouraging employees to speak up with their own concerns, whether through a concerted transparency push or an internal whistleblowing system, can be a strong way to build resilience – providing business executives are prepared to listen.

HGM Consulting

Strategy. Talent. Results.

Posted on | by Akeela Zahair

HGM Consulting (HGMC) is a distinctive Canadian consultancy firm that infuses new life into businesses and enables them to expand and prosper. By offering comprehensive turn-key solutions, HGMC serves as a crucial resource for exporters and innovators, investors and investment recipients, seeking to build valuable partnerships and development strategies. In this article, we take a closer look at HGMC’s services and highlight Dr. Alexander S. Karapetov, who was recently awarded the title of the Most Influential Export & Investment Consultancy CEO 2023 (Ontario, Canada).

In today’s globalized business landscape, companies face a significant challenge when it comes to expanding into foreign markets through international trade and investment. The complexity of market entry strategies, particularly in the technology sector, can be overwhelming and require specialized knowledge and experience. This hurdle often leaves businesses feeling stuck and uncertain about how to proceed. Fortunately, well-established consulting firms have emerged as an invaluable asset for companies looking to navigate the intricacies of international trade and investment.

HGM Consulting (Canada) is an innovative leader – it holds the torch, leads the way, and even carves out a path between its clients and their desired market for investments, business innovations, and high-tech. Its expertise covers a plethora of areas such as economic diversification and international investment attraction; business innovation and related institutional development; commercialization of IP and technology transfer; international business and technology clustering; strategic planning and management; alongside risk management; organizational performance improvement; and much more.

As a strategic advisory, HGMC’s team members are more than employees – they are the very lifeblood of the business. The team at HGMC is made up of seasoned experts with a multidisciplinary background and tremendous international experience who each search for innovative solutions and sustainable ways of supporting their clients in their business ventures, including their export and investment projects. 

“The company is well-equipped to assist clients in conducting comprehensive quantitative and qualitative research, developing an investment and innovation strategy (including business planning and modelling, marketing, and related technology solutions), facilitating the investment negotiation process and in providing follow-up support in project/program design, planning, and implementation.”

Its services are well-defined, tangible, and intelligently packaged. HGMC has the innate ability to take on any project needed, and it truly knows how to navigate the turbulent waters of international investment, trade, and innovation. No matter the desired market in North America, Eastern Europe and the GCC region, or East and Central Asia, HGMC’s star-studded team can take on any challenge.

HGMC approaches every project in a bespoke manner. The company’s experts “diagnose the core problem and provide the right solution based on the integrated design that will define the right strategic target and cover all aspects essential for successful implementation – all concepts and tools critical for economic/business development and innovation”.

A lot of time is wasted when covering issues with what seems to be a one-size-fits-all approach. Whereas, with HGMC, even the most deeply rooted issue can be weeded out and cured with its tailor-made solutions.

“Broad knowledge of various markets within and outside North America, access to strategic business intelligence and to top-notch business professionals, expertise in export promotion, investment attraction and innovation enhancement, all distinguish HGM Consulting and make up the foundation for its clients’ success.”

As HGMC continues to commit itself to helping its clients in every way it can, its CEO and President, Dr. Alexander S. Karapetov consistently supports his team to do so. His professional credentials and the reputation of an influential CEO are greatly recognized by the company’s staff members, executive team, clients, and business partners, but his impact as the Most Influential Export & Investment Consultancy CEO 2023 is unparalleled.

Alexander has a wealth of strategy and management consulting experience stemming from decades of involvement in the trade. His insightful consulting skills ensure he always stays on top of his game, which inevitably guarantees a better future for all of HGMC’s clients.

Taking on each project as though it were his own, Alexander nurtures his client’s plan and transforms it so that their idea can become reality. Working in industrial investment and innovation management and international business and technology development for so many years has given Alexander a head start on the competition, making him a fantastic option if you are looking for an expert and an executive who is fully focused on understanding the trends and requirements within various investment and technology markets to ensure his clients’ success.

Alexander’s strategic economic development and management consulting skills have allowed him to make a name for himself, but his interpersonal and executive coaching skills make him truly unique as a CEO. Guiding his team and clients to success every day, Alexander’s leadership skills mimic his executive coaching approach and his personal philosophy, ensuring everyone feels seen and heard.

People celebrate Alexander’s leadership qualities and appreciate his deep experience. As just one shining example, Eugene Kritski, VP at GlobeScan Inc., said in his LinkedIn reference for Alexander, “I had a pleasure working with Dr. Alexander Karapetov on a couple of developmental projects. He showed himself as one of the most impressive executives I have ever worked with. His strategic and creative way of thinking is coupled with rich international experience in business consulting, export development, and international investments. He has a first-hand knowledge of many international markets in Europe and Asia and is a great networker and negotiator. He possesses an outstanding ability to combine a solid business intelligence and translate it into effective and well-balanced decisions and practical actions. Alexander is a talented and very reliable partner.” 

It is Alexander’s dedication to stellar teamwork and his continual professional and personal development, which make him a fantastic asset to any team he is part of. Alexander has now been recognised for his dedicated leadership and irreplaceable presence within HGMC.

“HGM Consulting is always interested in extending its horizons and is flexible in adapting to the needs of its clients. The company wants to thank all existing partners and invite those who can benefit from its assistance to reach out!”

Going forward, HGMC is set on its upward trajectory. Reliably acting as a strong, sturdy, and results-driven consulting firm with its feet firmly on the ground, HGM Consulting is a consultancy firm that will always bring success to its clients and business partners.

For further information, please contact Dr. Alexander S. Karapetov or visit https://hgmconsulting.ca/ 

Employee Wellness

Fixing the Wellbeing Gap – Employees Take a Week Off Work On Average Due to Mental Health

Posted on | by Akeela Zahair

Against the backdrop of an extremely tough year for the country, workers are facing a mental health recession and taking more time off due to mental health.

A study conducted by Westfield Health found that on average employees take a week off work due to their mental health. Despite this, the majority of workers (66%) aren’t accessing any mental health support.

Unfortunately, the study also revealed there is little sign of things improving, with 46% of those surveyed feeling their mental wellbeing will not improve in the next year.

Businesses have committed to tackling the problem, they are spending more money on wellbeing, with 42% of businesses increasing their wellbeing spending in 2022 and nearly a half expecting to further increase it in 2023. Despite this, more than half (56%) of workers with access to wellbeing support at work do not use it.

This is resulting in a wellbeing gap as mental health worsens but businesses are still not seeing engagement with the support they offer. Westfield Health warns that spending wisely is more important than spending more, especially as budgets are squeezed.

To tackle the mental health recession employers need a strong wellbeing strategy focused on what employees need. Unless the support offered by businesses has an impact, the crisis will continue to spiral and ultimately affect talent retention and the bottom line for businesses.

Commenting on this, Vicky Walker, Group Director of People at Westfield Health, says: “While it’s encouraging that businesses recognise the importance of wellbeing at work, the decline in workers’ mental health across the country is cause for concern and needs action.

“Many businesses are planning on spending more on wellbeing in 2023, but budget worries are on the horizon. Our research found that the top barrier for HR teams investing more in wellbeing was a lack of budget. It’s not just about what you spend, it’s about how you spend it.

“To avoid the wellbeing gap worsening, businesses need to get strategic. To get the most out of their investments, employers need to have a wellbeing strategy that’s effective, measurable and impactful with engagement from employees. Without a strategy, their efforts may go to waste.”

One of the top reasons why employees are not engaging with their employer’s wellbeing support is due to a lack of two-way communication. The research found that 41% of employees were not being asked to input into their workplace’s wellbeing strategy and only half (51%) feel their manager is there for wellbeing support.

Vicky continues: “Businesses need to do more with less this year and that means there is added pressure to prove a return on investment for employee wellbeing. Our research found that only 43% of workers said their employer had a wellbeing strategy or measured wellbeing.

“Employee wellbeing is hanging in the balance as mental health worsens which will inevitable hit productivity and bottom lines. Creating an employee wellbeing strategy is the most effective way for businesses to help their people through this.”

With communication and support being key, Vicky shares the steps to what an ideal wellbeing strategy should involve:

  1. Engage with employees and collect data – ask them how they feel about what they need to improve their wellbeing, the organisation’s culture, values and their wellbeing at work to identify areas of concern for the organisation;
  2. Identify themes and objectives;
  3. Review against business priorities;
  4. Create or update wellbeing strategy;
  5. Implement and monitor the strategy.

“It’s important to continually review your strategy, it’s a cycle, not a linear process. So when step five is underway, it’s time to return back to step one and repeat the process again and again.

“Measuring your wellbeing strategy’s success is what will lead to real engagement from employees. This, in turn, leads to a return on investment. At a time when HR needs to prove an impact, and balance budgets and wellbeing, the importance of strategy can’t be ignored.”