Category: Articles

Top 5 Types of Insurance Every CEO Should Consider for Their Small Business

Posted on | by Jennifer Spencer

As a CEO or business owner, protecting your small business from various risks is crucial to its long-term success and sustainability. One way to mitigate these risks is by having the right insurance coverage in place. In this article, we will discuss the top five types of insurance that every CEO should consider for their small business.

General Liability Insurance

Forbes explains that general liability insurance is essential for every business, regardless of its size or industry. It provides coverage for third-party bodily injury, property damage, and personal injury claims that may arise from your business operations. For example, if a customer slips and falls on your premises and sues you for medical expenses, general liability insurance can help cover the costs. It also protects against false advertising, libel, slander, and copyright infringement claims. General liability insurance is basic coverage that protects your business from various liabilities and legal expenses.

Property Insurance

Property insurance protects your business property, including buildings, equipment, inventory, and furniture, against risks such as fire, theft, vandalism, and natural disasters. It covers the cost of repairs or replacements in the event of covered perils, helping you recover and continue your business operations. Property insurance is vital if you own or lease a physical location for your business, as it safeguards your assets and investments.

Professional Liability Insurance

Professional liability insurance (errors and omissions (E&O) insurance) is essential for businesses that provide professional services or advice. It protects against claims of negligence, errors, or omissions resulting in a client’s financial loss. For instance, if a customer alleges that your advice or service caused them financial harm, professional liability insurance can cover legal fees, settlements, or judgments. This coverage is significant for consultants, contractors, lawyers, accountants, and other professionals who provide expertise to clients.

Workers’ Compensation Insurance

According to Business.com, workers’ compensation insurance is typically required by law if you have employees. It covers medical expenses, lost wages, and rehabilitation costs if an employee suffers a work-related injury or illness. Workers’ compensation insurance protects your employees and your business from potential lawsuits related to workplace injuries. This coverage ensures that your employees receive the necessary support in case of an accident or injury, promoting a safe and healthy work environment.

Cyber Liability Insurance

In today’s digital age, businesses face increasing data breaches, cyberattacks, and information security risks. Cyber liability insurance helps protect your business from the financial consequences of these risks. It covers expenses associated with data breaches, including legal fees, notification costs, credit monitoring, and potential liability claims. With the growing prevalence of cyber threats, having cyber liability insurance is becoming increasingly important to safeguard your business and customer data.

Business Interruption Insurance

Business interruption insurance, also known as business income insurance, helps protect your company’s financial stability in the event of a covered loss that interrupts your operations. This coverage compensates for lost income and ongoing expenses when your business cannot operate due to a covered event, such as fire, natural disaster, or equipment failure. Small business insurance can help you cover payroll, rent, utilities, and other fixed expenses, ensuring your business can recover and continue its operations smoothly.

Employment Practices Liability Insurance (EPLI)

Employment practices liability insurance covers claims related to unlawful employment practices, such as discrimination, harassment, wrongful termination, or violation of employee rights. These claims can arise from current or former employees, resulting in significant legal expenses and financial damages. EPLI protects your business by covering legal defense costs, settlements, and judgments associated with such claims. As the legal landscape surrounding employment practices becomes more complex, having EPLI can help safeguard your business from potential lawsuits and reputational damage.

Directors and Officers (D&O) Insurance

According to Business News Daily, Directors and Officers insurance protects the personal assets of company directors and officers if they are sued for alleged wrongful acts or decisions related to their roles. This coverage is crucial for small businesses with a board of directors or officers, as it helps attract and retain qualified individuals by offering them financial protection. D&O insurance covers legal defense costs, settlements, and judgments, providing a safety net for critical decision-makers and protecting the business’s reputation.

Product Liability Insurance

Product liability insurance is essential if your business manufactures, distributes, or sells products. This coverage protects you from liability claims arising from injuries or property damage caused by defective products. Product defects can occur even with rigorous quality control measures, leading to potential lawsuits. Product liability insurance covers legal costs, settlements, and judgments, ensuring that your business is protected from the financial consequences of such claims. Knowing that you can handle potential product-related risks and protect your business’s reputation gives you peace of mind.

In conclusion, having the right insurance coverage is essential for protecting your small business from potential risks and liabilities. By adequately insuring your business, you can have peace of mind knowing that you are prepared for unexpected events and can focus on growing and managing your business effectively.

Finding the right work-life balance as a CEO

Posted on | by Jennifer Spencer

As you advance up the ladder, it becomes more and more challenging to balance both your work and personal lives. Living and breathing the company is almost expected of a CEO, but that doesn’t mean you have to sacrifice or neglect elements of your personal life.

Finding the right balance can be tricky if you’re leading a company, but there are certainly ways to give yourself some sense of work-life balance to benefit you, your family and the venture.

Make every minute count

Time management is key if you’re trying to strike a balance in and out of work. Scheduling and task-tracking during your working day is much needed to avoid time wastage. Don’t think this means allocating every second of the day (unless you want to), but use your available time to make the most impact.

Little segments of time can be incredibly important for dealing with all those little tasks that accumulate over time if not resolved. Time hacks like these are crucial to ensure that you can clock off when you need to.

Find the right structure

A structured routine is best to ensure that you see to everything that you need to. Many CEOs set aside time for emails, calls and meetings during the day so everything is covered. Once you settle into a rhythm, you’ll be able to work through your daily responsibilities more seamlessly.

Good habits, both in and out of work, are important for routine. Optimise your sleep and wake schedule, eat and drink at the right times and consider your work environment. Could you split your working days between the office and home to give you some more useable time during the week?

Improve your delegation skills

Great leaders delegate wherever possible. Not only does it help to build the competence of the team around you, but it gives you time to put your experience and skill set to good use elsewhere. As CEO, you’ll likely be responsible for the big picture, steering the company towards its grand objectives; that’s where your brain power is best spent.

Don’t neglect personal tasks

Work matters are important, but so too are personal ones. To be the best leader in the workplace, you should have all your ducks in a row at home. Family troubles and lengthy to-do lists can drain your energy and concentration.

Get on top of your personal tasks whenever you can, whether that be organising your family finances and savings accounts or calling in a tradesperson for a home repair. You’ll have more time to focus on your loved ones and unwind.

Learn to unplug

The wonders of modern technology mean you’re always connected – which can be an issue if you’re trying to find some work-life balance. Learn to switch off and unplug company devices while you’re not working. It can be tempting to check in, particularly in such a position of power, but most issues can wait until you’re back at work.

Good luck!

Key Challenges Facing Today’s CEOs

Posted on | by Jennifer Spencer

Being a CEO of a company comes with a unique set of challenges and opportunities. This is even more the case when the economy is uncertain, and the way employees work is changing. Today, CEOs need to learn how to navigate a world that is changing rapidly. Understanding these challenges can help you mitigate them.

Ensuring Efficiency

If the demand for a service or product has changed over time, your organization will need to adapt to the change. The scope and size of your organization might need to change so it can function better in this new environment. As large changes occur, it is important to be able to change quickly so you do not lose any time. Another challenge facing CEOs is ensuring business processes are as efficient as possible. Being efficient means you will be able to take on more projects and clients. One area you can improve in is in your fleet operations. Implementing technology like AI dash cams lets your fleet managers recognize incidents as soon as they occur. Many times, you can find a dash cam with features like in-cab coaching as well.

Hiring and Keeping Talent

Hiring the right talent and creating a connected workplace is a top concern for many organizations today. Because of this challenge, many have settled for hiring anyone they can get to work for them. But not having the right people can reduce growth and lead to stagnation. Implementing talent retention strategies, such as rewarding good employees, can help you retain the ones you have. Developing your company culture can turn your business into a place employees want to work at.

Mitigating Supply Chain Problems

Both large corporations and small businesses have been impacted by issues in the supply chain. The pandemic caused factories to be shut down, and bottlenecks impacted every part of the supply chain process. Because of the shortage of raw materials, it has been harder for products to be produced. And labor shortages have impacted everything from transportation of these goods to production to unloading. If you do not find a way to get your products, your growth and your relationships with your customers could be impacted. One way you can manage supply chain issues is by having more than one supplier. That way, if something happens to one, you will still be able to rely on the other ones.

Adjusting to Your New Position

If you have been promoted internally, you may face a different set of challenges than if you had started working at a new organization. Being promoted internally means the employees already know you and your track record, and you might already have relationships with them. Your direct reports, employees, and board members might have expectations of you, thinking you care about some areas but not others. You can reduce these assumptions early on by having a different attitude toward business drivers and risk mitigation than before. You might downplay your previous role and focus more on business growth planning, which can help you be more balanced.

Factory CEO or manager in business suit and hardhat standing in production hall and checking results of his company.

Most Influential Shed Manufacturing & Sales CEO 2023

Posted on | by Magdalena Lew

Best Sheds and Stone Homes (Best Sheds) is a market-leading Australian company that manufactures and sells high-quality steel sheds and garages, delivering customers the best possible value for money. The company has grown considerably since its formation in 2012 and is now headed by CEO, Thomas Chacko, an innovative, experienced, and hardworking leader. As a result of his impressive accomplishments within Best Sheds, Thomas has won Most Influential Shed Manufacturing and Sales CEO in the Most Influential CEO Awards 2023. Here, we speak to Thomas to discover more about the success of the business.

With combined experience equal to over 150 years, Best Sheds and Stone Homes is an Australian family business owned by Dennis McFadden and it is one of the world’s largest independent manufacturers and sellers of steel sheds and garages. Most of the shed components are locally manufactured in Port Kembla, Australia, and are sold in a kit form, directly to the customer with a 20-year warranty. With no middleman, Best Sheds is able to sell its products at competitive prices, so customers can trust that they will be paying the lowest possible price for the best quality shed.

Since its establishment in 2012, Best Sheds has achieved organic growth, with its revenue and earnings increasing steadily year-on-year. As the leading manufacturer of sheds in Australia operating a direct-to-consumer (DTC) sales model, Best Sheds has captured the market share from competitors who largely generate sales through intermediary arrangements. This has been supported by the company’s promotional pricing strategy, which involves consistently pricing products at over 20% lower than competing brands.

Delivering both quality and value to customers across Australia, Best Sheds aims to become the number one shed company in the world. To achieve this goal, the company must be headed by a driven leader who is not afraid to tackle the challenge of maintaining profitability while continuing to offer enticing, competitively priced products.

In 2018, Thomas Chacko joined the company as CFO and, after just six months in the role, was appointed CEO of the business. With over 25 years of experience including  prominent  Australian brands such as BlueScope Steel, Downer EDI, Fletcher Buildings, and Viadux – Reece, Thomas is well versed in the challenges of leadership, having worked in various managerial positions throughout his career. He is known for his ability to align teams with a business strategy and collaborate with internal and external stakeholders to increase market share and profitability.

Born in a remote village in South India, Thomas lost his father at the age of 8. He believes working through this extremely challenging experience so early in his life made him the resilient and determined person he is today. After migrating to Australia from India in 1999, Thomas worked in various accounting roles while achieving tertiary and professional qualifications such as his MBM and CPA. Throughout his career, Thomas has always been dedicated to working with integrity and excellence. Thomas says on the topic, “I enjoy my work and contribute to the best of my ability. I have always aimed to be a happy, productive, and valuable member of any team I work for.”

When he was appointed the CEO of Best Sheds, Thomas was thrilled to take on the exciting new responsibilities that came with the role. “As Chief Executive, I lead all operations and strategic direction, with full responsibility for bottom line factors, including setting up safety systems and processes, developing and implementing long-term and short-term strategic plans, driving market share growth, increasing productivity, reducing waste, and developing IT infrastructure,” Thomas explains. “I also provide cross functional management support of the manufacturing, sales, commercial, finance, and IT departments. As well as this, I oversee the company’s 100 employees and am responsible for the revenue of the entire Best Sheds and Stone Homes group.” The three key portfolios in the business (Sales, Logistics, and Manufacturing) are run by visionary and driven family members (Graham, Michael, and Steve), making the decision-making process within the business smooth and efficient.

Thomas is proud to be responsible for the continuous development of the business and has contributed towards its increasing success in many ways. For example, he has been successful in working with the COO, Steve in improving manufacturing efficiency at Best Sheds through the development of skills matrices and the introduction of new technologies. The company now utilises a lean manufacturing method of production, which is designed to reduce the time taken to produce items and increase supply chain efficiency. Additionally, the manufacturing plant is now largely automated, reducing waste and further heightening efficiency.

In order to reduce expenditure, Thomas has led procurement strategies with the director of logistics, Michael, aiming to reduce the procurement costs of materials and efficiency in transport fleet. The company purchases steel through multiple local distributors that source a percentage of materials through cost-effective Asian imports. This strategy benefits customers because it enables Best Sheds to offer significant discounts, leading to increased market share and boosting profitability.

Thomas strongly believes that mid-level managers are the key drivers to achieving business goals. Effective leadership at all levels is important for the success of the whole company, which is why recruitment of middle management is crucial. New hires for these positions must be reliable, possess the correct skillset, and display commitment to the position. Thomas comments, “All middle managers are expected to develop desired leadership behaviours that align with the company’s vision and values. The 360-degree feedback process then helps them understand the extent to which their own behaviour matches the desired behaviour.”

Aiming to develop a team that tightly aligns with the organisational objective, Thomas utilises his skills to foster an environment for both business and individual success in the workplace. To create a productive workforce, employees at Best Sheds are paid based on their performance. This increases employee retention, motivates staff to work hard, and makes them feel that their efforts are rewarded. With quality leadership and high performance at all levels of the business, Best Sheds’ efficiency and productivity as a team is reflected in its revenue. Thomas adds, “As a CEO of the business, I work for every section in the business by providing resources, business intelligence, and regular feedback to ensure all sections of the business succeed.”

In terms of boosting sales and revenue, Thomas is experienced in brand equity and personality building. He works with the passionate and visionary sales director, Graham; engineering partner, Venn Engineering; and marketing partner, Barking Dog Marketing to identify and develop marketing strategies which effectively promote the brand to the intended customer base. Throughout his career, he has mastered various strategies to ensure cost-effective digital and traditional marketing techniques, which he has utilised to expand the reach of Best Sheds’ brand.

Furthermore, Thomas is passionate about customer service and works to ensure a smooth experience for anyone who purchases from Best Sheds. To do this, he has collaboratively worked with the sales leadership team to introduce various new technologies to enhance the customer experience, for example a user-friendly online shed designing tool. He also understands the importance of maintaining an easy-to-use website, which is the company’s main source of sales.

In his personal life, Thomas is a church-going Catholic who is frequently involved in community initiatives. He is the director of his local Lions Club, an organisation dedicated to serving the community. Thomas strongly believes his discipline, honesty, faith, and belief have made him resilient and capable of facing challenges in all aspects of his life. Supported by his beloved family, he always strives to be a better person, which positively impacts his leadership in the workplace.

As a result of Thomas’ dedication to Best Sheds and Stone Homes, the company is currently thriving, experiencing rapid growth as revenues continue to increase. For this reason, Thomas Chacko has won Most Influential Shed Manufacturing & Sales CEO in the Most Influential CEO Awards 2023. With a genuine passion for leadership, Thomas will no doubt lead Best Sheds to achieve its goal of becoming the number one shed company in the world. Moving forwards, he strives to facilitate the further geographical expansion of the company, continuously working to boost its productivity, efficiency, and sales.

For business enquiries, contact Thomas Chacko from Best Sheds & Stone Homes via their website – www.bestsheds.com.au

Thomas Chacko
Business people, tablet and conversation with ceo for planning and collaboration in office.

Welcome to the next generation of innovative technologies.

Posted on | by Magdalena Lew

Business Changers’ CEO Pasquale Sorgentone offers a transformational leadership style emphasizing vision, collaboration, and innovation. As the recipient of the title Most Influential Tech Innovations CEO 2023 – Rome, we wanted to discover more about how the business operates.

Business Changers is a business that supports other companies and public administrations with their growth strategies based on technical innovation, and the adoption of digital transformation processes. As its name would suggest, it specialises in redesigning how companies work, acquiring customers, and generating revenue by capitalising on the opportunities technological innovation can offer. It supports its customers in the design of future business models, feasibility studies and business plans, demand management, process review, program management, and change management.

As high-tech specialists, Business Changers concentrates on next generation software, Metaverse, Web3&Blockchain, Artificial Intelligence, and FashionTech. It believes in the fundamental importance of developing companies biggest wealth asset, and that is their human capital. It brings key values to board, namely integrity, the spirit of service to the customer, a commitment to excellence, collaboration, continuous training, multiculturalism, and social responsibility. Its breadth of knowledge and experience within its multidisciplinary capacity makes it a reliable and serious partner when it comes to realising innovative projects. Creating digital value is not just a slogan for Business Changers, but its very raison d’être.

Since the company was founded in 2012, it has grown by double digits and expanded its scope of action by adding cutting edge SaaS software solutions to its range of professional services. It has cultivated strategic partnerships with a range of selected businesses in order to bring innovative solutions to the market, and determined to help customers capitalise on the opportunities engendered by the technological revolution. Most importantly it helps to create value for its clients.

As the CEO of Business Changers, Pasquale Sorgentone has a leadership style encompassing: Vision and Strategy; as he clearly articulates the company’s mission, goals, and understanding of the strategic direction. Empowerment; as he encourages employees to take ownership of their work, make decisions, and develop their skills in a culture of continuous learning and improvement. Collaboration; as he fosters teamwork and open collaboration, valuing diverse perspectives and cross-functional cooperation to drive innovation and problem solving. Adaptability; as he promotes flexible and agile working, embracing change and encouraging the organisation to remain responsive to emerging technologies and trends. Innovation: as he encourages experimentation and risk-taking while supporting a culture that learns from mistakes and isn’t afraid to iterate or pivot when needed. By adopting this style of leadership, Pasquale inspires and empowers proactive, creative, and dedicated employees. In this way, the company’s objectives are successfully achieved within the dynamic and extremely competitive high-tech IT industry.

 

“We are enthusiastic about the endless possibilities of the technological innovation. Our mission is to support businesses and public administrations in the path of the digital transformation and adopting a growth strategy based on the technological innovation.”

 

Business Changers’ focus is on clients who value innovation, cutting-edge technology, and customised solutions. For this reason, its target clients include businesses across a range of different industries such as finance, manufacturing, retail, and fashion. Start-ups and SMEs looking for technology partners to help them scale and grow are also welcomed, as are government agencies requiring innovative technologies. Business Changers establishes many new business connections through its attendance at industry events, conferences, and webinars. Networking allows it to build relationships with potential clients, whilst also providing an opportunity to stay informed about industry trends and developments. It also showcases its expertise through creating content such as blog posts, white papers, and case studies. Business Changers applies due diligence to potential clients by researching their industries, identifying their needs, and trying to understand their unique pain points and technology requirements. This allows it to tailor its offerings to their specific needs.

Its unique selling point is its ability to combine state-of-the-art technology with extensive industry experience, and a customer-centric approach. This enables Business Changers to deliver individually tailored solutions empowering clients to achieve their business goals, and stay ahead of the competition. Building strong, long-term partnerships with clients allows them to navigate the rapidly evolving technology landscape, and drive sustained growth and success. The company encourages satisfied customers to refer it to their own networks, and provide testimonials that can be used in its marketing materials. Aside from its expert knowledge of the most innovative and up to date solutions, and its customised solutions addressing the needs and challenges of each client, another thing that differentiates Business Changers from its competitors is its exceptional customer service. It delivers responsive, personalised support throughout the whole customer journey, from the initial consultation through to implementation and ongoing maintenance.

 

“The staff play a crucial role in the success of our firm, Business Changers. They are the backbone of the company, responsible for driving innovation, delivering exceptional customer service, and maintaining our competitive edge in the high-tech computer industry.”

 

The internal culture at Business Changers is characterised by key elements such as collaboration and teamwork, continuous learning and development, empowerment and autonomy, diversity and inclusion, and recognition and rewards. The company encourages open communication, knowledge sharing, and cross-functional collaboration in an environment where everyone is working together towards common goals. It supports ongoing skills development and professional growth by offering training opportunities that help employees stay up to date with industry trends and developments. Business Changers trusts its staff to take ownership of their work, make decisions, and contribute towards the company’s success. This promotes a sense of responsibility and accountability which leads to higher employee engagement and job satisfaction. The company also values diverse perspectives and backgrounds, endeavouring to ensure that everybody feels welcome and included in a work environment that encourages creativity and innovation. It also celebrates employee achievements with rewards for exceptional performance. This reinforces the company’s commitment to recognising and valuing the hard work of its staff.

As a consulting IT firm CEO, Pasquale plays an active role in nurturing the commendable internal culture at Business Changers. He leads by example, always demonstrating the values and behaviours the company expects. He wants to make sure that employees understand their role in achieving the company’s objectives, which he does by providing clear direction and articulation of the vision. Pasquale encourages feedback, and fosters a safe place for employees to share their ideas, concerns, and suggestions. He actively listens to his staff’s feedback. By supporting and nurturing the internal culture at Business Changers, he is able to help create a positive, engaged, and motivated workforce. This not only drives the success of the firm, but also delivers the best possible outcomes for its clients.

The company is facing challenges in the guise of technological advancements and cybersecurity threats. There are certain gaps in skills, and talent shortages that need to be addressed, combined with an increase in competition within the high-tech computer industry. Regulatory compliance is an ongoing task for the company, as is reducing the carbon footprint and adopting more eco-friendly practices to improve environmental sustainability. However, the company, and Pasquale, are also fielding several exciting new opportunities. It is looking at expansion into new markets, both geographically, and within different industries. It is forming alliances and building strategic partnerships that will benefit both parties. It is also harnessing the power of data and analytics to optimise processes and help the company make more informed decisions.

As CEO, the award-winning Pasquale Sorgentone has plans to streamline internal processes for more improved efficiency, and to better serve clients with a refined focus on meeting their needs. He also plans to identify opportunities through market research, forming strategic partnerships, or acquiring complementary businesses. There are plans afoot to create a new spin-off company, focused specifically on a certain segment of the market, to explore new technologies, and for Pasquale himself to become a mentor to aspiring professionals or non-profit organisations. Watch this space, there is clearly so much more to come from Business Changers!

For business enquiries, contact Pasquale Sorgentone from Business Changers on their website – https://business-changers.it

diverse professional colleagues discussing tax financial contract papers working in office at meeting

Why it’s Crucial for Scale-Ups to Choose the Right Advisors

Posted on | by Magdalena Lew

By Rafael S. Lajeunesse CEO and founder of ReachX

In the ever-evolving landscape of business, scale-up companies are the driving force behind innovation and growth. These companies possess tremendous potential to disrupt industries, create jobs, and contribute to the economy. However, the path to success is riddled with challenges and uncertainties. Navigating through uncharted territories requires a strategic vision, agile decision-making, and a robust support system. This is where the role of advisors becomes crucial. 

In this article, we will delve into the significance of choosing the right advisors for scale-up companies and explore how their expertise can shape the trajectory of these ambitious ventures. By understanding the value of strategic guidance, harnessing specialized knowledge, and capitalizing on industry insights, scale-up companies can not only survive but thrive in the competitive business landscape.

Sourcing the right advisor is a pivotal first step in the journey towards success. Identifying individuals who possess the right expertise, industry knowledge, and a complementary skill set can provide scale-up companies with a distinct advantage. However, it is not enough to merely select talented advisors; keeping them motivated and engaged is equally important. 

By establishing a culture of collaboration, recognising their contributions, and providing incentives aligned with the company’s growth, scale-up companies can harness the full potential of their advisors.

There are many examples of companies that appointed advisors to help fuel growth, but one that stands out is Airbnb. In its early days, Airbnb sought guidance from Reid Hoffman, the co-founder of LinkedIn, who provided strategic advice and helped the company navigate growth challenges. Hoffman’s experience and network played a crucial role in Airbnb’s expansion and helped them become a global hospitality brand.

 

Why growing businesses need advisors

With the amount of business advice already available combined with a healthy dose of skepticism, you might be thinking “Why do I need to hire an advisor anyway?” But the truth is, a founder can have years of experience, but running a business is a challenge and no two journeys are the same. Sometimes you’ll come across situations where you don’t have all the answers and in this instance an advisor or group of advisors can help you choose the right route that will benefit your business.

Even when you think you know what the best thing to do is, an advisor is there to ask you the difficult questions you might not have considered.

 

Here are some key points to consider when you are looking for the right advisor for your business.

Due diligence is a critical aspect of selecting advisors. Thoroughly evaluating their references, previous engagements, and track record can provide valuable insights into their capabilities and compatibility. By seeking recommendations, conducting interviews, and engaging in comprehensive background checks, scale-up companies can mitigate risks associated with ill-suited advisors and forge partnerships built on trust and expertise.

Open Communication – To truly reap the benefits of advisors, it is essential to cultivate an environment that encourages them to go the extra mile. Scale-up companies often require advisors to bring a fresh perspective, drive business growth, and solve complex problems. Some founders may lack the broader vision or alternative viewpoints necessary for overcoming challenges. Advisors can provide invaluable insights and help shift the company’s trajectory. However, this can only be achieved if the relationship is clearly established and expectations are aligned. By fostering open communication, actively listening to differing opinions, and being receptive to new perspectives, scale-up companies can unlock the full potential of their advisory partnerships.

Cultural differences can also impact the effectiveness of advisor relationships. While consultancy is widely valued and established in some countries, in others, it may be seen as a waste of money, leading to advisors being disregarded. Overcoming such cultural barriers requires sensitivity and a willingness to bridge the gap by effectively communicating the value that advisors bring. By fostering a culture of respect and understanding, scale-up companies can harness the cross-cultural expertise of advisors and leverage it to their advantage.

When a company finds the right advisor, scalability is usually inevitable. In its early days Tesla received guidance from Steve Jurvetson, a venture capitalist and early investor in the company. Jurvetson provided strategic advice on product development, fundraising, and market positioning, contributing to Tesla’s growth as a leading electric vehicle manufacturer and a household name, proving the power of what the right advisor can bring to the table.

In conclusion, the process of choosing the right advisors is a critical decision for scale-up companies. By sourcing the right individuals, keeping them motivated, conducting due diligence, and embracing different perspectives, these companies can create an environment conducive to growth and success. The strategic guidance, specialized knowledge, and unique perspectives offered by advisors can transform the trajectory of scale-up companies, propelling them towards unparalleled achievement in the competitive business landscape.

Rafael S. Lajeunesse
Rafael S. Lajeunesse
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.

business man with anxiety, burnout or mental health crisis, documents and laptop

How to Manage Anxiety at Work

Posted on | by Magdalena Lew

By Professor Lynda Holt

If you’ve ever suffered from anxiety, you’ll know just how debilitating and all-consuming it can feel. Yet it is your body’s natural response to fear, threat, and the unknown.

It is designed to trigger your fight/flight response, physiologically preparing you for what you might be about to face. You might feel your heart pounding, your palms sweating, or your stomach churning – all a normal response to an adrenaline surge.

Physiologically, that response is designed to be transient, you respond to the threat, and when the threat has passed your neurochemistry returns to ‘rest and restore’ mode.

Think about it like this, an antelope is grazing on the plain, out of the corner of their eye they see a lion approaching, the antelope literally runs for their life. While running the antelope notices the lion has dropped back, and seems interested in something else, as soon as they are at a safe distance the antelope goes back to grazing on the plain.

That is what we are designed to do too, except we face a number of challenges that make us susceptible to more prolonged anxiety. Very simply put, the human brain has three levels of function, the basal ganglia, responsible for most of your autonomic functioning like breathing, required for survival, the limbic brain, responsible for emotion, memory, and perception and the neo-cortex or logical brain.

These work in a hierarchy, the functions that keep us alive both work faster and get prioritised. So much as you might like to think you are a logical person, the chances are your limbic brain – or emotional responses, are responsible for most of the decisions you make, especially when under pressure.

Our big brains create feedback loops, so we constantly analyse, replay, and run scenarios for things, even ones that haven’t happened yet. This, together with persistent stimulation from our busy, always-on, lifestyles, prevents us from being like the antelope and going back to grazing once the threat subsides.

Unchecked it creates a state of mild anxiety because you never return to your rest and restore baseline. The pace, and sometimes the culture, of our work environments can compound this, turning something designed to help you stay safe under threat into something that feels like it threatens your very being on a daily basis.

Of course, anxiety takes many forms, most start when your threat regulation system is persistently triggered, giving you excess adrenaline and cortisol, which draws your processing resources away from your logical function.

While the physiology may be similar for each of us, the experience can be wildly different. You survive by learning how to stay connected with who you are and by having some ‘go-to’ strategies to help you when you need them.

 

Here are a few ways to manage anxiety at work:

 

Make space for conversations around anxiety and mental health:

Many leaders are happy to acknowledge anxiety impacts the workplace, but most are far less likely to say that they are the ones feeling anxious. Awareness is the starting point for any healing, make it ok to talk about mental health in your team. This might start with conversations about acceptance and reducing the stigma at first, it may take a while for people to open up about how they feel.

 

Deal with the busy trap:

Mental toughness is over-rated, treating busyness like a badge of honour is costing people both their mental and physical health. Consider what you can do to ensure you, and your people, reduce the ‘always on’ perception. You might consider how much digital exposure and access is expected out of hours, as well as deadlines and workloads, and remember in the longer term anxiety is bad for productivity as well as well-being.

 

Stay connected:

Pay attention to how you feel, what you are doing, and how you treat yourself, both physically and psychologically. We can be pretty brutal with our self-talk, or feedback loops, often without us even noticing what we are saying. When you can learn to focus on what you can control, even if that is your self-talk, your attitude, and how you show up, a sense of control will start to calm your nervous system. Sometimes staying connected is about rituals and habits you create to help you in the moment – anything from mantra, to smell, to sound, whatever makes you feel like you or grounds you.

 

Get Physical:

Finally, if you find yourself overtaken by sudden anxiety, if you feel worried, afraid, or if you can’t switch off your thinking, you may want to think about your physiology. Most of what you are feeling is caused by a surge of neurochemicals designed to help you run away from sabretooth tigers.

One of the best strategies for reducing your anxiety is to burn up some of those chemicals, you might choose to do a few laps round the work carpark, but you probably don’t need to go that far, any movement will help recalibrate your nervous system, so a walk to the loo, or the coffee machine – for a decaf of course.

Take a breath is a long way from rhetoric, it is physical movement, that calms your nervous system, slow deep breaths absolutely reduce anxiety.

You can absolutely lead well and experience anxiety, and while this can make you feel very vulnerable, remember you also get to choose what you share and who with.

Start small, where you feel safe.

 

About Professor Lynda Holt MA, RGN, DipHE, CPBP, FinstLM, FRSA

 

CEO, Health Service 360

https://www.lyndaholt.co.uk

 

Lynda is a prominent leadership voice, author and change activist in the healthcare sector. She established Health Service 360, an award-winning development consultancy, back in 2001 and spends her time helping leaders and health professionals to lead courageously, make tangible change, value themselves, and empower their people.

She believes it is each of us, not big organisations, religions, or governments, that change the world, – little action by little action, and as a Professor of Social Leadership at the University of Salford, Lynda helps to equip people with the skills and mindset needed to act and create social change.

 

Follow Lynda on:

Twitter: @LyndamHolt

LinkedIn: https://www.linkedin.com/in/lyndaholt/  

 

Lynda Holt

Top 5 Diversity Speakers You Can Choose

Posted on | by AI Guest Posts

Incorporating diversity speakers into your event can enhance its significance and inspiration. Whether it’s a conference, team-building day, networking lunch, or award ceremony, these speakers bring a unique and impactful element, challenging attendees’ perspectives. Carefully selecting the right diverse speaker is crucial for a lasting impact. Here are five exceptional diversity speakers you can book for your event.

Who are Diversity Speakers?

Diversity speakers are experienced thought leaders, authors, and consultants dedicated to promoting diversity, equity, and inclusion. They address cultural awareness, unconscious bias, gender equality, LGBTQ+ issues, and more. Invited to conferences and corporate events, these speakers inspire individuals and organizations to embrace diversity and foster inclusive environments.

Top 5 Diversity Speakers You Can Choose

Dr Adam Kay

Regarding finding a diverse speaker for your event, Dr. Adam Kay is an exceptional choice. Not only is he an award-winning author and TV writer, but he is also a former junior doctor with a vast range of knowledge and experiences. Kay’s first book, This is Going to Hurt, spent over a year as a bestseller on the Sunday Times list and was translated into 37 different languages.

With over three million copies sold, it’s clear that his work resonates with people worldwide. Beyond his literary accomplishments, Kay has sold out West End seasons and tours, attracting over 250,000 people. His unique stories from the wards make him a highly sought-after speaker for both corporate and private events. Don’t miss out on the chance to have Dr. Adam Kay at your event that highlights tolerance in cultures.

Alexandra Adams

Alexandra Adams is the UK’s first deafblind person training to be a doctor. Despite facing discrimination and setbacks due to her disabilities, Alexandra has become a powerful advocate for promoting disability awareness and cultural change.

Her TED talk in October 2019 was just the beginning, as she has since delivered engaging and insightful talks nationally and internationally. Book Alexandra for your next event and join the movement toward true diversity and inclusion.

Aya Chebbi

Aya Chebbi is one of the best diversity speakers in the world today. This multi-award-winning Pan-African feminist is well-known for her advocacy for democracy and her role as a political blogger during Tunisia’s Revolution. As the first-ever African Union Special Envoy on Youth, she has met with over 30 Heads of State and Governments. And she has advocated for the youth agenda in Africa and the diaspora.

This has resulted in policy changes continentally and globally and an increase in youth appointments nationally. It’s no wonder Ms. Chebbi has single-handedly transformed the youth participation space across Africa over the past decade.

Sadie Clayton

Sadie Clayton is another of the best diversity speakers who can bring a unique perspective to your event. With a background in fashion design and a focus on innovation and creativity, Sadie has always been fascinated by the creative boundaries between art and technology.

She was the first artist to collaborate with the AI robot, Ai-Da, at the Tate Modern in 2019, where she explored how technology can transform and influence society. Sadie is passionate about using art and design to drive positive change, and her work will inspire your audience to think differently about diversity and inclusivity.

Lee Chambers

Lee Chambers is an award-winning black autistic keynote speaker, entrepreneur and Psychologist. Lee Chambers is the first Black British scientist to become a Kavli Fellow of the National Academy of Sciences. He has been inducted into the Black Cultural Archives.

Lee is one of the most-sought after speakers in diversity, inclusivity, neurodiversity, allyship, gender equality and entrepreneurship. Having grown up in poverty Lee started PhenomGames. However, his health drastically deteriorated and he had to spend 11 months learning to walk again. Lee expertly blends lived experience, latest trends, best practice and data to inspire his ever-growing fans on how he continued in the face of adversity and how he developed from his challenges. His keynote titles include:

  • The Future of Workplace Wellbeing
  • Male Allyship: From Words to Action
  • Black Mental Health: A Missing Conversation
  • Men and Menopause: Allyship in Action
  • Neuro inclusion: An Insider Guide

Omar Johnson

Omar Johnson is a remarkable marketing professional who has helped build some of the world’s most iconic brands. With an impressive track record as the former CMO of Beats by Dre and VP of Marketing at Apple, Johnson has led all aspects of marketing, from brand development to cutting-edge advertising campaigns. His expertise in global digital marketing and branding has made him one of the most sought-after diversity speakers in the world.

Through his company, ØPUS United, Johnson continues to inspire and educate audiences with his unique insights into modern brand management. Omar Johnson is the ideal choice for your event that highlights multiculturalism with a wealth of experience in marketing and branding.

Benefits of Hiring Diversity Speakers to Your Next Event

Increased Exposure

Having a diversity speaker attend your next event can open up the conversation and provide attendees with new perspectives on the topics being discussed. This is especially beneficial in today’s diverse society, where everyone has different experiences and points of view on sensitivity that can be shared and discussed without judgment.

Improved Understanding

Diversity speakers come from all walks of life, backgrounds, and cultures, allowing attendees to become more educated about certain social justice issues they may not have known much about. A better understanding among individuals attending an event leads to even more meaningful conversations between them.

Increased Respect

Diversity speakers help create an atmosphere of inclusion, acceptance, and appreciation at events by recognizing each individual’s worth and uniqueness, no matter their background or identity group affiliation. Their presence encourages conversations around respect for people who may not look like you or believe in the same things that you do.

Conclusion

Booking diverse speakers is important in creating a welcoming, inclusive environment for all people. It helps enhance the range of perspectives shared and experienced at events, contributing to a richer learning experience.

hands of Business teamwork join hands together in office

How to Create a More Connected Workplace Without Over-Connecting Your Employees

Posted on | by Magdalena Lew

It is essential for a successful business to be well-connected, but are employees becoming over-connected? In this article, we will explore the importance of connectivity within the business and how to create more connection and relationships without becoming over-connected.

 

The Importance of a Connected Workplace

There are various benefits to connecting employees within a workplace. As well as transparency through and between departments, it creates a feeling of one big team working to achieve the same goal.

A connected workplace also helps create a sense of belonging, resulting in a more motivated and productive workforce who feel valued by the company. Communication can also be more effective if the workplace is connected, as messages can flow through teams, allowing for a more streamlined working process.

 

Know Your Employees Personally

To keep your employees engaged, feeling valued and connected to the organisation, managers and leaders should make an effort to get to know their staff as much as possible. Little touches can go a long way in this situation; knowing their partners’ or children’s names, asking how they are or how they are getting on at school, for example.

Similarly, a small gesture on occasions such as birthdays or wedding anniversaries can make employees feel appreciated and adds a personal touch. A day’s holiday or a personalised gift is all it takes to use these occasions to add value and boost the morale of your valued workforce.

 

Regular Meetings and Focus on Development

Use 1:1 time with employees to focus on what they need and any concerns or issues they may have. Give them time to prepare for the meetings and bring to the table what they would like to discuss.

The meetings between a manager and an employee can be crucial to the person’s growth within the business. Use the opportunity to give and receive constructive criticism as to how you can all work better together and if there is anything extra you want to see from your employee or manager.

Regular catch-ups help engage and focus team members and are important for managers carrying out executive coaching as they strive to develop and further their workforce. 

 

Offer Flexibility

A key to staying connected is feeling part of the company no matter where you work from. With the increase in remote and home working, it is important for employees to feel just as connected as if they were in an office environment. In the office environment, offering a range of workplaces rather than just a standard desk area is good practice. Outbreak areas, meeting rooms and collaboration spaces allow connectivity with the rest of the business, as do open kitchens, which help communication flow throughout the business.

 

Communicate, Communicate

A flow of information within a business is extremely important. Two-way communication is important, as those at the top of the organisational structure should listen to feedback from those further down the chain. As we discussed earlier, involving employees in decisions and valuing their contributions helps engage employees and make them feel valued.

There are, of course, occasions where the communication will be required to come from the top down as an instruction, which is understandable, providing it is communicated well. Ultimately, there should be total transparency between colleagues and teams working with one another throughout the organisation.

 

Do Have a Balance

While it is essential to have a connected workplace, it is also vital to strike a balance with this. It is important at times for members of staff to switch off and spend time alone if they require it, whether this is needed to complete a task or just to get some time away from a desk.

While remote workers should be very much connected, allow them time away from work, particularly as they may not have a separate location to class as an office. Encourage regular breaks and reminders to take annual leave, as too much work and too much connectivity with work can be a negative thing.

 

Overall

There are various ways to create a connected workplace without being “over-connected”. Ensure that communication is clear and constant, and within the organisation, you should strive to give employees a say and a voice.

Wherever your employees work, they must feel they are part of the business and can access everything. Regularly check in and hold company updates, including remote workers on video calls. Managers and leaders must value their employees, make them feel wanted and appreciated by the company, and ensure that all elements of the organisation are transparent and approachable. Avoiding work overload and ensuring a break and balance between work and home life is vital, as over-connectivity can occur.

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.  

Serious young man business trainer talking to group of people in office standing around him and listening.

How to Construct a Cohesive Technical Team from Scratch

Posted on | by Magdalena Lew

Taking time to understand the business, its objectives and the profiles of the personnel required will streamline the recruitment process, according to Ronald Binkofski, CEO at STX Next

 

Assembling a brand-new technical team presents a myriad of challenges, particularly if the team leader is also new to the company.

Managers have to contend with personality clashes, onboarding teething problems and difficulties delivering the right blend of experience, all of which can significantly hinder the performance of a team in its infancy.

However, there are steps that tech leaders can take to navigate these challenges and lay the foundations for a high-performing team.

Conducting thorough research and planning before commencing the hiring phase is often the basis for a team’s success, so those in charge should ensure they are fully prepared before making any major decisions.

 

Building a successful team takes time

For tech leaders looking to start recruiting, it’s essential that they first understand the profile of the company and the employees it requires before sitting down to interview any candidates.

According to research carried out last year, 56% of senior decision-makers admit rushing the hiring process, outlining the regularity with which employers fall into the trap of bringing staff on board without due consideration.

I spoke to Niloufar Zarin, Head of Machine Learning at Acorai, about this, and she said: “The team leader should begin by taking time to understand the company’s blueprint and size. If they have joined a startup they will likely have a smaller budget but more licence for creativity, while at a large corporation they may have more cash at their disposal but be required to adhere to established procedures. If they’re at a growth stage company they may have scaling issues to consider.

“Identifying the position of the business itself will inform choices around the size of the team needed, the salaries the organisation can accommodate and the personality types that best align with objectives.

“Having a good grasp of product strategy should also be a key consideration. Tech leaders should base the skillsets of employees on the business’ go-to-market strategy: for example if a product needs to be deployed quickly, experienced developers are essential.

“Overall, managers should have a clear picture of what the team should look like before it is assembled, and build a recruitment plan that will best support the business’ goals.”

 

Prioritising the right culture

As a leader you should know the personality types that mesh well in a technical team, and this knowledge should influence thinking on whether certain candidates are a good fit for a role.

Zarin said: “It’s all about favouring the right personality types: tech leaders should look to hire people who are optimistic, motivated and will buy into the company’s vision.

“One employee with a negative attitude can have a domino effect and lower the morale of the entire team. This often defines whether the wider team chooses to stay at the organisation for a significant period of time, outlining how recruitment can directly affect employee retention.

“The interview stage is where it’s easiest to pick out the candidates that are a good fit for the team you’re looking to build. Conducting interviews personally, in a relaxed one-to-one style, is the most effective way to gauge a candidate’s personality and pinpoint whether they will help drive the team’s success.

“Understanding the aspirations of each team member is also important in the tech industry, where managerial roles bear little resemblance to life as a developer. From an early stage, team leaders should find out whether employees have managerial aspirations or want to stay as an individual contributor and base their development on this knowledge.”

 

Onboarding made simple

Even if a team leader has picked out the ideal candidates, things can quickly unravel at the onboarding stage. Therefore, it’s important to establish a process that works for all employees before committing to a large intake.

Zarin said: “Onboarding should be a gradual process. Start by introducing one or two people then slowly increase the size of the intake – don’t try to hire the entire team simultaneously.

“If the onboarding process is rushed it may mean there aren’t enough tasks to split between employees. Staggering the hiring of staff members gives tech leaders a chance to evaluate how much capacity the team has and whether extra bodies are required. If employees are left without work to get on with, morale will quickly drop.

“Managers should also make time to introduce new employees to fellow team members, as well as the wider organisation. This will help them settle into their role, while giving them a clearer picture of the business’ culture.”

 

Hit the ground running

It’s impossible to assemble a high performing technical team overnight, so it’s vital that a diligent and thorough planning phase takes place to ensure that hired employees suit the needs of the business.

The tech leaders that understand the profile of their organisation and the personality types that work best together have the best chance of assembling a successful team.

Ronald Binkoski
Ronald Binkoski