Category: Articles

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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

How to Find the Best Software Development Company

Posted on | by AI Guest Posts

In today’s digital world, the capacity of every organization to properly harness technology is critical to its success. Whether you’re a startup or an established company, working with the right software development company is essential to bringing your ideas to life and staying ahead of the competition. With so many options, finding a match may be challenging. Focusing on crucial concerns will help you navigate software development. Today, we will discuss choosing the best software development company for your needs and goals.

Determine Your Requirements

The first step in locating the best software development firm is understanding your requirements. Define your project’s objectives, scope, and timeline. Determine which technologies and platforms are necessary. This clarity will assist you in locating a company with experience in your preferred domain. For example, you may look for custom software development for startups and learn more about it to ensure a good collaboration.

The software development landscape is broad and diversified. The possibilities range from major multinational corporations to small boutique agencies. Each has its own set of advantages and disadvantages. Consider the organization’s size, experience, and geographical location. Determine whether you prefer face-to-face collaboration with a local partner or are willing to work with a distant team for greater flexibility.

Consider the Company’s Capabilities

When choosing a software development business, you should consider several essential considerations. Look for a company that has a proven track record of completing successful projects. Examine their technical competence and ensure their skill set matches the needs of your project. To ensure smooth contact during development, evaluate their communication and cooperation habits.

Any software development project requires technical knowledge. Look for a company with a comprehensive team of professionals proficient in various technologies, programming languages, and frameworks. Consider their previous experience creating similar applications or solutions. To assess their capabilities, request references and case studies.

Examine Past Success and Development Methodologies

A company’s past performance is frequently a sign of future success. Examine their portfolio and customer testimonials. Seek prior clients’ input to determine their satisfaction and the company’s ability to meet deadlines while producing high-quality results. You can believe in their capacity to handle your development needs if they have a track record of successful projects.

A successful partnership with a software development business requires effective communication and collaboration. Check to see if they have a well-established communication strategy and are receptive to your questions and concerns. Look for precise and consistent reporting procedures that keep you updated on the project’s development.

Development techniques are critical in project management and delivery. Agile methodologies like Scrum and Kanban promote iterative development, adaptability, and frequent customer participation. Learn about the company’s project management approach and how they incorporate input and modifications throughout the development lifecycle.

Evaluate Quality Control and Cost Estimation

Quality assurance and testing are required to deliver bug-free software. Inquire about the testing approaches used by the organization, such as unit testing, integration testing, and user acceptability testing. A corporation with a substantial QA procedure will provide a dependable and stable end product.

When selecting a software development business, consider scalability and future growth. Talk about future improvements, upgrades, and ongoing support and maintenance. In the long term, a partner that knows your vision and can accommodate your changing needs will be necessary. Software budgets are critical for development efforts. Compare companies’ fixed fees, time and material, and dedicated team pricing models. Value for money is more important than price. Find a budget-friendly service with straightforward pricing.

Conclusion

There are many things to consider before deciding on a software development company. You may make a well-informed choice if you take the time to assess your requirements, research the software development ecosystem, and examine critical factors, including technical expertise, past performance, and methods of communication. Think about how to scale up in the future and how much money you have. Now that you have the inside scoop, you can begin your quest to find the ideal software development partner and bring your digital ambitions to life.

people stood in front of a lake with cars, smiling

Leading Security Provider That Cares

Posted on | by Magdalena Lew

Condor Security is a Canadian security company that was established in 2001 by Benjamin Tabesh. It provides a variety of security services to businesses, residential communities, and individuals. Recently, Benjamin has been recognised in the Most Influential CEO Awards 2023, so here we take a closer look into his company and approach.

Condor Security offers security consulting, risk assessments, security planning, security training, and physical security services that include manned guarding, condominium concierges, and mobile patrols. Additionally, it has technology divisions that provide security system integration, access control, and surveillance solutions.

The core values that Condor Security is built from have been key for its ongoing success. Firstly, it is committed to providing clients with the highest standard of services possible. Challenges within any industry are unavoidable, and are part of running a business, which is why Benjamin encourages forward thinking. This ensures that Condor Security is able to find solutions to all the security challenges that may arise. In addition, another of its values is training, which goes hand in hand with the quality of its services. The employees have the necessary skills and knowledge to deliver clients with the best solutions to their needs.            

Client satisfaction is central to all Condor Security does therefore, customer focus is an essential value that is always present. All that the team does is with each client in mind, which is why it keeps away from the one size fits all approach to security. Every client is unique, and the team get to know their needs and requirements to provide them with exactly what they are looking for. What’s more, not having set packages avoids clients paying for equipment that they don’t necessarily want or need.

Benjamin ensures that the workplace culture is supportive, inclusive, and empowering which is then reflected on the team’s performance and job satisfaction. Currently the industry is seeing a shortage of qualified security professionals, and this has been a challenge that Condor Security has had to overcome.

However, the company has the advantage of a culture that attracts candidates and keeps them motivated and engaged. Benjamin believes that taking great care of its team is essential. The ongoing success of the company is a common effort and Benjamin is immensely proud of what the entire team has built together.  

Benjamin’s leadership style is very hands on, he is very involved in the everyday operations of Condor Security and is known for his ability to connect with all members of the team. Throughout the years the company has grown and evolved which has pushed Benjamin’s leadership style to develop alongside it.. With the growth of the company Benjamin has had to learn how to delegate tasks and responsibilities which has helped him focus on the bigger picture through the company’s long-term goals. Now he is more focused on strategic planning, with a deeper understanding of the industry and market trends.

Currently, Benjamin has been planning the upcoming year for Condor Security. He is looking to expand its services and capabilities to meet the ever-changing needs of its clients by making advanced security services available. To achieve this, Benjamin is investing in new technologies such as artificial intelligence, biometric recognition, and other cutting-edge technologies. On top of that, he is going to develop new training programs to provide more specialised skills to his team. Benjamin enthuses, “This will help us to provide more specialized services to our clients and ensure that our team members are equipped with the knowledge and expertise needed to meet the evolving needs of the industry.”

Leading a company comes with a great deal of responsibilities, which involves the customer, the employees, and also the community. The values of the company are a direct representation of what Benjamin stands for. When it comes to the community, he believes that companies have the responsibility to give back, and he is committed to helping and supporting people wherever he can. Condor Services partners with non-profit, charitable organisations with the hope of making a positive difference while building a strong bond with the people that it works closely with.  

Benjamin’s commitment to his company and the community is inspiring, and it reflects a great level of compassion and care to what truly matters most – people. He reflects leadership skills that are able to successfully push a company towards great highs while also being humble and considerate of those that surround him. He wants to be part of building a better future where people are the main priority. This is why it comes as no surprise that Benjamin has now receive the title of Most Influential CEO 2023 – Ontario.

If you are looking for a security service provider that cares, you don’t need to look any further. Benjamin and his team will go above and beyond to create a customised package of services made to fit your needs. Head over to Condor Security’s website to find out more!

For business enquiries, contact Benjamin Tabesh from Condor Security Inc. on their website – https://www.condorsecurity.ca/

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.

Household expenses concept

Rising Costs, Resilient Businesses: How Amazon SMEs Navigate the Cost of Living Crisis

Posted on | by Magdalena Lew

Amidst the prevailing cost of living crisis, its widespread effects are being felt by individuals across the board. However, small and medium-sized enterprises (SMEs) are experiencing a significant blow, with a staggering 61% grappling with surging energy costs, and 47% facing the mounting expenses of materials.

In the United Kingdom, more than 85,000 SMEs have established a presence on Amazon, and they are resiliently exploring innovative measures to navigate through this challenging era of soaring living costs. This article will delve into how some of these businesses are proactively tackling the impacts of the cost of living crisis while skillfully managing their operations.

 

 

Freda Health – Socially Conscious Period Brand Absorbing Costs by Going Bulk

Although Freda Health’s sales are still steadily growing on Amazon, they noticed a dip on their own website sales and the cost-of-living crisis has resulted in higher costs. Freda Health have seen an increase in the price of packaging, materials and delivery for the brand, but also heightened demand for donations as women across the UK have been struggling with period poverty.

Despite overall costs having gone up by 27%, they are absorbing as much as possible rather than passing it all on to the consumer. This means getting creative and making internal changes – they’ve had to pivot  their strategy to target more corporate customers to help reduce the cost for consumers.

The founder, Affi Parvizi-Wayne, has seen this change as an opportunity for her business to move in a different direction: “This has fit well with how we have been planning My Freda moving forward as we begin to move towards selling our items in bulk to save on postage and packaging to benefit our costs and shrink the carbon footprint for the business and consumers.”

 

 

Funky Soap –  Business Fighting for Survival Explores New Opportunities to Stay Afloat

Anni Kriesche, founder of Funky Soap Shop, has faced a rollercoaster year due to the Ukraine war, supply chain issues and cost of living increases. The combined impact put unprecedented pressure on her business – for the first time Anni feared for the survival of the business she had worked so hard to build up over the past decade.

“Not only did we see our raw materials such as olive oil double in price, we were also seeing our customers being more cautious with their spending in the early months when things were quite uncertain. There were weeks where I couldn’t pay staff wages and I felt devastated and responsible and my health was impacted by the stress of it all.”

Resilience and support from family helped Anni push through and she focused her attention on being resourceful and exploring new opportunities such as offering white label products to hotels and hospitality venues looking to cut back on single use plastic, developing gifting options, and using Fulfilment by Amazon to maximise overseas sales in the US and Canada. Sales have started to pick up since Christmas 2022, and Funky Soap Shop will soon launch its gifting options on Amazon. Although still tough, Anni hopes to be on an upward trajectory now.

 

 

Roni B’s Kitchen –  Filipino Sauce Business Refuses to Compromise on Quality Ingredients Despite Skyrocketing Prices

Despite rising supply and operating costs, Roni Badong is determined not to sacrifice the quality of her ingredients, despite a staggering 300% increase in essential ingredient rapeseed oil.

“Like consumers, as a small business, we also have to contend with the rising cost of goods and we have reflected that by increasing our prices. Rather than a blanket increase across our range of products, I’ve increased prices proportionally to the raw ingredients. We know that people are more budget conscious, with customers telling us, ‘I have a budget of X and that’s all I can spend this month.’ On the flip side, people are more willing to support small producers who use natural and quality ingredients. Despite the cost challenges, we refuse to compromise on the great flavour that we’re known for by using cheaper ingredients. As a food business, that simply isn’t an option for us,” says Roni.

Roni’s resourcefulness shines through, whether it’s making shrewd business decisions or finding money-saving hacks in the kitchen. Her mantra is simple: “When faced with tough situations, think creatively and outside the box. I’ve leveraged Amazon’s advertising support to get more eyeballs on my products. As a Filipino, I’ve grown up with the tradition of stretching meals and using leftovers, so I always tell my customers to only cook what they need and make the most out of their ingredients.”

While the cost of living crisis remains an ongoing challenge, the experiences of these SMEs offer valuable lessons for others in the business community. By embracing change, seeking new opportunities, and remaining true to their core values, SMEs can forge ahead and find success even when challenges arise.