Category: Articles

Businesswoman giving a high five to a colleague in meeting

Leading with Values and Vision

Posted on | by Magdalena Lew

Spotlight on Rebecca Sutherland, Entrepreneur, Investor, Business Coach and Mentor

Rebecca Sutherland is no ordinary business leader. Having built multiple successful ventures, Rebecca’s entrepreneurial spirit is deeply ingrained. “It’s just who I am,” she says. “I struggled being an employee, so becoming an entrepreneur was the only option.” Her passion for spotting problems and applying her expertise to solve them has driven her throughout her career. But, more than anything, it’s her unwavering commitment to shared values that defines her leadership.

Leading with Values

As both an entrepreneur and investor, Rebecca’s approach to backing businesses goes beyond the typical numbers game. “For me, it’s all about values. I need to know that the person I’m investing in has honesty, integrity, and a real passion for making things better,” she explains. It’s not just about the idea—Rebecca looks for alignment in vision and a willingness to manage expectations. “If someone has a great idea but they’re not executing well, I can help with that. But first, our values have to align.”

Challenges in a Male-Dominated World

Rebecca has navigated industries where women are often underrepresented, facing her share of bias and unprofessionalism. “I’ve been asked to speak to ‘the man in charge’ or had people complain about me to my husband, who is also my business partner. Men don’t face the same scrutiny women founders do.” She’s determined to change these narratives. Titles like ‘Mumpreneur’ are something she understands but doesn’t apply to herself, despite having children and being a working mum, “I’m trying to change things, and not everyone likes it.”

Imposter Syndrome and Overcoming Self-Doubt

Despite her achievements, Rebecca admits to struggling with imposter syndrome. “It’s hard to back yourself sometimes, especially as an entrepreneur. You’re juggling so much that it’s difficult to focus on your wins.” Her advice for overcoming these challenges? Build a strong team who believe in you and share your values. “They remind me of my successes and help me reflect on the lessons learned from my mistakes.”

Female Entrepreneurs Bring Something Different

Rebecca doesn’t engage in the men-versus-women debate as she believes in the best person for the job, but she does believe women can sometimes bring a unique perspective to the boardroom. “Female entrepreneurs often have less ego and a greater focus on value and purpose.” She’s also a firm believer in the power of representation. “Having women in leadership roles encourages diverse entrepreneurship and helps drive funding to women-owned businesses, plus it helps inspire the younger female generations who want to be entrepreneurs.”

Business Achievements and What Keeps Her Moving

One of Rebecca’s proudest moments was selling her first business, a lettings agency. “I turned it around in six months and did it all on my own. It encouraged me to continue and start other projects.” For Rebecca, adding value is what truly motivates her, not just financial success. “Money gives options, but it’s not the motivator. Creating something meaningful is.”

Her approach to work-life balance is clear: “I don’t believe in working 80 hours a week to be successful. Missing out on family experiences isn’t worth it, and I communicate that to the people I invest in. My first question to them is, ‘What do you want your life to look like?’ “

Advice for Female Founders

For women seeking investment, Rebecca’s advice is simple: “Find your people. Surround yourself with like-minded individuals who have done what you want to do—ask for help and build a strong network.” Rebecca stresses the importance of having a support system, especially in tough times. “The people I’ve met through networking have positively impacted my career. If it weren’t for them, I wouldn’t be where I am today.”

What’s Next for Rebecca?

Looking ahead, Rebecca isn’t focused on a particular industry but is excited about supporting individuals doing things differently, if their values align with hers. “The sector is irrelevant to me—it’s all about the people and the impact they want to make.”

With her clear leadership, values-driven approach, and passion for empowering others, Rebecca Sutherland continues to be a formidable force in the world of business.

Rebecca Sutherland Bio

Rebecca Sutherland is an investor and entrepreneur with a passion for turning overlooked businesses into market leaders. As the Founder of Aluminium Fire Systems, she has built a reputation for reshaping industries by transforming “boring” businesses into opportunities for growth. Rebecca specialises in identifying potential where others see roadblocks, driving profitability through innovative solutions and strategic direction.

With a strong focus on business acquisitions and turnarounds, Rebecca doesn’t just invest in companies—she redefines what’s possible. Her ventures, including PITCHINVEST and Harbar Six Limited, are dedicated to fueling the rise of founders who refuse to play by the old rules. She’s on a mission to back visionary leaders who challenge assumptions and disrupt the status quo in their industries.

Originally from Birmingham, Rebecca’s reach extends across international borders connecting growth-oriented businesses with the resources they need to thrive. Her unique ability to bring investors and entrepreneurs together has enabled countless ventures to achieve success on their own terms.

For Rebecca, it’s about more than just the bottom line. She believes in empowering teams, fostering creativity, and ensuring that people—not just profits—are at the heart of every business. Whether she’s guiding emerging leaders, scaling businesses, or investing in disruptive ideas, her commitment to shaping the future of UK business is undeniable.

With a growing community of 10,000+ followers, Rebecca is leading the charge for founders who are ready to break boundaries and turn their bold visions into reality.

Rebecca Sutherland | LinkedIn

Rebecca Sutherland
businessman leaning on table with laptop, looking away

A CEOs Guide to Navigating Uncertain Times

Posted on | by Magdalena Lew

If there’s one thing that’s guaranteed to happen in business, it’s change. How you respond to change and navigate through it is the difference between a business that thrives and a business that barely survives. 

Your team and your clients and customers want to know that you are consistent, and that you are doing the right thing, for the company and for them. This is especially true when you grow, when change can often seem overwhelming.

Change isn’t always a huge catastrophic crisis,  but if you’re not paying attention it can become negative and snowball into a bigger issue.

Here are three effective strategies to use when those uncertain times are keeping you up at night. 

1. Cultivate trust:

Early in my career, my favorite boss and mentor gave me sage advice. He said, 

“People in real estate want to shake your hand and look you in the eye. This is how we build trust.” I don’t know what’s happened to the handshake in today’s world but the concept is the same and it applies to any business.

Since so many of us are working remotely or in a hybrid environment, establishing and earning trust has to come first, no matter where your team is based. People want to work with those they like and trust.

2. Communication counts:

Communication really is everything. When change is in the air, transparency, genuineness and authenticity should be at the top of their list. Here’s why: when our communication is light or even non-existent, people filI in the gaps. 

Follow along with what I call  the “Exploding Engine Theory”. If I take my car in for service at 9:00 am and my service rep Jack says “Shannon, I’ll be back by 9:30 to tell you our status- what’s good, and what isn’t.” and he does exactly that, what happens? My shoulders relax and I believe him.

If he doesn’t come back as planned and I have to find him, my mind fills in those gaps. I figure something must have gone very wrong if Jack doesn’t return: perhaps the engine exploded. Of course, that’s highly unlikely but it’s the consequence of poor communication.

3. Spend time with your people:

This sounds simple, but it often isn’t. As CEOs we have many demands on our time. Our employees want to know, and see that we’re paying attention.

This can be especially challenging when change is going on all around us and we have in-person, hybrid and remote teams. 

Remember why your leaders joined your organization in the first place. It can be lonely for team members out there. Seeing and hearing you and your leadership team can make all the difference. 

Try these strategies to improve communication and clarity:

1 . Onboarding is key and can be difficult in a hybrid or remote work environment. What you want is to get new hires’ buy-in quickly and in advance. Don’t wait until the day they start to bring them into the fold. Send them a little company swag or have “thank you” notes sent by their leaders-to-be.

2 . This sounds simple, but often we forget to provide people with the who/where/what and they may be too shy or hesitant to ask. This works for both new and existing employees. Let them know how communication works in your environment, how decisions are made and what you’ll need to do to be able to do it quickly for them.

3 . Providing a mentor or “buddy” can be key. Again, this works for new and even existing team members, especially with a distributed workforce. You have to figure out how to replace or add onto that “water cooler” effect when there is no water cooler. It’s great to offer a peer buddy across departments, for example. You can also mentor both ways. Have younger professionals mentor seasoned professionals in certain areas too.

4 . Especially when working with newer leaders, it’s critical to help them understand that a big part of their job is to pave the way and remove obstacles for their team. To do that, their ability to communicate with clarity is key. The transition from manager to leader can be a tough one and it often shows up right away when their teams aren’t right in front of them; they are in another city, or their only contact is on a screen. Often, the key is simply to ask “how can I help you today?”

KEEP CALM AND COMMUNICATE

Your team really is paying attention to you and they will notice your actions. They are looking to you for guidance and reassurance. Being able to communicate effectively under the pressures of the day will help the team feel like they’re coming together as one entity and focusing on what needs to be done at any given moment.

The last thing you want is for rumours to start circulating as this creates a fractured team who will feel like they’re working against each other. The best thing to do in any situation of uncertainty is to address everyone within the organization at the same time, as soon as possible, that way everyone is hearing the same information at the same time from the same person. It eliminates doubt and reduces the anxiety that people naturally feel during uncertain times.

Emotional intelligence is a huge priority when navigating uncertainty, so it’s important to remember that you’re a human being communicating with other human beings. In a crisis situation it’s natural for people to go into freeze, fight or flight mode, so the sooner you can allay their fears and insecurities, the better.

LISTEN TO UNDERSTAND

When you’re in a leadership position it’s easy to fall into a hierarchy model where you sit at the top, call all the shots and make all the decisions, but this isn’t always the best approach to take as you’re making assumptions on what you think people need, rather than listening to what they actually need.

People want to feel seen and heard, they don’t want to feel dictated to. Not only does this impact their morale but it will also affect their performance and willingness to work towards the vision and mission of the business. 

One way to help employees feel more engaged is to create a weekly ‘open door’ policy, where people can spend time with you to discuss their ideas or challenges and get input from you. This will help you to feel more connected to those driving your business forward, but also improves their sense of belonging. When people feel like they’re being taken seriously and that their voice matters, they’re more motivated and committed to doing good work over a longer period of time. 

AN OPPORTUNITY FOR GROWTH

The most successful leaders know that they can’t predict the future, but they certainly have plans in place for when the inevitable does happen. Resilience is key in navigating choppy waters, so investing in building resilience at a team and individual level will pay off in the long run. This means professional development for your team is a must.

You may have heard the saying “Pay me now or pay me later”. This is especially true when you consider the cost of professional development. If you don’t offer it, encourage it and put it on your agenda, you’ll soon discover your employees will leave you for another organization that does. 

Don’t wait! Hiring specialist consultants and trainers throughout the year helps to equip employees with the skills needed to not only navigate but successfully pivot during uncertain times and forge ahead regardless of the situation. Resilient teams tend to perform better under pressure and can adapt and evolve when needed, with limited disruption to the overall performance of the organization.

While navigating uncertainty can be challenging, the best leaders recognize that this can be their “secret”. It provides opportunities for innovation and growth and gives them a competitive edge. The comeback is always greater than the setback and there’s always a lesson to be learned, sometimes that lesson is to be better prepared for uncertainty.

Bio: 

Shannon Alter, CPM ® works with organizations that want to communicate with clarity so they can gain influence in their market, build better relationships and grow their business. She has over 30 years of experience in commercial and retail real estate management and hospitality. Her programs have been used throughout the United States and internationally by organizations of all sizes.

Shannon is a National Instructor for the Institute of Real Estate Management (IREM®), and the American Management Association (AMA) and has trained professionals in 10 countries. She has held the volunteer position of RVP for IREM and is a Past President of IREM Orange County. 

Her 3rd book, “Be Influential: Surefire Ways to Improve Your Presentation Skills” was published in Summer 2023. She is the author of two earlier books, leadership white papers and numerous industry articles, including a long-time industry column.

She is a graduate of the University of Southern California. 

Website: www.leadersexceed.com

LinkedIn: www.linkedin.com/in/shannonalter

Shannon Alter
meeting with company directors to discuss financial figures and results

Avoiding AI Pilot Purgatory Requires Full Support of the C-Suite

Posted on | by Magdalena Lew

Developers can earn buy-in from leadership teams by clearly conveying how AI projects deliver value and align with key business objectives

Despite being a clear focus for companies across a wide array of industries, it’s expected that numerous AI or machine learning initiatives will become stuck in the pilot phase over the next 12 months, with this stagnation commonly referred to as pilot purgatory.

Gartner estimates at least 30% of generative AI (GenAI) projects will be abandoned after the proof of concept (PoC) phase by the end of 2025, primarily due to poor data quality, inadequate risk controls, escalating costs or unclear use cases. 

According to Bartek Roszak, Head of AI at STX Next, development teams should consider a project’s feasibility and potential from the outset to earn the backing of the C-suite and successfully transition from PoC to production.

Roszak said: “A swathe of companies have rushed to implement GenAI solutions, but the reality is that the bulk of these projects will never come to fruition. Gartner’s prediction that 30% will be abandoned looks to be conservative at this stage – this figure is more likely to be around the 75% mark.

“For many C-suite leaders, AI is still relatively new, which can create hesitation when it comes to making considerable investments in the technology. To gain their support, it’s important to first present a clear outline depicting how AI can transform the business and satisfy long-term goals. 

“After establishing the vision, the next step is to introduce low-risk pilot projects that deliver quick, measurable returns. These pilots help prove AI’s effectiveness and demonstrate that more ambitious goals are achievable, which builds confidence and trust among key individuals in the proposed strategy.

“AI projects, like any other, must ultimately deliver clear business value. When we say AI strategies should align with business goals, it simply means that before a project even begins, there must be a well-defined objective and a consistent way to measure whether or not targets have been achieved. 

“The reason we emphasise this so much now is that, in the past, many companies treated AI implementation as a goal in itself. This has led to myriad pilot projects failing to reach production because it was difficult to justify significant investment in something that didn’t clearly benefit the company.”

Roszak also believes development teams must contain strong leaders, capable of working with a range of stakeholders, to deliver AI deployment.

“Leaders need collaboration and communication skills to foster effective teamwork between AI experts, subject matter experts, and other stakeholders to encourage everyone to work towards shared objectives. Agility and flexibility are also key for adjusting plans and resources as challenges arise, keeping the project on track. 

“A strong technical understanding of AI enables informed decision-making and helps balance innovation with feasibility. Finally, effective change management is essential for navigating organisational shifts, securing buy-in and ensuring smooth AI adoption.”

Roszak concluded: “Successfully scaling a GenAI project requires a solid strategy and a well-structured AI roadmap that enables a seamless journey from PoC to production, with no room for PoCs that are impractical or too costly. Following these steps can win the support of the C-suite and help initiatives avoid the dreaded pilot purgatory phase.”

Laura Keturkė

Women in FinTech

Posted on | by Magdalena Lew

Business Spotlight on Laura Keturkė, Head of Product at AAZZUR

Laura Keturkė, Head of Product at AAZZUR, is proof that curiosity, hands-on learning, and embracing unexpected opportunities can carve out a successful career in FinTech. With a deep passion for product design and a focus on user-centric solutions, Laura has emerged as a key player in the sector. Her journey from real estate to a leadership role at a promising startup offers inspiration and practical insights for anyone aspiring to leave their mark in tech.

From Real Estate to FinTech: A Serendipitous Start

Laura’s entry into tech was anything but conventional. After finishing university, she began working as a Broker Assistant in real estate. Her keen interest in technical processes quickly became apparent, leading to a promotion as a Marketing and Product Manager. There, she tackled challenges like developing web databases and refining digital marketing strategies—an experience that taught her the value of merging technical skills with customer needs.

After five years in real estate, Laura sought a new challenge. She found it unexpectedly when her husband was invited to a boot camp retreat with AAZZUR in Vienna. Joining him as a plus-one, Laura was drawn into the startup’s collaborative and fast-paced environment. “I naturally became involved, starting as an intern,” Laura recalls. “I helped with research, marketing, design—whatever was needed. It was an incredible learning experience.” Her dedication didn’t go unnoticed, and following AAZZUR’s selection for the TechStars accelerator program, Laura transitioned into the role of Product Manager. Four years later, she was leading the charge as Head of Product, focused on delivering innovative and customer-focused digital solutions.

Building Products: Teamwork is Key

In her current role, Laura does more than oversee projects—she shapes visions and guides her team in creating products that resonate with users. “The team dynamic varies greatly depending on the company’s size,” she says. “In a smaller setup like AAZZUR, every role is critical, from the Product Manager to the Tech Lead, Designer, Developers, and QAs.” Laura sees the Product Manager’s role as one that requires a blend of strategic thinking and attention to detail. “It’s about seeing the big picture but also breaking it down into actionable steps. Listening to stakeholders and aligning the team towards common goals is crucial.”

For Laura, the collaborative spirit of her team is what makes AAZZUR special. “No matter how well-defined the roles are, it’s essential that we function like a well-oiled machine,” she explains. “Everyone needs to communicate openly and stay open to new ideas to keep delivering the best possible product.”

The Value of Self-Improvement

Laura has a refreshing take on role models. “I’m not a big believer in role models. It’s more important to focus on being the best version of yourself,” she says. Laura believes that comparing oneself to others can be counterproductive. “It’s fine to be inspired by others, but your path should be uniquely yours.”

This philosophy has guided Laura throughout her learning journey. Without a formal tech background, she immersed herself in new concepts, driven by curiosity. With the support of AAZZUR’s founders Philipp Buschmann and Martin Damaske, as well as her husband, she quickly absorbed the technical skills needed for her role. “Developers are usually more than willing to share their knowledge if you ask,” she says. For those struggling in unsupportive environments, Laura’s advice is simple: find a community that encourages curiosity and fosters growth.

Embracing Uncertainty and Learning from It

Despite her experience, Laura admits that new projects or clients can be intimidating. “There’s always a bit of anxiety when you’re working with a new team or project,” she acknowledges. Her approach is to maintain an open mind. “Have a vision, but don’t over-plan every step. Flexibility and honesty about what you don’t know go a long way in building trust and making the process smoother.”

Laura also believes that success in tech is more accessible than many think. “No one enters this industry knowing everything. What matters most is your commitment, motivation, and eagerness to learn,” she advises. Setting achievable goals and maintaining a balance between work and personal life is key to her approach to both career and well-being.

A Final Word of Advice: Chart Your Own Path

To those starting their careers or feeling overwhelmed, Laura offers encouraging advice: “No one expects you to know everything. Ask questions, but also take the initiative to understand the bigger picture.” She emphasises the importance of being clear about your learning style and communicating it to your team. “When you’re upfront about how you learn best, others are more likely to support you.”

Laura’s journey from a curious plus-one at a startup retreat to a leading voice in product development at AAZZUR is a reminder that career paths are rarely straightforward. Her story highlights how embracing unexpected opportunities, staying curious, and fostering teamwork can lead to success. With her hands-on expertise and passion for creating meaningful digital experiences, Laura continues to inspire those around her to keep learning, building, and moving forward.

Laura Keturke, Head of Product at AAZZUR

With experience in banking, financial services and real estate, product design and strategy are Laura’s forte.

She has extensive experience having worked at multiple companies within the financial industry, where she led digital product development and drove agile projects.

She is strong believer in customer-centric and easy-to-use products and prides herself on being very hands-on throughout the development process.

Laura Keturkė

How to Develop a Winning Local Business Marketing Plan

Posted on | by Jennifer Spencer

In today’s competitive marketplace, creating a strong local business marketing plan is crucial for success. This strategy helps attract new customers and strengthens relationships with existing ones.

Whether you operate a brick-and-mortar store or provide services in your area, a well-thought-out marketing plan can significantly increase your visibility and brand loyalty.

To craft an effective local marketing strategy, it’s essential to understand your target audience, utilize various marketing channels, and continually assess your efforts.

Read on to discover practical strategies that can elevate your local marketing efforts and drive meaningful results.

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Understand Your Target Audience

The foundation of any successful marketing strategy lies in a deep understanding of the target audience. Identifying who your ideal customers are will help tailor your marketing efforts effectively.

To achieve this understanding, consider the following approaches:

Conduct market research

Use surveys, interviews, and focus groups to gather valuable insights about your customers. These methods can reveal their needs, preferences, and pain points, enabling you to address them directly in your marketing.

Create buyer personas

Develop detailed profiles that represent your typical customers. These personas should include demographics, interests, and buying behaviors. Visualizing your audience helps focus your marketing strategies on their specific characteristics.

Analyze local demographics

Study the demographics of your local community. Understanding the age, income levels, and interests of potential customers can provide insights that help tailor your marketing messages to resonate with them.

Segment your audience

Break down your audience into smaller segments based on shared characteristics. This allows for more personalized marketing messages, increasing the likelihood of engagement and conversion.

Understanding your audience allows you to create tailored marketing messages that resonate with them, improving engagement and conversion rates.

Utilize Local Marketing Campaigns

Advertising local business requires a strategic approach that combines various marketing channels. This multi-faceted strategy can reach your target audience effectively.

To achieve this, consider the following tactics:

Content marketing

Create valuable content tailored to your local audience. This could include blog posts about local events, tips related to your industry, or success stories from your customers.

Email marketing

Create an email list and distribute regular newsletters that include promotions, news, and updates. Tailored emails can greatly enhance customer engagement.

Social media advertising

Use targeted ads on social media platforms to reach specific demographics in your area. These ads can generate leads and drive traffic to your website or store.

Local promotions

Offer special deals or promotions that cater specifically to your community. This could include discounts for local residents or limited-time offers tied to local events. Such promotions encourage immediate action and foster loyalty among local customers.

Incorporating these local marketing strategies enhances your ability to connect with potential customers and drives both foot traffic and online engagement.

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Leverage Online Presence

A strong online presence is vital for any local business. Many customers search for services and products online before making a decision.

Here are some essential tactics to enhance your online presence:

Optimize your website

Ensure your website is user-friendly, mobile-responsive, and optimized for local SEO. A seamless user experience encourages visitors to stay longer and explore your offerings. Consider incorporating local keywords to improve your site’s search visibility.

Claim your Google business profile

Creating and optimizing your Google Business Profile is vital for local visibility. This listing helps potential customers find your business on Google Maps and in local search results. Include accurate information about your business hours, location, and services.

An effective online presence helps attract new customers and keeps existing ones informed and engaged with your brand.

Invest in Local SEO Strategies

Improving your local visibility in search results is essential for attracting nearby customers. Implementing effective local SEO strategies ensures that your business stands out in a competitive landscape.

The following strategies can enhance your local SEO efforts:

Optimize for local keywords

Identify and use keywords relevant to your business and location. Incorporate these keywords into your website content, meta descriptions, and headers to improve your chances of ranking higher in local searches.

Encourage online reviews

Positive reviews can enhance your business’s credibility and influence potential customers. Actively request reviews from satisfied clients on platforms like Google and Yelp, as these can significantly impact your local search rankings.

Utilize local directories

Listing your business in local directories like Yelp, Yellow Pages, and other niche sites can improve your online visibility. Ensure that your business information—such as name, address, and phone number—is consistent across all platforms to build trust with search engines and customers.

Effective local marketing can significantly enhance your online visibility, making it easier for potential customers to find and choose your business.

Build Community Relationships

Building strong relationships within your local community is essential for fostering loyalty and generating valuable referrals. Engaging with your community not only enhances your business’s visibility but also demonstrates your commitment to local interests.

Here are some effective strategies for nurturing these relationships:

Participate in local events

Engage in community events by attending or sponsoring them. This visibility reinforces your brand’s presence and showcases your support for local initiatives, which can resonate with potential customers.

Partner with other businesses

Collaborate with fellow local businesses for co-promotions or joint events. This approach not only broadens your audience reach but also establishes your business as a vital part of the local ecosystem.

Support local charities

Getting involved with local charities demonstrates your business’s values. This can enhance your reputation and attract customers who appreciate community-minded businesses.

Building relationships within the local community creates a loyal customer base and enhances your business’s reputation.

Final Thoughts

Creating a winning local business marketing plan involves understanding your audience, leveraging your online presence, utilizing local marketing campaigns, building community relationships, and continuously monitoring your strategies. Following these steps can enhance your visibility, attract new customers, and foster lasting loyalty in your local market.

Jean-Paul Ogou’s Vision for Sustainable Agriculture in Côte d’Ivoire

Posted on | by AI Guest Posts

ORION SARL, an agricultural start-up founded by Jean-Paul Ogou, is leading a new wave of sustainable farming practices in Côte d’Ivoire, with a focus on cocoa and vanilla cultivation. Their commitment goes beyond mere production; it aims to restore Ivorian forest cover through innovative undergrowth farming methods. As the company highlights, “Stopping deforestation is a global challenge, driven mainly by unsustainable agricultural practices that degrade ecosystems. Cultivating in natural undergrowth helps maintain soil health and limits the environmental impact of farming. This is achieved by combining vanilla, fruit trees, and rare species with cocoa in an agroforestry system.”

Vanilla: A Sustainable Solution for Ivory Coast’s Agriculture

Vanilla, a plant that naturally thrives in the shade of forest undergrowth, has emerged as a promising alternative for sustainable agriculture in Côte d’Ivoire. In 2022, ORION SARL conducted a pilot study in the Mé region, specifically in Adzopé, to assess its potential. The results were encouraging. “Wild vanilla thrives under forest cover, making it ideal for agroforestry. We tested direct sowing and nursery-grown plants, and the results were highly promising. Vanilla benefits greatly from the shade of cocoa trees,” the company explained. This method aligns with environmental preservation efforts and the pursuit of carbon credits. ORION SARL’s approach involves identifying suitable stakes for vanilla within existing forests, which reduces the need for tree cutting. In more open areas, they reinforce vegetation by introducing stakes and planting new trees. With this system, the company has already established 5,000 vanilla plants over 3 hectares of agroforestry.

Reviving the Cocoa Bean’s Role in Ivorian Culture

Côte d’Ivoire is one of the world’s largest cocoa producers, yet the local population remains unfamiliar with the full potential of the cocoa bean beyond chocolate. Jean-Paul Ogou, the founder of ORION SARL, sees this as an opportunity for change: “We must promote the cocoa bean as a food. Many Ivorian farmers and consumers see it as synonymous with chocolate, which is not the case. The cocoa bean has many health benefits and can be enjoyed roasted or sweetened.” The start-up seeks to address this gap through on-site cocoa processing, creating various value-added products. With the support of local cooperatives, ORION SARL aims to make cocoa a staple in the Ivorian diet, allowing the country to fully benefit from this valuable crop.

A Partnership for Progress

ORION SARL’s project has strengthened ties with local farmers and cooperatives, offering mutual benefits. Beyond improving the environment and leveraging income from cocoa, the introduction of vanilla and carbon credits has created new revenue streams for farmers. “Vanilla supports biodiversity and reforestation, while also being a lucrative crop. When combined with cocoa, it provides a dual benefit for Ivorian farmers, helping cocoa thrive agronomically,” the company emphasized. This collaborative model aligns with ORION’s broader vision, paving the way for a more extensive reach across the country.

From Pilot to Implementation: Momentum Builds

ORION SARL transitioned from its pilot phase in Adzopé in 2022 to full-scale implementation in early 2023. Jean-Paul Ogou noted, “Since the start of 2023, we’ve been in the effective phase after completing the pilot (2022-2023). Our studies spanned two rainy and two dry seasons to evaluate project viability. We tested plants in less-than-ideal conditions, and they still thrived. We also cultivated cuttings in nurseries, which were gradually introduced into the forest.” With these efforts underway, vanilla has the potential to become a cornerstone of Ivorian reforestation efforts in the coming years.

Facing Challenges with Determination

Despite the progress, ORION SARL faces challenges like climate variability and deforestation, as well as the need for substantial funding. “Our main challenges are financing, climate conditions, and deforestation, all of which impact the productivity of our plantations. Cultivating vanilla requires significant resources and close collaboration with farmers to integrate it into reforestation efforts,” they explained. Securing funding is critical to address technical needs, prepare forest areas, and build essential infrastructure such as laboratories.

Redefining Agriculture in Côte d’Ivoire

ORION SARL aims to redefine Côte d’Ivoire’s approach to agriculture, positioning itself as a leader in sustainable farming and forest restoration through vanilla cultivation. By encouraging a deeper appreciation for local crops like cocoa and introducing vanilla as a profitable, eco-friendly option, the start-up aspires to shift mindsets and empower Ivorian farmers. Their approach presents a viable alternative to conventional, deforestation-heavy agricultural practices, creating a pathway to a greener, more resilient future for the region.

About Jean Paul Ogou

Jean-Paul Ogou, co-founder of Orion SARL, is a visionary leader transforming Côte d’Ivoire’s cocoa industry through sustainable farming practices and environmental stewardship. He advocates for agroforestry, integrating cocoa with other crops to enhance biodiversity, reforestation, and farmer income diversification.

His mission focuses on empowering farmers through education, promoting local cocoa processing and consumption to boost the economy, and shifting perceptions of cocoa from an export commodity to a source of national pride. Jean-Paul’s efforts are driving significant economic and environmental improvements, positioning him as a key figure in Côte d’Ivoire’s agricultural future.

Corporate team building activities in a retreat setting

Four Key Considerations for Corporate Retreats to Maximise Your Return on Investment

Posted on | by Magdalena Lew

Latest reports have found that more than four in ten employees reported feeling ‘very’ or ‘somewhat’ lonely at work and with the rise of remote working, so it comes as no surprise that corporate travel management experts at Wings Global Travel have noted a 24% surge in Google searches for ‘corporate retreats’ as companies aim to boost morale. 

According to Forbes, the physical environment of a corporate retreat plays a crucial role in effectiveness. Moving away from traditional office structures allows teams to break free from routine, fostering a sense of camaraderie and, ultimately, sparking fresh ideas.  

Rebecca Gunn, Head of Global Marketing at Wings Global Travel added “When choosing a location, prioritize accessibility to ensure a smooth travel experience for your entire team. 

“By moving beyond the traditional one-day format and embracing strategic planning, businesses can leverage the power of corporate retreats to build stronger teams, ignite creativity, and achieve lasting success.” 

With this in mind, experts at Wings Global Travel have shared tips on how to maximize a corporate retreat for maximum return on investment. 

Set clearly defined objectives 

One of the first things you should do when planning a corporate retreat is to decide specific goals you want to achieve. Are you focusing on improving communication, problem solving skills, or innovation? By understanding your objectives of a corporate retreat, it can help steer you in deciding what’s best for your business.   

Be strategic in the environment you choose 

Despite on your objectives; you should choose a location that inspires and nurtures collaboration. Immersing teams in nature or a new cultural setting can positively impact internal dynamics.

In fact, the mental health charity, Mind states, “Spending time in nature has been found to help with mental health problems such as anxiety and depression. For example, research into ecotherapy (a type of formal treatment which involves doing activities outside in nature) has shown it can help with mild to moderate depression. This might be due to combining regular physical activity and social contact with being outside in nature.“  

Targeted activities can build team bonds but keep inclusivity at the forefront of your mind  

Activities should directly align with your retreat objectives. If you’re looking to strengthen team bonds, consider team building exercises that build trust and communication like a scavenger hunt. Skill sharing sessions can help sharing ideas, experience and knowledge transfer.

Diversity and inclusivity are paramount – ensure activities cater to all participants. Consider employees that may have hidden disabilities and those who choose not to consume alcohol and pick activities that reflect this. 

Continuous improvement is imperative  

Following your corporate retreat you should always gather post retreat feedback. This will help you understand the impact of activities you’ve chosen and make informed decisions for future retreats. 
 

    Woman in a beige sweater smiling while using a tablet in a clothing store during daylight

    The Most Popular Business Ventures and Surprising Startup Trends Across the Globe Revealed

    Posted on | by Magdalena Lew

    Exclusive data highlights entrepreneurial hotspots, from clothing stores to coffee culture

    Clothing stores, bakeries, software companies, and farms are among the most popular ventures pursued by aspiring entrepreneurs worldwide.

    This trend is captured through the latest data-driven insights from AI-driven business planning platform Venture Planner. The anonymised data from Venture Planner’s platform highlights diverse motivations and growth stories from over 200 countries and 40,000 businesses.

    From innovative farming techniques in Africa to Europe’s burgeoning coffee culture, the data showcases unique narratives driving entrepreneurial spirit. Venture Planner’s analysis reveals significant global trends and emerging themes, providing a detailed look at the aspirations shaping the future of entrepreneurship.

    Global trends in entrepreneurship

    The data reveals that clothing stores have emerged as the most popular entrepreneurial venture. This is followed by bakeries (#2), software companies (#3), and farms (#4). These ventures not only highlight the varied paths to business development but also reflect the diverse interests and opportunities available in different regions.

    A sizeable portion of entrepreneurs are at the nascent stages of their business journey, with nearly half (47%) in the idea stage and 42% in the start-up stage. Only 11% have reached the growth stage. This indicates a thriving environment of innovation and new business ideas, with many entrepreneurs just beginning to explore and develop their ventures.

    Myanmar boasts the highest proportion of start-ups, with 69% of businesses in this phase among countries with more than five entries. This suggests a particularly vibrant entrepreneurial spirit in Myanmar, where many individuals are actively working to turn their business ideas into reality.

    Funding needs reflect ambitious growth plans

    An overwhelming 72% of businesses on the platform are seeking funding, highlighting the robust growth ambitions and the high costs associated with launching new ventures. This significant demand for funding underscores the substantial initial investments required to get businesses off the ground or scale their operations.

    Alex Clansey, CEO and co-founder of Venture Planner, commented, “Our data highlights a compelling trend. 72% of businesses require external funding to get off the ground or scale their operations. This demand for funding underscores the ambitious growth plans of today’s entrepreneurs and the substantial initial costs associated with launching new ventures.”

    He added, “It also reflects a vibrant startup ecosystem and a supportive investment environment. At Venture Planner, we are committed to helping these businesses navigate the complexities of securing funding and turning their innovative ideas into successful enterprises.”

    The most common sectors requiring funding include clothing stores (#1), software companies (#2), farms (#3), bakeries (#4), and cafes (#5). On the other hand, among businesses that do not require funding, the leading sectors are clothing stores (#1), beauty salons (#2), bakeries (#3), candle stores (#4), and cosmetics stores (#5).

    Geographic distribution highlights entrepreneurial hotspots

    In terms of geographic distribution, the United Kingdom leads with 8,434 businesses on the Venture Planner platform, followed by the United States with 5,007 businesses. This significant presence in the UK and the US indicates strong entrepreneurial ecosystems in these regions, supported by robust infrastructure and resources for startups.

    Other notable regions represented include South Africa with 3,428 businesses, Jamaica with 2,737 businesses, and Nigeria with 2,628 businesses. These regions highlight the global nature of entrepreneurship and the diverse opportunities available in different parts of the world. For more information on Venture Planner’s platform and to start your entrepreneurial journey, visit https://ventureplanner.ai/

    upset entrepreneur and tired business owner with burnout

    C-Suite Burnout: Is Your Business Encouraging Sabbaticals?

    Posted on | by Magdalena Lew

    By David Banaghan, Interim CEO at Occupop

    In today’s fast-paced corporate world, the wellbeing of C-Suite employees is increasingly under threat.

    According to a landmark study by Deloitte, 70% of C-Suite executives interviewed were at risk of burnout and considered moving to organisations that offer better workplace cultures.

    This alarming statistic raises fresh questions about how businesses can improve their wellbeing support to help retain staff and precent burnout.

    David Banaghan, Interim CEO at recruitment software experts: Occupop said: “With 20% to 50% of employee turnover a result of burnout, burnout is a pressing concern for businesses and HR departments in particular.

    “One option to combat this could be the use of sabbaticals which can have restorative health benefits while improving your internal staff retention statistics.”

    We explore how businesses can enhance their wellbeing initiatives, with a particular focus on the benefits of sabbaticals.

    The importance of C-Suite wellbeing

    As the highest management level in any given organisation, C-Suite executives are often the driving force behind a company’s strategic vision and long-term success.

    Despite this, C-Suite wellbeing can often be overlooked with 73% of C-Suite reporting they don’t feel able to take time off work and fully disconnect.

    While 20% of UK workers experience burnout, it can be particularly detrimental at executive level because it affects not just the individual, but also the entire organisation.

    Stressed and overworked leaders may consequently struggle to make clear decisions, foster innovation and effectively guide their teams. Over time, this can erode company culture and employee morale, leading to higher turnover rates and a decrease in overall performance.

    To mitigate these risks, businesses need to take proactive steps to support the wellbeing of their executives. By doing so, they can retain top talent, ensure long-term leadership stability and create a more resilient organisation.

    Can sabbaticals be a powerful tool?

    One of the most effective ways to support the wellbeing of C-Suite executives is through sabbaticals. A reported 90,000 UK professionals are estimated to take a career break each year with a further 62% saying they’d take one if it were an option.

    Historically, sabbaticals have been rare outside of academic professions, yet businesses are starting to embrace their benefits: affording executives the opportunity to recharge and return with renewed energy and a greater sense of perspective.

    The benefits of sabbaticals are well-documented. In the UK, 50% of respondents who took sabbaticals did so relieve stress: 43% of which reported improved mental health as a result.

    For executives, a sabbatical offers a rare chance to reflect on their personal and professional goals, explore new ideas and gain fresh perspectives. This period of reflection can lead to greater clarity in decision-making, improved leadership skills and a deeper commitment to their role.

    Encouraging sabbatical uptake

    Despite some clear benefits, many executives may – understandably – be hesitant to take sabbaticals. When asked why C-Suite executives were reluctant to take time off, 24% reported having too much work to do while 22% questioned whether others would be able to cover for them while away.

    Businesses can play a crucial role in encouraging sabbatical uptake by addressing these concerns and fostering a culture that values and supports employee wellbeing at all levels.

    Here are some practical tips to encourage uptake:

    Create a sabbatical policy

    If you are considering employing a sabbatical policy, be clear around what expectations are. Having a clear and well-communicated sabbatical policy is the first step in encouraging executives to take time off.

    The policy should outline the eligibility criteria, duration of the sabbatical, and any expectations around communication and workload management during the break.

    By providing a structured framework, companies can make it easier for executives to plan their sabbatical and feel confident that their absence will not negatively impact the business.

    Promote the benefits

    Businesses can promote the mental and physical health benefits of taking an extended break through internal communications, wellness programs and workshops.

    By highlighting the positive impact that a sabbatical can have on stress levels, companies can make a case for why executives (who may be silently suffering) should open-up and prioritise their wellbeing.

    Provide support for roles in transition

    Clearly, not all businesses will be set up to allow for sabbaticals and this may only be done in exceptional circumstances. One of the main concerns around sabbaticals will be how responsibilities are managed in an employee’s absence.

    To address this, businesses can provide support in the form of succession planning, cross-training or interim leadership appointments.

    By ensuring that there is a clear plan in place for managing the executive’s duties, companies can help alleviate the anxiety around taking a sabbatical.

    Conclusion

    In an era where nearly 70% of C-suite executives are considering leaving their organisations for better wellbeing support, businesses cannot afford to ignore the importance of executive health.

    A sabbatical may be an effective means of addressing this and is not just beneficial for the individual – but your organisation as a whole.

    David Banaghan, Co-Founder and Interim CEO at Occupop

    Navigating the evolving landscape of tech and finance careers

    Posted on | by Jennifer Spencer

    The professional world is undergoing a rapid transformation at a global scale, with the technology and finance sectors at the forefront of this change. As industries evolve, so do career opportunities, requiring professionals to stay adaptable and informed about emerging trends. In this article we explore the dynamic landscape of careers in technology and finance, focusing on two industry giants: ASML and ING.

    The semiconductor industry’s growth and career opportunities

    The semiconductor industry has become a cornerstone of modern technology, powering everything from smartphones to advanced computing systems. At the heart of this industry is ASML, a Dutch company specializing in photolithography systems for semiconductor production.

    As the demand for semiconductors continues to rise, so does the need for skilled professionals in this field. Vacancies ASML span a wide range of disciplines, from engineering and research to supply chain management and customer support. The company’s pivotal role in advancing semiconductor technology makes it an attractive destination for those seeking challenging and innovative career paths.

    The digital transformation of banking and finance

    The financial sector is undergoing its own revolution, with digital technologies reshaping traditional banking models. ING, a Dutch multinational banking corporation, has been at the forefront of this digital transformation, embracing innovation to enhance customer experiences and streamline operations.

    This shift has created exciting new career prospects in the banking industry. Jobs ING now encompass roles that blend financial expertise with technological mastery. From data scientists and UX designers to cybersecurity specialists and digital product managers, the modern banking sector offers diverse opportunities for professionals with a mix of financial acumen and tech-savvy skills.

    Skills and qualifications for success in tech and finance

    Success in these evolving industries requires a unique set of skills and qualifications. While technical expertise remains crucial, soft skills have become equally important. Some key attributes for thriving in tech and finance careers include:

    • Adaptability and willingness to learn
    • Critical thinking and problem-solving abilities
    • Strong communication and collaboration skills
    • Data literacy and analytical thinking
    • Understanding of ethical considerations and regulatory compliance

    The importance of continuous learning and adaptability

    In rapidly changing industries like technology and finance, the ability to continuously learn and adapt is paramount. Professionals must stay updated with the latest trends, technologies, and industry practices to remain competitive in the job market.

    Many companies, including ASML and ING, offer extensive training programs and learning opportunities for their employees. Taking advantage of these resources, as well as seeking out external educational opportunities, can help professionals stay ahead of the curve and position themselves for long-term career success.

    Emerging trends in tech and finance careers

    Looking ahead, several trends are likely to shape the future of careers in technology and finance. The continued advancement of artificial intelligence and machine learning will create new roles and transform existing ones. Sustainability and green technology are becoming increasingly important, bringing forward new opportunities for professionals with expertise in these areas.

    In the financial sector, the rise of fintech and decentralized finance (DeFi) is creating new career paths that blend traditional financial knowledge with cutting-edge technology skills. Cybersecurity will remain a critical concern in the coming years, driving demand for professionals who can protect sensitive financial and technological assets. Moreover, as the lines between technology and finance continue to blur, professionals who can bridge these two worlds will be in high demand. By staying informed about industry trends, continuously developing their skills, and remaining adaptable, individuals can position themselves for exciting and rewarding careers in these dynamic sectors.

    How to Reduce Absenteeism and Support Employees Back to Work

    Posted on | by Magdalena Lew

    By Dr Julia Lyons, Senior Clinical Lead at Onebright 

    Absenteeism affects all workplaces and costs them a significant amount in lost time and productivity. It is estimated 4.8 days a year are lost per employee in the UK, the highest rate of absenteeism in a decade. And it is important to note that this is not referring to authorised days off for holiday or sickness but rather the unexpected and unscheduled days or hours lost to other causes. 

    A large proportion of these days can be attributed to long-term health conditions, which according to ONS figures, accounted for nearly 105 million lost days to sickness absence. The causes include chronic physical illness and poor mental health. In fact, research conducted by the Health and Safety Executive reveals that a substantial 50% of work-related absenteeism can be attributed to mental health challenges. 

    Tackling absenteeism 

    Prevention is undoubtedly better than cure in the case of tackling absenteeism in the workplace. At a basic level, this involves implementing mental health initiatives that introduce support and processes to prevent minor events such as a stressful period or a tough deadline snowballing with other concerns into overwhelmed employees and subsequent absences. These initiatives can include Employee Assistance Programs (EAPs) and mental health training. It also means considering implementing flexible work arrangements and, importantly, making sure you have open communication channels with your employees. 

    Setting up these programmes will help create an environment where employees feel supported, heard and looked after. This will benefit your business in a few ways, with the obvious one being that employees will be better equipped to deal with the rigours of the workplace without having to resort to taking time off due to burnout, or more serious mental health issues. 

    Creating a supportive and genuinely caring working environment will also help your business retain and attract talent. A new generation is joining the workplace that expects this kind of support from their employer, and many jobseekers are wanting to join an employer who has workplace mental health support at the heart of their people practices and company culture. 

    Getting people back to work

    But what happens when prevention hasn’t worked? Or it is too late? Early intervention is preferable but no one individual’s circumstances is the same, and neither is there a one size fits all policy which suits all employees. Providing this support starts with listening to the employee and what they need to get them back to work. This helps employees who are out of work, whether on a short-term or long-term basis, to understand there is a support network in place at their workplace to help them. 

    Further to that, offering practical help is key to taking that support network from an abstract concept to fulfilling help. This could include offering CBT, online therapy and counselling, among other options. 

    Ultimately, addressing absenteeism through corporate mental health initiatives is an ethical responsibility when it comes to mental health in the workplace. But also positively affects the profitability of the organisation as a whole. A report by Deloitte found that for every £1 spent to support employee mental health and wellbeing, employers will get, on average, £4.70 back in increased productivity. The return on investment alone means this is an essential consideration for all businesses.

    Dr Julia Lyons
    Successful Businesswoman Standing In Front Of Business Team In Office

    Embracing the Use of Self-Concept for Transformative Leadership

    Posted on | by Magdalena Lew

    Positive and influential leaders who get tasks done and establish themselves as thought leaders use self-concept to drive change. Knowing and comparing leadership habits against personal and professional philosophies illuminates priorities and aligns staff with the company’s objectives. Discover what these concepts are and how to practice them for results.

    Self-Concept for Transformative Leaders

    A strong sense of self-concept in a CEO makes a transformational leader. Self-concept relates to self-awareness because it comprises three main qualities:

    • Attitudes: Likes, dislikes and preferences
    • Beliefs: Ideals seen as correct or incorrect
    • Values: Concepts seen as good or bad

    Those who deepen their self-concept can answer the question, “Who am I?” The individual is respected because of their immediate decision-making skills, personable communications and aspirational image.

    The more a business leader knows these facets about themselves, the more likely they will craft a strong company culture that inspires employees. Disconnects between organizational objectives and stakeholder priorities trickle down to all staff, causing discontent and confusion. Transformational leaders with self-concept inspire productivity and innovation.

    How Strong Self-Concept Makes a Leader

    How does self-concept from leaders make employees more active and confident? Leaders who make a point to use their sense of self to their advantage create a growth mindset throughout a company.

    An energy company vice president turned aspiring board member felt his personality was too open-minded and experimental for the traditionally minded stakeholders. The VP put on masks in the workplace, preventing his full potential.

    After seeking coaching opportunities, he embraced the Use of Self (UoS). He revealed his authentic perspectives to the team and eventually relocated to become a pivotal fixture on the board.

    Another case study analyzed nurses during the COVID-19 pandemic. During this time, medical personnel had altered perceptions of their professional self-concept because of the high-pressure environment. However, the study compared self-confidence among several groups, and found self-confidence was high among everyone despite stressors. This is because the facility strongly asserted training and competency validations to reinforce feelings of competency among workers.

    How to Strengthen a Positive Self-Concept

    If there is a blur between a manager’s leadership style and organizational culture, these strategies will forge a transformative, self-aware leader in any CEO.

    Professional Development Exercises

    The professional development landscape is laden with reflective assignments, workshops and exercises for challenging preconceived notions. The active participation will outline professional goals for how CEOs will practice their transformational leadership.

    Self-Assessments

    Discovering self-concept relies on practicing impartial self-analysis. These assessments force CEOs to ask important questions. For example, if the CEO self-labels themself as a generous leader, they should ask if their leadership style reflects this belief through their actions. Prevent unhelpful or demeaning self-criticism at all costs because it reinforces detrimental or inaccurate perceptions, delaying development.

    Feedback

    Looking inward is not enough — leaders must be brave enough to seek constructive feedback from employees. These inputs can validate determinations from self-assessments or expand upon them. A priority of a personal review may not arise as an issue with staff.

    Leaders with a strong self-concept know how to ingest productive information while staying true to the helpful attitudes, beliefs and values they already possess. CEOs must distinguish what is true and useful to absorb and put into practice. Self-concept users are innovative, not letting perceived failures or limited resources stop them from taking risks or opportunities.

    Educate Staff

    Many educators say teaching is the best way to learn. Self-concept is essential for becoming a transformative leader, but only if they gift these techniques and mindsets to the rest of the team. Refining self-concept could yield these benefits among the staff base and the CEO simultaneously:

    • Greater sense of workplace fulfillment and intrinsic motivation
    • Higher productivity
    • Improved time management
    • Better listening
    • Aligned visions on long- and short-term goals
    • Heightened empathy and morale
    • Boosted curiosity
    • Authentic equity and inclusion
    • Stronger resilience against stressors

    Being the Change

    A CEO set in their ways reinforces rigid mindsets in their workers. They will refuse to progress and innovate, leading to discontent in the ranks. Leaders who want to leave a joyous legacy transform their employees by reflecting on themselves. These hours of self-evaluation are priceless investments in the professional development of the leadership, the employees and the company’s trajectory.