Leadership Archives - Page 13 of 34

Should CEOs Invest in Second Citizenship?

Posted on August 2, 2022 | by Akeela Zahair

Citizenship by investment is a big business now. The citizenship concept is a fluid one, now more than ever. Going back 50 years, you’ll read how unusual it was for countries to offer a second passport to foreign citizens. Nowadays, dual citizenship is universal…well almost.

According to the Swiss layer, Christian Kalin, citizenship by investment is a global industry worth around 20 billion dollars annually. It’s a rapidly growing market that helps wealthy individuals to expand their businesses overseas and get visa-free travel opportunities.

But do CEOs need to invest in second citizenship to facilitate the process of business expansion? Or conquering new ventures? Read along to learn the benefits of second citizenship and why CEOs should pursue it.

Why Should You Obtain a Second Passport?

Things weren’t always bright for investors when it came to citizenship since the traditional inheritance of the above-mentioned is already outdated. It’s one of the few things globally that’s tied to a bloodline or the place you’re born.

The citizenship by investment programs have allowed citizens a different type of commodity that also provides the biggest source of governments’ revenues. For example, Vanuatu has seen a great interest in the second citizenship trend.

Many wealthy individuals invest in the country’s economy and enjoy the benefits that come with dual citizenship. The Vanuatu citizenship scheme is vital for making money and boosting the country’s economy.

There are many reasons why you should apply for a second passport. From living abroad in a more stable country to securing a better future for your family in terms of security, education, healthcare, and lifestyle.

How Much Does It Cost?

The application process is different in each country and it depends solely on the country’s laws and regulations. For example, obtaining a passport from Antigua and Barbuda will cost you a minimum of $100,000. St. Kitts and Nevis passport has minimal costs of $150,000 and above, while Portugal starts from $384,000.

The Benefits

Business people and entrepreneurs need to travel frequently. They need a passport that has visa-free traveling options worldwide so they can do business overseas. Not all countries have such conditions and most of them impose investment, tax, and business restrictions. Thus, many citizens, especially business owners and CEOs, decide to pursue a second passport and facilitate their traveling abroad.

Many countries welcome foreigners to hold dual nationality, however, they need to invest a certain amount in return. The benefits of holding a second passport include tax optimization, greater access to potential customers and market expansion, visa-free traveling, financial benefits, and a safer environment.

Tax Optimization

Dual citizenship can have multiple tax benefits, such as no taxes on capital gains, inheritance, wealth, or income generated abroad. Nevertheless, this will depend mainly on the country you originate from and the country of the second citizenship.

Countries like the Caribbean, for example, offer many affordable solutions and lower tax rates compared to the rest of the world. Becoming a dual citizen allows for greater tax efficiency and tax optimization.

Financial Benefits

Why would CEOs invest in a second passport if they don’t have additional financial benefits? The second passport not only enables commercial access to the country but can open investment opportunities as well.

Bear in mind that some countries do not accept foreign investments, however, this rule applies only to certain countries. Moreover, if you are a crypto investor and you trade, sell or hold a variety of cryptocurrencies, you can have the assets protected from market devaluation. Additionally, there’s no tax on crypto gains!

Access to Business Opportunities

The main advantage when owning a second passport is the significant access to new business opportunities, a chance for global expansion, and outreach to new customers. This means, not only can you do business in the country, but also trade with countries that the second passport gives you access to. It’s the perfect getaway to the business world and its endless opportunities.

Travel Without a Visa

Another common benefit for dual nationals is the option to travel freely and increase the global mobility options. A second passport allows you to travel to more countries than your homeland passport allows you to.

For example, the Dominican passport allows its citizens to travel visa-free to more than 120 countries, while the passport of Portugal gets you access to more than 175 countries. The Maltese passport facilitates the visa traveling process and enables its citizens to travel to more than 166 countries.

Get Your Passport Now!

There’s plenty to discuss yet, but we’ve covered the most important information on whether CEOs should invest in a second citizenship. The answer will always be yes, so before starting the application process, make sure you are well-informed and guided by an authorized entity.

The Main Challenges CEOs Face When Recruiting Employees

Posted on August 2, 2022 | by Akeela Zahair

When looking for a job, people do everything they can to put their best foot forward. They practice the interview, research the company, and even use effective CV templates to ensure their resume looks as good as possible.

Even still, many job seekers struggle to find positions due to a lot of competition and other potential issues. However, while many candidates face challenges to land their dream job, those doing the hiring also have their fair share of issues. CEOs and other executives will often face off against their own challenges when attempting to recruit people to their business.

With that in mind, this article is going to go over some of the main challenges that CEOs face when recruiting employees.

Getting the Wages Right

In the workforce, wages are rising quickly. People are expecting more in order to try and keep up with inflation. This can be difficult for CEOs as they need to juggle the importance of keeping their profit margins high vs. paying an adequate amount to attract the best candidates. If CEOs don’t get the wages right, it can be hard to hire and recruit in a similar manner to your competition.

As far as how much to offer, that depends. Some fields and positions pay way more than others, so it is important for businesses to research what is an appropriate wage for what they are asking for.

Trying to Maintain Flexibility

In today’s day and age, nearly all workers want a flexible work environment. Many prefer to work from home, or at least have some say in the hours they work instead of the same old 9 to 5 each and every day. If your business isn’t set up to offer flexibility in any way, you may struggle to recruit the quality of candidates you desire.

Even if you provide solid wages and decent benefits, many workers simply won’t consider working for somewhere that doesn’t offer up at least a little bit of flexibility. Unfortunately, as a CEO, implementing and maintaining a high level of flexibility can be challenging, as it can require a lot of work and changes within the organization.

Keeping Their Company Relevant

Another challenge that many CEOs face is finding ways to keep their company relevant. Many people (both candidates and recruiters) are using social media to learn and reach out.

People often want to know of or be familiar with the company they ultimately work for, so being a company that no one knows about or talks about can make it hard to excite the top level candidate.

A good way to stay relevant is by maintaining your social media profiles, keeping your website looking good, and finding ways to become involved with the community.

Unconscious Biases

Last but not least, there unconscious biases that a CEO has might also be a challenge in recruiting. These are biases we don’t think about or pay any mind to, but do exist and can influence how we make decisions and feel about people and situations.

These biases can, unfortunately, lead to CEOs making the wrong hire, or not seeing the true potential in someone due to the presence of these biases. As a CEO, always try your best to be as fair as possible, and not let any sort of biases hold you back from recruiting those who best fit your organization.

In conclusion, we hope this article has helped you learn a little more about some of the main challenges that CEOs face when recruiting new employees.

Building A High-Performing Team: Goals, Roles, Trust, Respect and Communication

Posted on July 28, 2022 | by Akeela Zahair

There are many factors that can help drive success into your business. Modern equipment will keep you in step with the times, an accommodating workplace will improve people’s overall well-being, and a wide client base will generate profit and enhance your reputation. However, the most valuable asset of a company is its employees. With great dedication, variegated knowledge, and sectorial competencies, talented workers can truly make a difference.

It is safe to say, though, that teams can make better decisions, solve more complex problems, and execute more quickly than single individuals. This is why it is always important to put specific conditions into place that can effectively aid team development. As a manager, it is your responsibility to instil a sense of belonging and proactiveness in your workers.

Ultimately, a high-performing team is likely to yield the results you are aiming for. But how can you mould a cohesive group to benefit the efficiency of your business? Here, we explore how to shape a successful squad by focusing on targets, trust, communication, and encouragement.

1. Set clear roles and priorities

First things first, it is essential to ensure that each member of your team knows what their duties are. Defining everybody’s responsibilities will help your employees understand what is expected from them and deliver accordingly to the best of their abilities. In fact, any ambiguity or confusion at an individual level can hinder their own productivity, while also having a detrimental impact on the team as a whole.

Moreover, it is wise to assign roles and tasks in line with people’s qualities. Are they good with numbers? Allow them to deal with stats and numerical data. Are they technically gifted? Software and computer-related duties will suit them best. Handing clear and tailored roles to your employees will harness their real potential and maximise your team’s performance.

That said, if you want to nurture your squad and broaden their skillsets, consider investing in continual learning and development. High-performing teams tend to be curious and will welcome the opportunity to explore new paths and constantly build on their knowledge.

2. Embed trust and respect

A team in which members both trust and respect one another is more likely to efficiently work in unison. Making sure that people value each other – and feel valued in return – will increase cooperation and spark appreciation towards their colleagues’ strengths.

Therefore, creating a culture of trust is essential, and should be put into practice as soon as a new mind joins the business. In fact, it has been found that a pleasant onboarding experience lowers turnover figures by 157%. What’s more, it increases employees’ dedication and interest in the role by 54%.

As a manager, you need to take steps to ensure that you are trusted too. The truth is that humans tend to trust people that they like, so building positive relationships with your team members can generate sentiments of respect. Get to know them and check on their feelings from time to time. This shows that you care about them not only professionally, but on a personal level too.

Consistency is also important, as walking the walk makes you a manager that your fellow workers can rely on. Have you promised to carry out something? Have you organised a meeting? Follow through with your appointments, or your team’s drive may soon start to fade.

3. Communication is key

There is no hiding that communication is the magic glue that keeps teams united. Indeed, from mitigating conflicts to solidifying team building, it conceals an array of crucial benefits. To nurture a close-knit, high-performing team, try to promote interaction at all times. Why should employees keep innovative thoughts to themselves? Why should they not share ingenious solutions with their colleagues? Saying things out loud and discussing specific ideas collectively can help teams work towards the same goal in an effective manner.

In this respect, make space for thinking time and creativity sessions. Allowing your employees to spend time consulting each other will favour decision-making processes, helping them tackle any challenges with confidence and originality.

Furthermore, you should consider cultivating a transparent feedback culture. Sometimes, giving unsolicited feedback can lead to awkward situations. In fact, people may feel uncomfortable sharing their advice, and the recipient may not accept it gladly. However, providing constructive feedback can nip potential issues in the bud, and therefore enhance group performance. Normalise this process and encourage team members to frequently offer advice to one another.

Also, don’t shy away from praising hard-working employees. Everyone appreciates some well-deserved recognition from time to time, and it will work wonders on their motivation levels too!

4. Create sense of purpose

Finally, it is vital to instil a sense of purpose inside your team. Employees will feel more connected with their squad, as well as with the business on the whole, if they are presented with a common goal. What are the company’s targets? What should your staff be aiming for as a group?

With clear directions and well-defined ambitions in mind, your team can truly thrive. Working towards shared, key objectives is what a team needs to optimise their productivity. Hence, to raise a group of high-performing people make sure to set out a well-organised itinerary for them to follow. You will be delighted with the end result!

So, what will be your next steps? From establishing clear roles and building trust to outlining common goals and valuing communication, you will be providing your team of employees with the tools they need to excel.

Unlocking Human Potential in the Workplace: How to Help Your Team Shine

Posted on July 28, 2022 | by Akeela Zahair

Having a stimulating, rewarding occupation is an essential prerogative for most employees. It drives motivation and satisfaction in the workplace and encourages workers to unlock their talent in an effective manner.

As a manager or business owner, ensuring that your team members have the chance to unleash their potential is crucial. Not only will it benefit the well-being of your hard-working employees, but it will also boost the productivity and efficiency of your organization.

Here, with Dominic Fitch, Head of Creative Change at Impact International, we take a look at some tips that will allow you to maximise people’s skills and qualities, helping and educating companies that are truly want to make their workers shine.

What are we doing wrong?

In 2021, 48% of American employees were actively job-hunting and keeping an eye open for more engaging opportunities. In May alone, about 3.6 million US workers resigned, registering a record-high number of unfilled roles. Disengagement, as well as people’s inability to showcase their true worth, were – and still are – among the driving factors of this daunting trend.

So, how are businesses failing to unleash human potential? Firstly, it is important to highlight that most people crave goals and purpose. If employees are working in an organization that does not provide them with personal missions and targets, they are bound to lose interest in the (not so) long run. What this also means is that, if your team is not dedicated and lacks motivation, there is a good chance it will not operate to its full potential.

Moreover, being constantly on the receiving end of decisions, processes, and assignments can repress people’s creativity. Of course, it is normal for managers and business owners to instruct their employees on specific tasks to carry out. However, depriving them on a regular basis of some much-needed autonomy can be detrimental, and hinder workers’ personal qualities.

Another mistake that organizations tend to make is to neglect training and development opportunities for their people. Who knows what incentives a learning course in digital software or proofreading can spur in your employees? Failing to nurture your team’s hidden skills can limit both your workers’ and company’s ambitions.

Unchaining your team’s potential

It is fair to say that managers and directors should always proivde guidance and support, so that their employees can perform their duties in an adequate way. Therefore, if you are hoping to get the most out of your skilled workers, you may have to consider a leadership transformation. What can you do to favour and unlock your workforce’s talent?

Explain the reasoning behind tasks

There is no hiding that, from time to time, your team will have to deal with uninspiring assignments. It is likely that your employees will act professionally and complete the task without complaining, but there is a chance that they will struggle to find the motivation to perform the job with creativity and enthusiasm.

Make sure to set aside some time to explain and guide your people through tasks, highlighting the reasoning and usefulness of specific assignments. Not only will it provide them with a clear goal and objective, but it will also shine a light on the importance of their contribution. Furthermore, it will offer you the opportunity to reinforce the organization’s mission and vision and help your employee feel like they are a fundamental part of the company’s ambitions.

Nurture relationships and schedule one-to-one meetings

How can you unleash a person’s potential if you do not know ‘what they’re all about’? Some may have a soft spot for writing, while others could have a strong interest in computing or maths. Ultimately, the best way to discover your employees’ hidden skills is to get to know them personally.

Regular one-to-one meetings, for instance, could serve your purpose just right. They offer the perfect platform to provide feedback on their overall performance, strengthen your personal and professional relationship, and learn more about their passions. As a result, you can confidently assign the right tasks, goals, and incentives to the best-suited worker.

Furthermore, advocating for social relations within your organization is an excellent move to help everyone embark on a shared and common project. You can enhance your team’s sense of belonging and improve both their proactivity and creativity.

Compliment and reward

If a team member has achieved a remarkable result or has exceeded their personal target and your expectations, make sure their success is celebrated. It only takes an acknowledgement, a pat on the back, or some words of appreciation to boost your skilful employee’s morale.

If you would really like to reward your deserving employee, you could also repay their efforts with some exclusive incentives. Do they like soccer? Offer them a ticket for an upcoming match. Are they into plays and theater? Treat them to a seat in the auditorium.

Compliments and recognition can stimulate people to keep up the good work and incite them to showcase their full potential.

Train your workers and create internal opportunities

As previously mentioned, overlooking people’s professional development will hinder both their career and the company’s progress. Training is a vital tool to further employees’ knowledge, enlarge their skillsets, and reveal undetected qualities. Gaining new competencies makes jobs feel more worthwhile, and prepares workers for higher achievements and greater performance.

What’s more, as your team members absorb new notions and professional tools, they may seek to tackle diverse challenges. Why should a talented employee be blocked within the limits of their role description? You may want to consider offering unusual, interesting assignments from time to time to satiate their curiosity and versatility. More often than not, people put a lot of effort and dedication into tasks that appeal to them. Providing them with enticing assignments can actively unchain their creativity.

Everyone has an array of skills and qualities that can drive their career in the right direction. How can you make the most of people’s true potential? From training and curating relationships to pinpointing objectives and acknowledging success, you can unleash your team’s talent and benefit the productivity of your business.

Why Leaders Need to Take Holidays for Personal and Professional Benefits

Posted on July 27, 2022 | by Akeela Zahair

Why do holidays exist? Traditionally – people took holidays to celebrate events of religious or cultural significance, and they were seen as an opportunity to connect us more closely to our family and community.

Today taking our annual summer holidays can give us time to relax, get away from our normal working environment and have a change of scene. Yet many leaders are reluctant to take a prolonged period away from work and find themselves checking emails by the pool or taking a call whilst they are wandering round a shopping mall with their family. This means they never properly switch off and relax to allow their brain to recuperate and get away from the ongoing stresses of a day job.

Changing perspective can encourage creativity

When we take the opportunity to have a change of scene it gives the brain a chance to be creative. Some say that’s why they do their best thinking whilst taking a shower. When we are relaxed, with no problem to focus on, we can allow our natural creativity to emerge, and allow our brain to make connections that we were not aware of before.

Businessman Nick Woodman decided to go on holiday to get away from it all after his business failed, with the hope that it would give him inspiration as to what to do next. It was doing the activity he loved that gave him the idea for his next venture when he realised, he wanted a wrist held camera to capture his surfing exploits. That idea eventually turned into Go Pro.

Enabling others to step up

Stepping away from the helm for a period, gives others in the team a chance to step up and gain valuable experience. It’s worthwhile particularly when planned well in advance because it may be that there are elements of a leader’s role that subordinates can take on, without the full-blown responsibility of the entire job. With some preparation beforehand, and reflection time afterwards, a forward-thinking leader can help guide a high-potential employee to use the experience to advance their decision-making capabilities, and gain insights into senior leadership.

Sometimes leaders are reluctant to do this because they are fearful that it will reveal their own inadequacies or put talented individuals into the spotlight. It takes a strong confident leader, to have one eye on succession planning and to build a team around them that have the potential to ultimately take over at a senior level. However, ultimately that will build a more sustainable future for the business.

Building stronger bonds and connectedness

Finally, many leaders use holidays as a time to relax with family and friends. Creating these shared experiences is a wonderful way to build stronger bonds and connections with loved ones. It’s important to be able to be ‘present’ and to taste the food you are eating, listen to what others are saying, and to see a holiday as a chance for an adventure. Many older people reminisce about trips they took with their family when they were younger, and these shared times together are meaningful. Rather like saving money in a bank account, investing time with people you trust and enjoy the company of, can bring a positive return when there are times of stress later in life. It’s those folks that are more likely to reach out to help or provide support if a leader finds themselves in need. Friendships and family time can be priceless.

Sue Stockdale is an executive coach supporting CEOs and senior leaders in some of the world’s top companies, and author of EXPLORE: A Life of Adventure. For more info www.suestockdale.com

San Diego-based Jason Hughes Reveals Secrets to Senior Brokers’ Success

Posted on July 25, 2022 | by Akeela Zahair

San Diego executive Jason Hughes co-owns one of the most sought-after tenant representation companies in the nation. He says a major force behind its success is the commitment from his team, especially his brokers.

With more than 30 years of industry experience, the San Diego-based businessman says he’s been fortunate enough to work with the best brokers in his field. He says that the average broker at his firm generates more than $1.9 million per year, which is nearly 20 times higher than industry counterparts.

Jason Hughes states all of the brokers that join his team end up seeing his company as a beacon of light in an otherwise challenging industry.

“Brokers who have joined our company from other firms in the industry universally say that our company is beyond what they could have ever had hoped for,” he reveals. “That’s extremely fulfilling for us because it’s proof that we are changing the industry. We’ve created an amazing company for brokers to excel beyond their wildest dreams without the drama and internal competitiveness seen at most companies, while also taking tremendous care of their clients in the process.”

Why Company Values Matter in San Diego and Beyond

Jason Hughes believes in his brand’s core values, which he helped craft with his original team during a meeting in San Diego. Building lasting relationships based on trust, pursuing growth and learning, and maintaining proactive communication are just a few of the values that made the list.

Jason Hughes frequently addresses what’s most important to the team at meetings, and core values consistently come up.

“I’ve often been asked what the secret is to success in the brokerage business,” Jason Hughes says. “The obvious answers are intelligence, ambition, charisma, and work ethic.”

Jason Hughes acknowledges that it takes more than that to get to the next level. He says it takes innovative thinking — and a common mistake senior brokers make is a lack of innovation. Many times, senior brokers fail to empower up-and-coming brokers — supporting the antiquated thinking that younger brokers have to “pay their dues” before success — and it can create a negative vibe in a company. At his San Diego headquarters, he asserts that keeping team members motivated is always a priority.

“To those highly talented freshmen brokers, I say: Don’t let the seniors hold you down,” Jason Hughes suggests. “If your current company doesn’t embrace your enthusiasm and energy to reap large financial rewards, penalize them by going somewhere else.”

Jason Hughes notes that it’s essential for senior brokers to avoid getting a sense of entitlement after spending years in the industry, and that they shouldn’t equate tenure with industry superiority.

The San Diego CEO adds age shouldn’t even play a factor in a broker’s success.

Jason Hughes Reveals How Senior Brokers Can Remain Relevant

The San Diego leader declares that mentorship is paramount. Jason Hughes recalls the mentorship he received when he was younger that made a huge impact on his career. When he was in the ninth grade, he was paired with a commercial property broker for an interactive career day of sorts. After touring various buildings with him, Hughes admits he was immediately attracted to the field. It ultimately inspired him to go into the industry full-time after graduating college.

He also lives by the quote: “Success is not an entitlement. You need to earn it every day.” His company’s meetings end with this adage, which he got from one of his business heroes, former (and now returning!) Starbucks CEO Howard Schultz. Hughes has read all of the billionaire’s books, and he and his family had the opportunity to meet the storied entrepreneur in person for a private two-hour meeting at the coffee giant’s Seattle roastery.

The meeting led to him receiving life-changing advice on proceeding with company decisions after asking the simple question: “Will this make my team proud?”

Jason Hughes is extremely proud of his team and refers to them as “the secret sauce” in what has made his firm extraordinary. During team meetings, which he opts to hold in an office living room or at a giant farm table in lieu of a traditional conference room, he likes to ask his team members what they’re most excited about or what’s energizing them at that moment. Ensuring his team feels supported in pursuit of personal growth is another core value of his mission.

As Jason Hughes continues to take his brand, which started in San Diego, onward, he remains focused on reminding senior brokers not to get complacent and that a strong work ethic is still the driving force behind every successful broker.

“There is no free lunch in this business, regardless of how long you’ve paid your dues,” he says. “The top talent is embracing innovation. Without it, the end is near.”

Powerful Workspace Management Software for a Tech-Powered Hybrid World

Posted on July 22, 2022 | by Magdalena Lew

In what is now a hybrid work world, Proximity provides simple, powerful workspace management technology to improve the way people collaborate and work. Businesses and coworking spaces use the industry-leading Proximity platform to manage their workforce, provide easy building door access control via smartphone, reserve meeting rooms and desks, control Wi-Fi, and more. In light of Proximity’s CEO Josh Freed being named Most Influential CEO, 2022 – Colorado, the USA, we take a closer look at the work he and his team do.

Josh Freed has been CEO of Colorado-based Proximity for five years, and alongside his team, built a platform designed to solve a common problem: the need for a solution to manage workspaces. As workspaces increasingly shift to hybrid models, organisations are tasked with managing the office experience for employees who may no longer have a dedicated office or desk where they work each day.

Proximity’s flexible workplace technology has become critical for organisations looking to execute their return-to-work plans with today and tomorrow in mind.

“Where and how we work is becoming more flexible and more distributed,” says Josh. “In this evolving work world, technology is a crucial component to ease the burden workspace managers are facing as they struggle to allocate space and understand when, where, and what employees are actually showing up to an office.”

Back to the beginning

Josh and his team originally built the Proximity platform because they needed a solution to manage their coworking spaces. After more than a year of searching for a solution, Josh’s team came up dry. No platform offered an integrated solution with powerful features, or was easy to use – much less at an affordable price. So they set out to build their own system. That was the whole plan. But it didn’t quite work out the way they intended.

Other spaces started to hear about the platform (they hadn’t even named it yet) and the team realised that maybe they weren’t the only ones who needed a better way to manage their coworking spaces. So, the team got to work and launched the Proximity platform and quickly grew their network to over 400 connected coworking spaces.

Then, the pandemic hit

The pandemic resulted in a sudden acceleration of flexible and remote work practices for thousands of companies and millions of workers. As a result, companies started to seek long-term solutions to manage this unfamiliar mix of remote and in-office employees.

And while the rush to figure out “the new normal” was happening, and while the world was feeling less connected and more scattered than ever, Josh knew Proximity could provide a solution for businesses and offices that were trying to keep up.

“We had the technology, so we quickly made the decision to expand and help bridge the gap for the thousands of businesses attempting to navigate their distributed workforce during the pandemic,” says Josh.

So, with some research, a few adjustments, and a lot of coffee, Josh and his team opened up Proximity to businesses looking for easy-to-use technology to manage their flexible office space and hybrid workforce.

Proximity today

The Proximity network is exponentially growing and continues to help businesses and coworking spaces streamline their day-to-day operations. They also offer flex space software options for those who want to meet the inventory demands of an evolving workforce and turn their commercial real estate assets into flexible workspaces.

Beyond and behind the Proximity platform is a group of people who truly, genuinely care for the company’s customers. Josh says, “Our team has such a unique form of balance, patience, accountability, and kindness, and I cherish all of it. I’m not sure how I got so lucky every day to work alongside the amazing people behind Proximity. One common internal theme is how grateful we are for the people who make up this team. Proximity really is an incredible mix of something special.”

“We’re inclusive, we’re generous, we’re accessible, we’re genuine, we’re creators, we’re innovators. We are Proximity.”

He goes on to say, “The laughter you can have alongside the people you work with is truly an amazing gift. It has been such an honour to lead this company and cherish so many moments.”

Proximity is growing and hiring for a number of positions. And when it comes to recruiting new talent, Josh shares his promise: “You will be seen, valued, and respected by everyone at Proximity. We challenge and encourage and create runways for professional growth.”

Josh and his team now have their sights set on the future, where they have some exciting new partnerships in the works, as well as some really exciting new features that will be launched soon. Stay tuned!

For business enquiries, contact Josh Freed from Proximity Space via email – [email protected] or on their website – www.proximity.space

Woman Standing in Front of White Board Giving a Presentation

Transformational Leadership Development

Posted on July 22, 2022 | by Magdalena Lew

Platform for Connected Leadership (PCL) focuses on clients in various industries that are serious about transformational leadership development as they need to realign their resource application in an intra- and post-pandemic changed world. Its current industries include retail, luxury goods, health and safety, government, oil and gas and alternative energies, travel and tourism, and tech. In light of company CEO, Marina van Zyl being recognised by CEO Monthly as CEO of the Year 2021 – the United Arab Emirates, we got in touch with her to learn more.

Platform for Connected Leadership aims to become a leading player in leadership development, driving learning from others, openness of mind and co-creating a richer, more sustainable world. PCL believes that everyone has a greatness in them and therefore follows a highly focused and concentrated learner-centric approach. Through inspiration and motivation, and by achieving a culture of connectedness, PCL enables leaders to supersede performance, and achieve greatness within.

Deriving a higher-level innovation, understanding and real-time learning, PCL creates an atmosphere where people are free to co-create through ideation. By optimising diversity in the room, boundaries are broken down and perspectives are shared and debated. That is what PCL does differently. It disrupts, and in the process, tries to make people not just better leaders, but better people.

Prior to becoming CEO of PCL, Marina van Zyl’s experience was primarily operational. She says, “As both the youngest founder and member of a very diverse team, I have had to learn to not just work cross-culturally, but also across generations of different thinking. I have learned that complexity is better served through diversity. The challenges that I face as the leader are not mine to face alone. I believe that my biggest opportunity so far has been to learn from my team and use these learnings to build a strong foundation for PCL.”

Marina is joined by a team that brings a unique blend of experience, each individual vital to the success of the organisation. The PCL culture is a positively competitive one as its people are best-in-class in their respective activities and fields of performance. As a partner, PCL is widely travelled, respected in the international arena, and has strong academic and industrial expertise, experience, and insight. As a team, its people support and challenge one another, learn from one another, and most of all, respect one another.

Marina spoke to us about how she goes about leading her team, “I have a pacesetter leadership style, setting high expectations for myself and those I work with. I drive digital transformation strongly and lead from the front as an action orientated person with a keen sense of a different futures world. I empower my team to succeed with my guidance, but not interference, taking responsibility and being accountable for decisions made and actions taken. My focus on digital transformation is what drives the strategy for PCL – a strategy that has us working towards an effective hybrid delivery approach, all coordinated to achieving our aim of being the ultimate connected leadership development platform of the future.”

Speaking about her own career, Marina said, “I do not view my current success as a steppingstone in a career, but rather as an embodiment of who I am and what I believe in. Apart from typical skills improvement initiatives through practice and theory, I intend to develop myself further by immersing myself even more in the culture of the region, which in itself offers such a great canvas of personal development and contribution.”

Regarding the future of PCL, Marina plans to optimise the diversity she has within her leadership team, being that of different experiential backgrounds, fields of expertise, and societal interactions. She said, “As a multi-cultural, gender-equal organisation, I plan to use our values of respecting diversity and our intent of learning from one another to keep on promoting a message of discovering your inner greatness as a leader into the region and beyond as we continue to enlarge our footprint globally.”

For business enquiries, contact Marina van Zyl from Platform for Connected Leadership via email – [email protected] or on their website – www.pcllearning.com

Rob Pike, CEO of Cyemptive Technologies Inc

Cybersecurity CEO of the Year (USA): Rob Pike

Posted on July 20, 2022 | by Magdalena Lew

CEO Monthly’s Global CEO Excellence Awards 2022 showcase the stories of the brightest and best that leadership around the world has to showcase. In the emerging world of cybersecurity, bold ideas and the confidence to try something new is vital to success. Under the guidance of Rob Pike, Cyemptive Technologies Inc has positioned itself at the forefront of this evolving market. We caught up with Rob in order to take a closer look at how the firm has managed to lead the way and secure incredible success.

We need to change the way we think to match the unique challenges of the digital age. Digital solutions are an inherently disruptive technology, and as they begin to play more of a role in the way that we live, we need to know how best to tackle the difficulties that arise as a result. Most organisations have digital technologies at the heart of their businesses, meaning that bad actors can have a devastating effect in short order. The challenge is not simply to handle these bad actors when they arise, but to anticipate and negate their efforts.

The approach of Cyemptive’s team, therefore, has been to do something different to the rest of the market. In a world of cyber-attacks, their attitude has been to provide technologies and solutions that anticipate the difficulties ahead. The team’s patented technology has been proven to deliver an alternative, disruptive approach to security. Organisations being hacked are the new normal for the world at large, and must be countered effectively from the very beginning of the process.

No one understands this better than Rob Pike, CEO of Cyemptive Technologies. Rob’s background is in changing the world through technology, working with companies at the highest level. “Prior to founding Cyemptive, I served as Chief Strategy Officer at Hitachi Data Systems in Japan, where I invented Hitachi’s UCP cloud platform,” he tells us. “Prior to that, I was with Microsoft, serving in a variety of capacities culminating with Virtualisation Architect, where I invented an internal cloud solution.”

This incredible background provided the ideal basis on which to work on a range of start-ups, holding patents in servers, storage, networking, monitoring, security and management. It was whilst working in this environment that Rob discovered many businesses were suffering because of compromises in cybersecurity – including his own! “After developing a Search Engine Optimisation (SEO) platform, we suffered from many cybersecurity compromises using the industry’s top hardware and software solutions,” he explains. “Realising nothing could protect against the onslaught of attacks, we set out to create a platform and suite of solutions that actually could; Cyemptive was born.”

Cyemptive has taken a completely different approach to the rest of the industry. “We have experienced a high level, constant flow of hackers seeking to compromise us to understand our approach. We have constantly analysed our attackers to adjust our technology to ensure all hacks are pre-empted,” Rob informs us. “There have been years of constant back-and-forth of us getting hacked and then improving. I would have to say that the turning-point was probably during the last twelve to twenty-four months when we started to see that we have actually shut the door, and hackers are not getting past our unique, patented protections. That really turned the corner for us, the day we finally did it. It was a very exciting day, I will tell you that!”

The continued success of Cyemptive Technologies comes from this attitude of constant evolution. There is no singular part which is ever satisfactory when it comes to tackling a changing threat. The team’s solution, therefore, is a full suite of end-to-end solutions protecting the network, perimeter, applications, infrastructure, data/file sets, endpoints and the public cloud. The suite includes, but is not limited to a Perimeter Fortress, Web Fortress, Zero Trust Access, File Service Fortress, Endpoint Fortress, Cloud Fortress and a powerful Enterprise Scanner, making Cyemptive the ultimate cyber defence for enterprise companies seeking to truly lock-down their security.

With such a range of different products on offer, the parameters for success must be clearly defined across the board. As such, Rob has focused in on four separate elements to perfect cyber protection for his customers. “First is people, second is technology, third is service, and fourth is scale,” Rob tells us. “We have nailed the people, the technology and the service, and are currently focused on continuing to scale. In particular, the strength, innovation, overall knowledge, and relentless contribution from the team surrounding me has been instrumental in making the dream come true.”

Building a team that can achieve the vision that Rob has had for Cyemptive was by no means straightforward. He worked tirelessly to bring together a host of thought leaders and experts in the field of cyber-security. These are people who know the importance of good cyber-hygiene and are committed to offering a comprehensive cyber-protection level that no competitor can match. “I believe in surrounding myself with the right people, placing them in the right seats, and then empowering them to execute at the highest levels,” Rob explains. “That being said, effective empowerment requires alignment on what we are seeking to achieve plus a structure to guide us.”

For Rob who has always had new and bold ideas, Cyemptive has allowed him to run with a concept that is genuinely disruptive. His idea is one which has evolved from people’s needs, but is entirely different to anything else. “I have been a disruptive thinker as far back as I can truly remember,” he tells us. “Focusing disruptive visions into real-world innovation is what I strive to accomplish.” Anyone can have ideas, but it takes tenacity and determination to transform those ideas into fully-fledged businesses.

Today, Cyemptive is his primary focus and will remain so until the vision is complete. 2022 seems certain to be an exciting period of growth for the company, with three key areas of focus for the next few months. Firstly, the team intends to continue scaling the company using their existing suite of integrated end-to-end solutions, secondly, they intend to introduce an entirely new cloud-based security solution utilising their unique, patented cyber technology and thirdly they are looking to finalise a partnership with a large, global firm to prepare to fulfil the initial vision of Cyemptive – that of making the world cyber safe.

Rob is prepared to take on these challenges as they come, but it would be fair to say that Cyemptive is not the only solution he has thought about over the years. “I have many more ideas percolating in the back of my mind,” he tells us. “I’m ready to evolve from the idea concept, to develop the fundamental technology, and then get the right people behind it to drive another successful disruptive contribution.” For many people, the success, and sheer potential of Cyemptive would be enough. For him, it is just the beginning.

For business enquiries, contact Rob Pike at Cyemptive Technologies, Inc. via email at [email protected] or the Cyemptive Technologies Inc website at https://www.cyemptive.com.

Leaders in the Digital Banking Revolution

Posted on July 19, 2022 | by Magdalena Lew

A commercial bank working hard to make itself the innovative, customer-focused leader of the financial industry, Zanaco’s leadership team has propelled it into the spotlight over the past years. Mukwandi Chibesakunda, the current CEO and winner of the ‘CEO of the Year’ award in 2021 for the country of Zambia, has been a crucial front-runner in making this a reality, pushing the company and region towards the biggest and best innovations that the future has in store.

Zambia National Commercial Bank – now Zanaco PLC – is one of the leading commercial banks in the region. Serving its clientele with exemplary asset bases, footprints, and customer service, it has been privatized since 2007 after splitting away from the Government of Zambia and resulting in the rapid gain of shareholders, from Rabobank of the Netherlands to the Industrial Development Corporation, and the National Pension Scheme Authority. In essence, it considers itself a universal bank that provides financial services to any professional who needs it, from enterprise level corporations to SMEs, individuals, and more.

Furthermore, it wishes to enhance financial enablement and inclusion in the region, helping businesses to get off the ground and stay on the upward track towards further success. Above all else, its goal is to be the top of its field when it comes to universal financial institutions, providing finance services across all manner of sectors and industries and made possible by a motivated and exemplary team of staff. Each individual who works within it, therefore, takes great pride in their national heritage, diversity, integrity, teamwork, and excellence.

This has all been made possible by the exemplary attitude of the current CEO, Mukwandi Chibesakunda. Mukwandi is an experienced banker and outstanding professional mind, with a demonstratable myriad of skills in her industry that her clients consistently benefit from, able to achieve results in the financial services sector for every person who comes to her for help. Moreover, this excellence inspires similar hard work amongst her staff. Mukwandi believes in leading by example, with strong skills in business planning, analytics, strategic leadership, and more, allowing her to apply her background in education from the University of Zambia and Manchester Business School in order to inform Zanaco’s processes.

As a company, Zanaco has developed each of these principles over its 52 years in operation, enjoying a journey of true transformation. Working hard to make itself the bank of the future for Zambia’s professionals, its profits have been growing steadily as a result of its dedication to change, using teamwork, innovation, courage, customer focus, and accountability as the cornerstones of its operation and living by its mandate of delivering accelerated financial inclusion.

Serving the mass market and specifically managing many middle income and high-net-worth cases, its approach is one dedication to providing services that meet even the most challenging needs. Being native to the country in which it works, it has an in-depth understanding of its financial and social ecosystem, boasting a wide connective and distribution network of peers that it has developed since its inception and a staff who are both professional and tenacious. Crucially, the secrets to its success have always been the people in its corner. With a leadership team that lead from the front and take accountability as well as initiative, Zanaco’s people pulled it through the pandemic by helping it pivot to becoming a digitally focused bank, contributing to the amount of profit it was able to make by the end of 2020. Despite the challenges of the past 18 months, it has been able to continue with its aspirations to reach the top of transactional customer-centric banks by 2025, growing a strong digital footprint by making itself smarter and more efficient as it moves towards a technologically advancing future.

For business enquiries, contact Mukwandi Chibesakunda via the website – https://www.zanaco.co.zm/

How to Avoid Burnout at the Workplace

Posted on July 18, 2022 | by Akeela Zahair

Burnout because of stress in the workplace is now a diagnosable syndrome, as classed by the World Health Organisation in 2019. Research shows that nearly a quarter of the workforce suffer from burnout on a regular basis.

Symptoms of workplace burnout include stress, depression, low energy, feeling cynical about working conditions and colleagues, and physiological issues such as headaches, stomach aches, and intestinal problems. The inflation and the job market saturation are putting pressure on employees and employers alike to overwork themselves.

If you notice your employees have any of those symptoms, they’re likely suffering from burnout. This can significantly affect their well-being and productivity and result in absence from work.

Here is how to manage stress in the workplace, helping your business thrive.

Manage the volume of work

According to a survey conducted by CIPD, 59% of the respondents have identified volume of work as the top stress factor.

This doesn’t mean you have to drastically reduce it, as the low workload can lead to reduced alertness, lack of attention to detail, and boredom. Overload, on the other hand, can result in slower task performance and errors.

As an optimum solution, delegate the workload fairly across all team members. If there is too much work but not enough people, consider hiring more. To tackle a low workload, you can introduce more tasks and merge or expand job roles.

Up your management style game

The manager within a team is much more than someone who oversees workload and performance. They’re the closest point of contact and support.

This includes personal well-being and dealing with stress in the workplace. They should be able to help employees facilitate their journey through overcoming stress-related issues.

Moreover, the manager is also responsible for boosting the team spirit and reinforcing unity and equality in the workplace. For example, if the job role entails an appropriate business dress code, the manager should ensure its adherence. This helps position all employees on the same level. Shirt and business trousers matched with formal shoes can go a long way in promoting unity and fairness.

Failing to adhere to the dress code can result in the opposite effect. It can hint at superiority, which can then raise equality issues. An adept management style can help with that.

According to the CIPD survey, 32% of respondents reported that management style impacts their health and well-being. Whether it’s you in a managerial role or someone else, make sure that adequate management training is provided.

Offer personal help

Not all stress that employees experience is work-related. The CIPD survey shows that relationships and family issues can trigger 25% of the respondents, while illness or health issues were a cause of stress for 22%.

While it’s not your responsibility to deal directly with employees’ personal issues, they can significantly impact their performance and your business. What you can do is support them by offering psychologist sessions and employee assistance programmes.

Develop a good company culture

Good company culture is at the heart of any successful business. It entails initiatives and benefits that promote employees’ well-being and foster relationships at work. The CIPD survey shows that relationships at work can cause stress for 20% of the respondents.

From yoga classes to a book club, you can introduce a range of out-of-work activities to your staff. A dedicated break room, social rooms with games and a welcoming interior design can also help staff unwind, recharge, and bond with each other.

Taking the right steps to reduce stress in the workplace and facilitate a healthy work environment is critical to avoiding staff burnout. You want to work in an environment that’s stimulating and enjoyable, and these tips will help you achieve that.

Plotting Out Success With a Business Strategy as a CEO

Posted on July 15, 2022 | by Akeela Zahair

Plotting a successful business strategy often involves playing to your established audience. Statistics show that marketing products to your existing customers is more effective and less expensive than other types of scattershot advertising, and one of the most effective methods of marketing is through corporate gifting. The benefits of corporate gifting include:

Corporate gifts foster long-term relationships with clients by emphasizing how much you value their business.
Gifts tend to convert leads into eventual sales.
About 57% of gift recipients admit that corporate gifts impact their impression of a business.
Gifts reward the most important customers and top leads.
Gifts empower your employees to provide better service.

Instead of wasting thousands of dollars on hit or miss ad campaigns that often are ignored, choosing highly personalized gifts reward and celebrate the type of people who helped build your business.

Choosing the Best Type of Corporate Gift

Unfortunately, many corporate gift ideas miss the target by being entirely composed of gifts advertising your business instead of delivering value to your clients. The best strategy for effective corporate gifting is to determine your objective in gifting. If you want to impress clients with high-quality gifts they’ll actually use and steward a better relationship, you might consider personalized gift baskets to make a favorable impression.

The Value of Corporate Gift Baskets and Hampers

A majority of businesses send holiday gifts to some or all of their customers to show their gratitude for their business. This wonderful gesture serves as the top touchpoint when trying to impress customers with creative, elegant holiday gifts. One of the top-rated gifts is a customized gift basket or hamper, and in Australia, Hampers with Bite consistently impresses corporate clients with their high-quality foods and self-care items.

The level of customer service transcends typical suppliers of corporate gifts with exceptional presentations, delivery as promised and wide-ranging selections like gourmet food hampers, vintage wines and exceptional cheese boards. These types of gifts definitely impress corporate recipients unlike other common types of gifts.

The unique benefits of gift baskets and hampers include the following:

Holiday gifting forges stronger bonds with clients and builds long-term relationships.
Gift baskets feature a variety of products that supply something for everyone among the recipient’s family or friends
Gift baskets are means for sharing, which reinforces a reciprocal relationship with the client.
Hampers are effective gift options because they demonstrate some forethought and not the sterile anonymity and lack of thought of a gift card.
Gift hampers provide substantial products, and the containers come in handy afterwards.
Gift baskets offer myriad combinations of foods, fruit, self-care products, flowers, housewarming gifts and other possibilities.
Gift baskets can promote your brand and company effectively and tastefully.
The baskets can be tailored to fit any budget.

The demand for gift baskets encompasses a larger percentage of customers than you ever considered possible. More and more professional companies and organizations now choose personalized gift baskets as the height of fashionable gifting on a regular basis for awards shows, clients, business milestones, etc.

Ordering from Hampers with Bite

Hampers with Bite supplies all of Australia with corporate gifts of distinction, and the company also handles individual orders of gifts for all occasions. The wide selection of gift baskets is a perfect choice for customer rewards, employee incentives and rewards, group gifts, housewarmings and gifts for specialist groups like wine lovers, cheese enthusiasts, chocolate lovers, wedding celebrations and other occasions.

Hampers with Bite offers bulk order pricing, various delivery options and hampers and gift baskets designed to impress your most high-powered clients. The company provides excellent, empathetic customer service to help you choose corporate gifts, rewards, incentives or holiday gifts.