Category: Leadership

Motivated Team

How to Keep Your Team Motivated in 2024

Posted on | by Akeela Zahair

Managers and business owners have been told how to keep their employees motivated throughout the New Year after the festive break.

Business specialists at TelephoneSystems.Cloud have named five ways to keep teams stimulated and working hard throughout 2024.

Encouraging development amongst teams by offering incentives such as promotions and pay rises will remind employees of their value.

Managers should also allow for open and honest discussions to encourage others to speak about any changes or feedback they may have.

Another way to keep employees motivated is to implement new technologies and offer support in the form of training and industry tools to keep creativity flowing.

Juliet Moran, founder of TelephoneSystems.Cloud said: “After the festive break there might be a bit of a hurdle to face when it comes to getting your team motivated.

“It’s important to implement several strategies in the workplace to encourage motivation from the first day back and continue throughout the year..

“Offer active support and set annual objectives for teams to optimise workload once they’re back.

“Managers should also encourage honest feedback from their employees and actively implement any changes to acknowledge experiences from the past year that can be adapted.

“By investing in the latest industry technologies, employees will have the space and ability to embrace creativity whilst working to boost productivity.

“And by offering incentives such as promotions and pay rises to reward and recognise good work and valued employees, your team will feel appreciated and motivated to continue contributing the best they can.

“Here at Telephonesystems.cloud, our staff get a bonus of 50% of the profits every year, showing our commitment to our team and how hard they work.”

Here’s how to motivate your employees in the New Year:

1. Invite honest feedback

Sit down with your team and invite an open and honest discussion about any changes that could be made in the new year, based on experiences from last year. Create a welcoming and casual environment to encourage employees to speak freely about any feedback and new changes they would like to suggest. Take on board these observations and consider implementing them into the workplace.

2. Encourage development

Remind your employees of their value and how their efforts throughout the past year have helped to shape the company. Actively rewarding hard work with promotions and pay rises will help keep your teams motivated throughout the year and encourage them to continue contributing to the bigger picture.

3. Offer active support and resources

After the festive break, it’s important not to set expectations too high for the first few days back. Offer up active support and productive resources such as additional training and industry tools to help others get up to speed.

4. Set annual objectives

Set clear objectives for the upcoming year so employees can optimise their workload throughout each quarter and understand priorities. Setting these expectations and goals will help your team settle back into work in a productive manner whilst staying focused.

5. Implement new technologies

Consider introducing some of the latest technologies into the office to foster an efficient workspace and encourage employees to feel engaged. Bringing in innovation can boost team creativity and motivate them to excel.

business girl heads a colossal corporate company alongside the executive chief

Female CEOs Issue Less Debt Than Their Male Counterparts

Posted on | by Magdalena Lew

Female CEOs issue less company debt than male CEOs, because women are often more risk-averse than their male counterparts and therefore less likely to get the company into financial difficulty, according to new research by Durham University Business School.

The study also showed that the younger the CEO, the more pronounced the findings are, with younger female CEOs very conservative in their debt issuing, in contrast to younger male CEOs, who are more likely to rack up arrears.

Conducted by Dr Yeqin Zeng, Professor of Economics at Durham University Business School, alongside Qi Zhu, Central South University Business School, Yuxuan Huang, Hunan University Business School, and Cheng Yan, Essex Business School, the study examined the effects of a CEO’s gender on a company’s debt structure.

To do so, the researchers examined data from the S&P 1500 – the market index of US stocks – from the years 1993-2021. Using over 28,000 firm observations in this period, the researchers were able to monitor the changes in CEO appointments and over time, as well as the debt structure of each firm, and whether or not this changed dependent on the CEO’s gender and age.

The researchers found that for female CEOs, the average value of borrowed capital was 2.7% lower, as well as the average value of investing or trading in financial markets by 2.9% compared to companies with male CEOs. The researchers state that women’s risk-averse nature is likely the reason why. 

Younger CEOs, the research suggests, are more likely to have more extreme results compared to older CEOs because the potential rewards for risk-taking are higher.  This means male CEOs are more likely to take chances due to potential for a higher reward, whilst female CEOs are less likely to take the chances due to the potentially higher risks to their careers and companies.

“Over the past 20 years we’ve seen an increase from just 0.5% of CEOs in the S&P 1500 being women, to 7% in 2021.” says Dr Zeng. “Clearly it is a positive that the gender split of CEOs is on the up, but it makes for interesting new challenges for firms when they look at how their company is structured and performs. Our findings show that typically, female CEOs are less likely to get the company in debt, whilst men are more likely to be riskier CEOs”.

Interestingly, the researchers also found that the influence exerted by the CEO’s gender is much more pronounced when the level of market competition is higher, and the risk of litigation is higher too – due to the heightened risks and rewards. The researchers also found that the CFO’s gender has much less of an impact on how the firm structures it’s debt – it is the CEO’s gender that really matters.

The researchers say that these findings clearly show that gender does have an impact on how firms perform, and the decisions the wider company enacts on behalf of the CEO’s decision-making. The researchers say that this gives food for thought to companies when they are looking to hire their next CEO, giving them opportune time to manage their debt structuring too before doing so.

For more information, to speak with Dr Zeng or to receive the research paper, please contact Peter Remon at BlueSky Education – [email protected] +44 (0) 77 235 228 30.

Personalisation In Client Gifting: Making Every Gift Count

Posted on | by Jennifer Spencer

When it comes to client gifting, one size doesn’t fit all. Going the extra mile and making each present count is vital in a personalization-driven world. After all, a thoughtful, individualized gift could create a lasting impact on your clientele and improve your relationship with them.

Imagine receiving a mass-produced gift package from a company. How would you feel? Chances are, it won’t evoke any emotions or make you feel valued as a client. Now, what if you received a curated one that reflects your hobby, personal taste, or a shared experience with the sender? This shows that the sender took time and effort to choose the perfect present for you.

So, how can you ensure that your client gifting program stands out from the rest? Let’s explore some tips that’ll help you achieve it. 

1. Understand The Preferences Of The Client

Customizing your gift starts with knowing your client’s tastes and interests. Studying their preferences, favorite pastimes, and social media profiles could help you gather insights. Are they a golfer, a coffee addict, or an art lover? Understanding what makes your client tick lets you choose the best gift for them.  

For example, if your client is a coffee lover, a subscription to a gourmet coffee delivery service or a sleek coffee brewing set could make the perfect gift. On the other hand, if your customer loves golfing, consider getting a set of personalized golf balls. This considerate gesture shows that you cherish their individuality and take the time to customize your present.

2. Think Outside The Box

When it comes to client gifting, creativity goes a long way. Why don’t you think outside the box instead of settling for the same generic gifts everyone else is sending? This way, you prove that you’re willing to put the extra effort into making your present stand out.

Do this by choosing unique and memorable gifts to make an impact. Let’s say you plan to find the best thank you gifts for clients. Why not send a charcuterie board with cocktail-scented candles, gold foil matches, and wine stoppers? This set could be an excellent choice for celebrating, perfect for showing appreciation to your clients.

Another out-of-the-box option is an experiential gift. This could be tickets to a live concert, a spa day, or even a cooking class with a renowned chef. These types of gifts not only show your thoughtfulness but also provide an opportunity for your clients to create lasting memories.

3. Consider The Event

When selecting a gift, it’s essential to consider the occasion or event. Is it a milestone celebration for your client’s company, a holiday season, or simply an appreciation for their continued partnership? 

During the holidays, consider a festive present that catches the mood. Meanwhile, imagine gifting an engraved crystal plaque personalized with the client’s name and milestone achievement. It could say, ‘Congratulations on 10 years of partnership’ or ‘Celebrating USD$1 million in sales.” Understanding the event’s significance makes it even more meaningful for the recipient.

4. Use High-Quality Packaging

A thoughtfully selected gift deserves equally impressive packaging. After all, first impressions count, and quality and presentation set the stage for what’s inside.

Consider premium materials and elegant finishes, and pay attention to detail when packaging your corporate gifts. You may engrave a natural wood with your client’s logo or add a velvet lining to the inside of the box for a luxe feel. Can you visualize how the recipients would react during their unboxing experience? 

5. Add A Personal Touch

Some gifts are more meaningful when they have a human touch. Consider a handwritten letter or a personalized message to express gratitude or wishes. 

Additionally, why don’t you make the gift unique? For instance, engrave the client’s initials on jewelry pieces like bracelets or necklaces, or tech gadgets like Bluetooth speakers or headphones. This thoughtful act can make your gift stand out while making your clients feel cared for.

6. Be Mindful Of Cultural Differences

In a globalized business world, client gifting must account for cultural variances. What may be considered a nice present in one culture could be offensive in another.

So, take the time to research cultural norms and customs to ensure that your gift is respectful and well-received. Are you aware that some cultures have specific taboos or superstitions regarding certain colours or symbols? In China, it’s believed that white symbolizes death and bad luck. So, if you’re sending gifts to your Chinese clientele, avoiding this colour can save your brand from unintentionally damaging client relationships.

Mastering The Art Of Next-Level Gifting

Overall, personalization is the key to making every client gift count. Following these tips can create a memorable gifting experience that leaves a lasting impression. Remember, extra effort goes a long way toward showing your clients they’re appreciated.

Sustainable Business Leaders

How Business Leaders Can Support Sustainability and Achieve a Net-Zero Workplace

Posted on | by Akeela Zahair

Reducing environmental impact means investing in the right technology, adopting effective initiatives and ensuring employees are invested in the process.

 

Sustainability has become a major focus for businesses in recent years, with a significant goal being to achieve net zero emissions status. There are a number of ways organisations can achieve this, some more obvious than others. Key to all efforts, however, is a steadfast focus on the most energy-intensive activities – such as printing – and figuring out how to reduce their environmental impact. This is according to Kyocera Document Solutions UK.

 

Steve Pearce, Head of Marketing, at Kyocera Document Solutions UK commented: “In recent years the emphasis on sustainability in businesses has grown enormously, with organisational leaders being held more accountable than ever before. Companies are no longer judged purely on basic initiatives such as recycling, but on areas such as resource consumption and carbon neutrality, with greenwashing a common accusation for businesses that only half-heartedly commit to sustainable causes.

 

According to recent research, 77% of people are influenced by a company’s environmental record when deciding to buy from them. Steve Pearce outlines some key steps organisations must take to get their eco-credentials in order.

 

Monitor energy consumption

 

Steve Pearce: “It is important organisations thoroughly understand their overall energy consumption, particularly the impact of their most energy-intensive activities. This should cover not just the energy you consume in the office, but emissions related to things like staff commuting.

 

“It’s very much a case of every little helps here. Engaging only with green vendors for office equipment such as printers is a good way to go, particularly if these vendors are fully carbon-neutral businesses themselves. This can be combined with other popular initiatives such as cycle-to-work schemes and carbon offsetting projects. The end goal should always be to reach carbon-neutral status, and to get there you have to make sure you’re sustainable in every part of the business.”

 

Educate your employees

“Sustainability initiatives can only achieve lasting success if your employees are fully invested and on board. Consistent and transparent communication is key to this: for example, programmes educating employees on responsible energy usage, recycling and carbon neutrality should be carried out frequently.

 

“These can be linked to awareness days or weeks that promote sustainability, such as COP28, Recycle Week or World Sustainability Day. When staff understand the part they play in the push towards net zero, they’re much more likely to engage fully.”

 

Enhance your print estate

“There are countless ways organisations can build a net-zero workplace through technology, but perhaps a lesser known way to achieve this is by having the appropriate print devices and print management policies in place.

 

“Moreover, organisations can look to invest in printers that have sustainability at heart. The most environmentally friendly printers function with low energy, are made predominantly of recycled materials and can themselves be recycled at the end of their lifetime, and are built with durable materials which reduce the need to frequently replace parts. Combining all of this into a carbon-neutral managed print service – covering after-sales care, device maintenance, engineer mileage and device disposal – will make a major difference.

 

“The correct print management software not only increases document security, but enables employees to significantly reduce how much they print. For example, quotas can be set for specific staff or departments based on needs, meaning energy isn’t wasted on unnecessary print jobs.

 

“Achieving a net-zero workplace won’t happen overnight, but it is vital business leaders integrate a sustainable approach into company culture. Purchasing in the right technology and committing to new initiatives are crucial steps in reducing energy consumption, but the greatest success will come when employees are fully included in the process”, concluded Steve Pearce. 

Gender Leadership

Impactful Strategies to Plug the Gender Imbalance in Leadership

Posted on | by Akeela Zahair

According to government-backed research, nearly 40% of UK FTSE 100 board positions are now held by women, which suggests that British businesses are gradually getting female employees in higher, more influential roles.

While this is a promising statistic, it has also been found that 45.7% of these roles were in non-executive positions. So, it is fair to say that there is still significant work to do to plug the gender imbalance in leadership.

As well as hindering the career of individual women, the gender gap in leadership positions can limit a company’s potential, too. In fact, inclusive and diverse organisations are 50% more likely to make better decisions and 36% more likely to have higher efficiency levels.

With this in mind, as a business owner or HR director, what strategies can you put in place to plug the gender gap in senior executive roles? Impact, a world-leading expert in leadership development and experiential learning, shares some tips on how to start minimising the gender gap in higher roles.

 

Set up strengths- and skills-based development plans

One of the first steps you can take to tackle the gender imbalance in your senior board roles is to put professional, strengths-focused plans in place for emerging women employees. 

Generally, women are more likely to undervalue or underestimate their potentialities than men, meaning that they might find it trickier to self-promote themselves and express their true worth.

So, in this respect, setting up development plans that aim at identifying and leveraging people’s capabilities is an effective way to recognise individuals’ strengths.

As well as offering a platform to enhance their competencies, these plans should also include consistent, 360-degree feedback. This will help you spot your employees’ strongest assets and determine any areas for growth as future leaders.

Skills- and strengths-based development plans, in turn, can also boost women’s confidence and trust in their abilities. And thanks to increased self-awareness, they might be more likely to stand out and push for the higher role they deserve.

 

Educate senior executives about the importance of leadership diversity   

As a business owner, you should consider sharing with your seniors the wide range of benefits that come with having a diverse board of leaders within the company.

For example, diverse leadership can help attract new talent from all backgrounds and walks of life, as candidates want to see themselves represented at the top level. This way, as an organisation, you have a better chance to find the best fit for the role.

What’s more, diversity in leadership is crucial to retaining valid employees who are currently facing challenges. In some instances, female higher-ups might be able to relate better to women in their team and identify more adequate ways to improve work satisfaction and minimise turnover.

So, educating your current executive leaders about the importance of (gender) diversity in leadership can benefit the company.

With a more diverse and inclusive range of individuals in executive positions, you can ensure your staff is as happy as can be, which will then help drive your organisation forward.

 

Review paternity leave policies

Where possible, think about reviewing your internal paternity leave policy.

As things stand, employees on paternity leave in the UK are entitled to two weeks off work, but this doesn’t prevent companies from offering the new parent a more generous policy.

As well as allowing the new dad to spend more precious time with their baby, this can benefit the mother in a number of ways, both personally and professionally. In fact, it can have a positive impact on the fair advancement of women’s careers, as longer paternity leaves allow both parents to flexibly share their childcare responsibilities.

More balance in childcare duties can help ease the pressure on women, meaning they can allocate more time and energy to focus on progressing in their role and climbing the company ladder.  

 

Tackle gender bias in leadership recruitment

Another method to plug the gender gap in leadership and promote more higher-up opportunities for women is to actively tackle bias in the recruitment process.

To do so, provide your recruitment team with ample training on the existence and dangers of unconscious bias. This should cover anything from stereotypes to the importance of diversity in the workplace.

You may also want to consider standardising your job description. In what way? For instance, you could use gender-neutral language, focus on required skills and experience, and reduce references to gender-specific traits.

With a few tweaks in your recruitment process, you will be able to attract a wider pool of talented candidates and encourage more women to apply for leadership roles.

Office Culture

Creating a Thriving Learning Culture: Four Obstacles to Overcome

Posted on | by Akeela Zahair

Embracing a learning culture in the workplace is a great way to help your business and people thrive. When companies get this right, it is estimated they are 92% more likely to be innovative and 37% more productive.

That said, there is no hiding that implementing organisational change by bringing in a learning culture can come with its challenges. For instance, you may find that some employees resist change at first, which can slow down the process and damage the team development.

As a manager or business owner, what are the barriers you might face when trying to create a thriving learning culture?

Here, Dominic Fitch, Head of Creative Change at team development specialist: Impact, identifies some of the frequent obstacles to employees’ personal and professional growth while highlighting ways to overcome these hurdles.  

 

Lack of support from leaders and managers

For team members to appreciate the importance of continuous learning and professional development, it is crucial for managers and seniors to support them throughout the journey.

Dominic Fitch, Head of Creative Change at Impact, explains: “The reality is that, if there’s a lack of guidance from leaders, employees might fail to understand the benefits of merging work-related learning opportunities with their day-to-day tasks.

“Continuous learning is a fundamental aspect of work life, as it allows people to enhance their skills and improve both on a personal and professional level. But without adequate mentorship, team members may be missing out on this opportunity, which in turn can hinder the efficiency and productivity of your business.

“So, leaders and managers should always act as role models, promoting the advantages of continuous learning and taking time to allocate resources for training programmes.

“What’s more, you may want to consider being involved in learning and training sessions, too. By showing active and genuine interest in the development of your team, you can empower your employees to invest in their growth and foster a successful learning culture.”

 

Limited time

53% of workers in the UK feel overworked due to packed schedules and hefty workloads.

With so many tasks to carry out during their shift, many employees often have little time to focus on learning activities and professional development. And especially with strict deadlines and targets to meet on a daily basis, they might feel obliged to prioritise scheduled work over training opportunities.

Of course, it may not always be possible to postpone urgent tasks, but it’s the manager’s responsibility to find ways to ensure their team enjoys much-needed learning opportunities. One solution could be to reserve specific slots each week for training purposes only.

This means that, say, on a Wednesday morning, employees will know that they are booked for learning activities. This way, they can confidently concentrate on enhancing their competencies without having to worry about neglecting other impeding tasks.

 

Poor or insufficient resources

Another significant barrier to creating an effective learning culture is not having access to valuable resources. Without the relevant tools, books, documents, seminars, or webinars, what are your people actually going to learn?

The truth is that unless your employees are equipped with adequate training materials, they will find it challenging to keep up with innovations and industry trends. As well as limiting their potential and skills, this can have a negative impact on the company’s overall performance.

To nip the problem in the bud, invest in tailored learning resources, including training platforms, digital libraries, and online courses.

Yes, it’s no quick fix, and you may have to set some money aside to build your portfolio of resources. But don’t worry – it will be worth it in the long run. In fact, it will provide you with an increasingly skilled team that can drive your organisation forward.

 

Resistance to new processes and change

Let’s be honest – not everybody has a soft spot for change. 62% of UK employees, in fact, admit they don’t like leaving their comfort zone.

Once people are familiar with existing processes and are happy with their current knowledge, they can be reluctant to adopt different tools or methods. This could be because they worry about failing or being unable to keep up. Whatever the reason, if your team is resistant to change, it can threaten the smooth introduction of new training activities.

So, what can you do to prevent this? The best medicine is clear communication. As a leader, it’s important that you guide your people through new initiatives, underlining how these changes will benefit them in the short and long term.

Also, encourage your team to share any concerns and address them individually. This will allow you to highlight the advantages of your new learning culture and, in turn, help reduce people’s worries and scepticism.    

Corporate Party

Unique Corporate Experiences to Thank Your Team

Posted on | by Akeela Zahair

At the end of a productive year and with next year’s blank calendars ready to be filled up, it’s a good time for CEOs and managers to consider new ways to thank their employees. 

While you might be looking forward to hosting a Christmas Party to celebrate shared achievements, unique corporate experiences that bring teams together are another great way to reward staff for a job well done. So, let’s explore the real value of corporate experiences and thanking employees at any time of year.

 

Creating a positive workplace culture 

Most employees are thankful for any company gifts they receive and value the investment their managers make in them. Employees like being appreciated for their dedication, hard work and any team or personal performance goals reached. CEOs who invest in staff and create a people-centric workplace generate a positive company culture. A leader who directs their time and efforts into valuing employees (also known as ‘people enablement’) is recognised by 90% of organisations for being a successful strategy to adopt. This is because rewarding staff enhances productivity and reinforces the positive and healthy workplace culture you’re after. 

Ideally, CEOs should invest their energy, resources and finances into creating a cohesive workforce with colleagues who work well together professionally and are onboard personally. Therefore, instead of giving employees a box of chocolates or a gift voucher, planning team-building activities throughout the year is a far more effective way to build such a culture. 

 

Carefully considering experiences

Consider rewarding employees with thoughtful corporate gift experiences. Perhaps this can be a team-building activity that relates in some way to your business sector, such as tickets to a stadium, sports match or business with a sporting focus. You might want to think about an experience that aligns the creative skills or talents of individuals who work within your company. Arrange a new experience such as a mixed outdoor day of activities, which will naturally encourage teams to work together participating in games they have never tried before. This can become really engaging, whilst also promoting problem-solving skills. In addition to being an entertaining excursion outside the office, team games also spark competitive fun and challenge people to learn new skills.

Alternatively, you can plan a corporate gift for your employees that aligns with a particular focus your company has, such as boosting the mental and physical health of staff with regular exercise. If you are keen advocate of a healthier work-life balance, a health club membership will promote wellbeing and encourage staff to get together in a healthy environment outside of work. This key policy can benefit your business and your employees in the long-term.

 

Being visible and fostering personal connections

Once you have planned a corporate experience, it’s important as the CEO that you attend in person. With the increasing number of hybrid and remote workers in today’s companies, people value knowing they have a visible leader who interacts on a personal level. The act of joining in corporate events demonstrates that you are interested in engaging and socialising with every member of staff in the business.

If you are there in person, you’re also welcoming colleagues to approach you, talk to you and open up personally in a way that virtual meetings don’t allow so easily. Being together physically also creates more memorable shared experiences compared to virtual activities. A corporate event is a great opportunity to bring senior board members together to have a strategic business meeting in an informal and collaborative setting. 

 

Boosting morale and uniting diverse teams

With the UK’s current cost-of-living crisis it is more important than ever to lift your employees’ morale with a gesture of thanks. Corporate experiences are a great way to boost morale between your teams following a busy year. They provide a healthy change of environment and routine from an unbroken schedule of regular work. 

When planning your unique corporate event, be mindful to plan an experience that respects every member of staff and appeals to your diverse workforce. In this way, you’ll bring together colleagues who have a unique set of values, education and backgrounds. As a CEO, your role is to bridge differences, foster relations and build collaboration within your teams. Events that celebrate cultural differences such as insightful speeches or gallery visits can successfully promote interpersonal connections to unite and motivate each and everyone of your employees. When remote work prevails amongst businesses, these ongoing efforts to forge interpersonal connections are more valuable than ever.

 

Planning sustainable corporate experiences

Today’s forward-thinking companies are putting their focus into organising charitable corporate experiences and sustainable initiatives as part of their social responsibility strategies. Depending on where your business is based, check online for any eco-friendly corporate ideas and initiatives that your company might want to join during the year. From volunteering programmes that allow employees to give their time to local causes, to sustainable talks on how your business might reduce its environmental impact, organisations are finding unique ways to give back. These might include voluntary initiatives like beach cleans or litter picking.

Charitable corporate events with ethical values and an environmental conscience are valued by your current and prospective employees. In a report, 52% of workers stated that environmental and social initiatives at work have a significant impact on wellbeing in the workplace with the majority agreeing that volunteering on a regular, fixed basis would enhance their well being. This highlights how employees value businesses with an eco-friendly agenda.

 

Sharing successful events to elevate your reputation

While the corporate event is valuable on the day, if you have taken photos or videos of the event, sharing post-event images and news of the experiences is a great way to promote your business. You can share reviews of the event on company-wide platforms and in communications made across internal and external newsletters for months afterwards.

News of your corporate event is a healthy way to engage with employees and external customers. Sharing details of the event is a good channel to announce changes in your organisation, product launches as well as promoting your company’s positive culture and friendly reputation to prospective employees. Likewise, for candidates applying for new roles in your company, seeing news of your sustainable corporate experiences will appeal. 

 

Corporate experiences can be an impactful way for CEOs to reward staff for their loyalty and hard work while creating a positive company culture. Whether it’s a team-building activity aligned with your business goals, a chance to unite diverse employees, or a sustainable initiative that gives back, shared corporate events lift morale and foster connections. They also enable you to elevate your company’s reputation to a wider audience to attract new business and talent in the process. 

Concentrated diverse businesspeople sit at desk talk brainstorm at office meeting using laptop

Five Ways to Support Employees with Chronic Pain

Posted on | by Magdalena Lew

By Dr Glenn Mason, Senior Clinical Lead and Counselling Psychologist, Onebright

Most people experience physical pain at some point in their lives, but for some, it can be debilitating and make day-to-day life difficult. 

Chronic or persistent pain lasts longer than three months and is now classified as either chronic primary pain or chronic secondary pain. New research has shown that chronic pain can be linked to trauma as trauma can lead to alterations in pain perception and regulation. As an employer, it can be helpful to bear these connections in mind so you can best support an employee.

Chronic pain affects some 28 million people in the UK and the impact on business and the economy is significant as it can lead to absenteeism and, in some cases, a complete withdrawal from work altogether. This corresponds with government data which shows that there was a 31 per cent increase in back and neck issues and a 22 per cent increase in mental health conditions keeping people off work between Q2 2019 and Q2 2022.

 

How can chronic pain make employees feel?

Individuals can suffer from disturbed sleep, fatigue, low mood, anxiety, stress, depression, lack of focus, as well as having no work life balance and side effects from medications to manage the pain. In fact, research shows, although varied in their findings, that up to 85 per cent of people with chronic pain experience depression.

Individuals with chronic pain often worry about what people at work think about their condition, especially if they need to take a lot of time off or they are struggling to manage tasks, and this can lead to fear of losing their job. For some, the impact on their mental health can be so big that stop work. 

 

Five ways you can best support employees with chronic pain?

There are many ways you can support employees, but here are five initiatives you can implement to help employees manage their pain at work.

 

Communicate, communicate, communicate

Having a range of communication channels available for employees creates an open culture and one where employees feel empowered to speak out about their issues. Create a culture that reduces stigma and anything an employee says should be met with compassion and kindness – whether that be to a line manager or a mental health / physical first aider. Be honest and ensure the individual feels supported and listened to.

 

Adapt the individuals role

It is important to keep people in work as this not only helps an individual’s mental health but their physical health too. Speak with the person about what they feel comfortable doing at work and look to adapt their role to suit their needs – put plans in place to help the individual continue to develop their career and feel valued. Being flexible about taking time off for medical appointments and having more regular breaks will also be appreciated.

 

Training for leaders and line managers

Implementing training to help leaders and line managers understand what chronic pain is and how it can impact an individual can help reduce stigma in the workplace, as well as help employees feel more understood. It can also help you to put the right support in place. If a senior leader or manager has chronic pain themselves, it can be good to showcase their story and how they work.

 

Check a workstation is set up correctly

If an employee with chronic pain is working in an office or at home their workstation should be set up to ensure their body is well supported – whether that be their desk, chair, or lighting, for example. Every condition has different needs, so be sure to check what will work best for the employee. 

 

Waymark employees to outside support

Whilst it is great to have a supportive working environment, you cannot do it all yourself, so do way mark employees to other support outside of your organisation, such as occupational health, Cognitive Behavioural Therapy (CBT), and NHS resources. 

Diverse Directors

Diverse Directors: Insight into the Benefit of Workplace Diversity

Posted on | by Akeela Zahair

FTSE 350 businesses are paying more attention to diversity amongst their senior team candidates than ever before.

The percentage of seats filled by ethnically diverse directors has risen to 22%. When it comes to gender balance, it has been found that 54% of new board seats have been taken by women, showing that companies are moving in the right direction.

But why is workplace diversity becoming such a priority? One of the most obvious benefits is that organisations can gain precious insight from people with varied backgrounds and experiences.

Impact, a world-leading expert in experiential learning, looks at ways in which diversity can enhance a business’s operations and how it can be implemented effectively.

 

The advantages of workplace diversity

Building a diverse workplace means employing people of different genders, ethnicities, age ranges, sexual orientations, and education levels.

With a squad of workers from all walks of life, you can truly promote team development and ensure that your company is as efficient as it can be.

Here are some of the advantages of embracing a diverse and inclusive workplace.

 

Diversity boosts creativity and decision-making

In a world where creativity is crucial to stand out from competitors and other businesses, having a diverse workforce by your side can act as an important ace up your sleeve.

Dominic Fitch, Head of Creative Change at Impact, said: “People from different backgrounds can offer fresh, innovative perspectives and ideas to help solve day-to-day challenges.

“This is because they see the world in their unique way and may be able to come up with solutions or suggestions that you might struggle to think of yourself.

“Pulling from a wide range of experiences, a diverse team is more likely to make sound, educated decisions. In fact, according to studies, they tend to make smarter choices than non-diverse workforces up to 87% of the time.

“Ultimately, with workers from all sorts of backgrounds, you will have a more socially aware team that can pick up tasks in a creative, efficient fashion.” 

 

Diversity promotes open-mindedness

Communication and collaboration are some of the most important ingredients in a successful business recipe.

In a company full of people from similar experiences, education, and upbringings, there’s little consideration for opposing opinions and outlooks. This is because colleagues may often be on the same wavelength and – through no fault of their own – fail to explore more original ways to carry out a task.

Instead, being part of a diverse group means sharing different viewpoints, which can encourage people to be more open to alternative solutions and expose them regularly to new ideas.

As well as benefitting the organisation’s efficiency and performance, it can also help foster a better company culture in which team members can thrive.

 

Diversity enhances a business’s reputation

Putting diversity at the top of your agenda can also improve your reputation in the eyes of the general public. This includes anyone from current employees, potential candidates, clients, customers, and even vendors.

Why? Because if you have created a visibly diverse workforce, more people will relate and feel a stronger bond to your company, as they can see themselves represented in the business, too.   

A good reputation can spur a larger clientele, as consumers are more likely to support and deal with organisations that share their same ethos.

In short, as well as allowing you to keep your staff happy and productive, workplace diversity can give you a better chance to secure business and maximise your profits.

 

How to create a diverse workplace

As a manager or business owner, it is your responsibility to encourage a diverse workplace culture. But where to start?

Currently, 47% of employers in the UK don’t have an inclusion and diversity strategy in place. If you’re one of them or have plans to nurture your workplace diversity even further, here are some tips to take into consideration:

  • Diversity recruitment processes – One of the first steps you can take as a business is to introduce a recruitment process that allows an unbiased selection of potential candidates. This doesn’t mean that you should focus exclusively on setting up interviews with people from different backgrounds. Instead, evaluate candidates fairly and equally based on their skills and competencies. The reality is that, at times, unconscious bias can step in the way of assessing applicants on their qualities only. A good start to nip the problem in the bud is to use software that filters out candidate information, including ethnicity and gender, meaning you can concentrate solely on people’s suitability for the role.
  • Conduct diversity and inclusivity training – If you are already investing in training to enhance your team’s knowledge and skills, think about adding programmes to promote the importance of diversity and inclusivity. This will provide your people with the right tools and knowledge to facilitate an inclusive environment. In fact, there may be instances where a non-inclusive workplace is the result of colleagues being oblivious to actions that might upset or affect others.Training sessions can prevent these situations by raising awareness. They can also help managers and seniors understand each team member’s needs, making sure everyone has the opportunity to participate in business activities and enjoy their time at work.
  • Refresh any outdated policies – As society continues to evolve and diversity begins to receive more attention, now is the perfect time to review your company policies. If you’ve been open for quite some time, there are bound to be policies that are a tad outdated. So, it is a good idea to look over your current approaches and update any policies that have remained stuck in the past.
  • Allow employees to celebrate their culture – Events such as Christmas, Easter, and birthdays are well-loved occasions here in the UK. But in a diverse workforce, there may be other festivities that individuals wish to celebrate based on, for example, their religious beliefs. A great way to promote inclusivity is to put all cultural holidays on the business calendar. This doesn’t mean the whole company needs to throw a party on the day, but it will encourage and make it easier for employees from diverse backgrounds to celebrate their culture.
Meetings

The Future of the Meeting & How to Do It Better

Posted on | by Akeela Zahair

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

Excessive meetings can be a financial drain and detrimental to productivity, creativity and efficiency in the workplace. One survey found companies of over 5000 employees would save nearly $100 million per year if they reduced unnecessary meeting attendance. The recently revealed meeting calculator developed by e-commerce company Shopify estimates the cost of workplace meetings using data relating to attendees’ roles, meeting time and the number of participants to highlight how much companies may be losing on unnecessary and inefficient meetings. So is there a real problem with the increased number of meetings organisations are now timetabling and what needs to be done?

A 2023 Microsoft survey of more than 30,000 workers worldwide showed 68% of workers feel they don’t have enough uninterrupted focus time during the workday. The survey also showed that inefficient meetings are felt to be the biggest workplace distraction, followed closely by having too many meetings.  Only 35% thought they would be missed in the majority of their meetings but the fear of missing out is a real problem.  Excessive meetings can lead to decision fatigue and delay due to constant discussions and input from more people than is necessary, can be distracting, are often not the best use of an employee’s time, and affect work-life balance as workers struggle to make up time and feel overwhelmed. 

However, meetings are of course also extremely valuable for sharing information and updates, to make key decisions, brainstorm, solve challenges, help workers commit, prioritise and sticking to deadlines, build relationships, encourage inclusion, obtain feedback, to motivate and energise, and to develop buy-in to the organisations’ purpose and objectives. 

 

How has hybrid working affected meetings?

Each organisation handles meetings differently but advances in technology along with significant social changes suggest it is unlikely that meetings will ever be the same again post-pandemic. Yet some managers want to get back to the way things were, and there are big pressures in many organisations to get everyone back in the building which is being met by an equal amount of pushback. Many want to find new ways to communicate in an open forum to suit their work/life balance.

Hybrid meetings are challenging and those that are not present in the room invariably tend to miss out. There is also the temptation for those online to be distracted or to give the impression they are not really present in the meeting. Equally many feel that meetings are more effective online, as there is less time taken out of the working day for them to take place, and there is a higher chance that everyone that needs to attend can, even if they are not in the office.

Effective online meetings are aided by the use of digital collaboration tools. Cloud-based meeting solutions and technologies including virtual whiteboards, chat features, and recording and transcription capabilities increased in the workplace by 44% from 2019 to 2021. Employees are able to share updates and work together without taking the time out for a meeting.

What is clear is when hybrid workers are in the office it only makes sense that they are not using that time writing emails but being amongst peers and the team.  Many businesses got rid of real estate and now don’t have enough space for people to be at work, even before the pandemic, and lockdown forced them to make it work and speed up the transition.

 

To follow are some suggestions on how to ensure the meetings taking place in the workplace are productive and cost-effective.  

  1. Focus on outcomes, actions and deadlines. The objectives and priorities of the meeting need to be precise. For example, are you working something out or sharing information? Ask those in attendance to be truly present and make it clear you require participation from all otherwise there is no need for their attendance. Use digital tools to communicate what can be said outside of a meeting.

 

  1. Give everyone an opportunity to speak and encourage deep listening. Avoid any one person monopolising the meeting including those with a personal agenda. Encourage laptops to be kept closed. Decisions made must be communicated and adhered to unless formally changed afterwards. Too many decisions are apparently made in meetings and then subtly forgotten shortly after.

 

  1. Have a great facilitator that holds the boundaries, who keeps the room on meeting-related subjects but also ensures everyone is involved and contributing. Making it conversational and informal encourages the inclusion of those who might not otherwise speak up. Outcomes from facilitated meetings are almost invariably greater and more positive with less time wasted, fewer diversions, more clarity of communication, and increased participation.

 

  1. Different opinions should be welcomed. Ensure respect is at the heart of any meeting including when there are disagreements. It is a waste of time if individuals feel they are not being listened to or don’t feel involved or it is not clear what the function of their attendance is.  Avoid groupthink. Encourage innovative and collaborative discussions but only if it is relevant for everyone in the room otherwise a separate smaller meeting may work better.

 

  1. Have a streamlined and goal-centred agenda which is shared in advance to keep the meeting on track. Make sure that you stick to the time limit of the meeting. Equally, a good clear written record of the meeting means those who didn’t attend can easily catch up with what went on, which is often much more efficient than just passing over a recording that is a chore to listen to.

 

  1. Only invite the people truly relevant to that meeting and allow them to opt out if they think their time is better spent elsewhere. Employees need to be able to say this isn’t for me but equally leaders need to explain why they should be there if required. Frequently, leaders arrange meetings based on their own convenience, often without taking their teams’ requirements or schedules into account. This leads to frustration, as these avoidable meetings are perceived as unproductive timewasters.

 

  1. Ensure accessibility – Opt for virtual meetings if it allows for better accessibility and turnout of the right people, but book face-to-face every so often.

 

  1. Pre-planning – Check if a meeting is absolutely necessary. Ensure meetings are being held on days when crucial participants are available, so they don’t need to be rescheduled or repeated later on in the week. Have fewer recurring meetings. If group meetings fall short of meeting the objectives, consider and experiment with different alternatives such as introducing one day each week for meetings and ‘no meeting’ days.

 

  1. Lead by example – As with any work process, leaders and managers should model efficient practices including prioritising and streamlining, which can then set the tone for the rest of the business. Let employees be more accountable for their actions and outcomes by reducing meetings.

 

  1. Getting together is healthy. We are social beings. Everyone is different and for some their needs may not be fully accommodated by online meetings, especially those that live alone or in difficult circumstances. Balance is key, as is flexibility.
Global Industrial & Defence Solutions (GIDS) - Asad Kamal

Pakistani Success Story, GIDS – The Shining Star

Posted on | by Patrick Doherty

Global Industrial & Defence Solutions (GIDS) is Pakistan’s leading state-owned defence conglomerate, operating under the patronage of Joint Staff Headquarters and dealing in the export of defence and technological products. Led by CEO, Asad Kamal, we are celebrating his extraordinary work in transforming an underperforming business unit into a profit-making entity, making GIDS the biggest brand out of Pakistan and South East Asia. He is our team’s pick for the Award of Most Dynamic CEO 2023 from the Defence Industry of Asia. We discover how he has taken both his career and GIDS to the exceptional heights they are reaching today.

This brilliant CEO is no stranger to an accolade, with Asad Kamal also being recently praised as among the Top 100 Best Performing CEOs of Pakistan by CEO Club Pakistan, the country’s premier business group which draws hundreds of business leaders across the region – No feat to be taken lightly.

Having been associated with the defence industry for the last 24 years, Asad has diverse multinational experience of defence exports in more than 20 countries across four continents, giving him a fair amount of understanding of different cultures, procurement habits, and chain of command. He holds an MBA degree with a specialisation in marketing, and has organised and coordinated more than 150 international events and tradeshows across the globe.

While Asad doesn’t deny how his role in leadership can be challenging, he believes it is a process of learning and evolution, as he tells us, “We learn, we grow, and we eventually evolve towards our better selves. As CEO, I believe that timing is everything. As leader, timing becomes decisive in life while encountering different situations. ‘Define priorities, make smart trade-offs, and embrace the actions!’ I practice to break through the inertia to keep the organisation going on business continuity. At the same time, I try to align my team’s focus to keep the momentum going in line with the organisational goals.”

As CEO of GIDS – as well as Chief Salesman and Chief Brand Manager – Asad’s prime objective remains as transformation – Transformation of a company struggling with consistently churning revenues and its board members slowly losing faith in the cause. Asad recalls, “My first job was to win the hearts and minds of my management and bring their faith back. Then inspire my team and push the system to slowly incite change – Easier said than done! It was a strategic battle at two fronts, outward and inward. Exhaustive and challenging, but rewarding eventually.”

He goes on to explain what transforming the organisation involved. “So, I had to go back to the drawing board and do major alterations to the company DNA: some by changing mindset and some by doing complete business process re-engineering. Finally, I had to trust my team to do their best and bring this dream to reality. I am happy that what unfolded subsequently for us made everyone proud. However, my job is far from done; there is a lot to achieve yet.”

“I consider myself as an instrument of change and that is my biggest value and contribution to the company.”

Today, GIDS has more than three decades of experience behind it in developing indigenous defence technologies and solutions, now boasting more than 150 products in its portfolio, from cruise missiles to small pyros. In addition to having expanded its customer base across 20 countries, GIDS has in the last six years established a global brand name and one of the most vibrant and professional defence sales companies in the region – and it’s all thanks to the visionary leadership of Asad Kamal.

Further, we ask Asad to give us more of an insight into how GIDS remains steadfast specifically as a Pakistani weapons company against big industry giants across the globe. “Well, it’s a bit of strategy and a bit of resilience combined. Pakistan has made a lot of technological prowess in the last few decades when it comes to indigenous defence protection. Given our inherent geopolitical challenges, our nation has put a lot of resource, human capital, and faith into defence production. However, when it comes to sales, we have to pick our competition and the battlefield wisely; we have our own niche, and that is the cost benefit and value that we offer to our clients. We go to great lengths to understand what our customer wants, as we make the solution ‘easy on the pocket’ with ‘no strings attached’.”

Even as a pure government entity, luckily, GIDS operates with a lot of operational/ business autonomy given by its management. Asad states, “I always feel proud to claim that GIDS is our local success story, where young professionals contribute in doing their humble best every day for the nation.”

“I feel an organisation is like a tree; it will only grow and bear fruit once the people who work for it grow and prosper along with it.”

Indeed, as part of the work GIDS does, Asad is keen to highlight the crucial role his staff play, believing they are the company’s greatest asset. He places great importance on developing their skills and knowledge, which in return increases the company’s stature and profits. GIDS is an organisation manned by professionals at all management levels, and that has allowed it to evolve, grow, and make a difference.

Asad goes on to say, “A CEO must always be switching between what I call different altitudes and frequencies – tasks of different levels of abstraction and specificity. At the highest altitude, you’re asking the big questions, like “What is the company’s mission and strategy?”, “Do people understand and believe in these aims?”, “Are decisions consistent with them?” At the lowest altitude, you’re looking at on-the-ground operations and tactical manoeuvring. Mainly, though, I prefer to work at a middle-to-high altitude. I’m fascinated with long-term strategic alternatives. I’m not a daydreamer, but I like to reflect on and talk about realistic options and strategies, forcing myself out of my comfort zone. In business, inspiration and experience often leads to wisdom and success, so every day is a new day for me to learn to do what is in the best interest of my country and organisation both.”

Now, Asad reflects on how the last two years have been very busy for Global Industrial & Defence Solutions, as it has reorganised itself to introduce a completely new line of products for the world. Thus, the next 12 months are going to see the manifestation of the company’s new product strategy – Bigger systems like cruise missiles, long range drones, and artillery weapons will become its flagship products, which means an entirely new segment of customers. The team is extremely excited and motivated to embrace all that is to come in the near future – and we at Acquisition International are looking forward to seeing it all unfold.

Company: Global Industrial & Defence Solutions

Contact: Mr. Asad Kamal

Website: www.gids.com.pk

Address: GIDS Building, Complex-II, Chaklala Garrison – Rawalpindi, Pakistan

Telephone: +92 51 92800 61 / 62

Sonia Amoroso

Empowering Women With Confidence Through Transformative Skincare

Posted on | by Akeela Zahair

One of Australia’s leading cosmetic houses, Self Care Corporation boasts a portfolio of powerful brands, including the top selling phenomenon freezeframe. Founder and CEO Sonia Amoroso  has recently been honoured with the award for Most Influential CEO 2023 – Australia (Beauty Care). With an EY Entrepreneur of the Year award already under her belt,  we decided this was the perfect time to take a closer look at this dynamic entrepreneur and how her brands are changing lives for the better.

Sonia Amoroso is the founder and CEO of the Self Care Corporation, a business dedicated to  empowering women with the confidence to live their best lives through scientifically backed skin, beauty and oral care treatments. Its award winning freezeframe brand provides alternatives to aesthetic surgeries and salon treatments that customers can use in the comfort of their own home, whilst clean beauty brand KEEP IT SIMPLE SKIN makes clinically effective, simplified skincare for sensitive skin and bodies. The portfolio also includes oral health brand alfree, which provides flavour free toothpaste to people with allergies and sensitivities. Sonia has a passion for solving problems by making clinical strength skin treatments accessible to all women.  This is skincare made for women – by women who truly understand how life changing a little extra confidence can be.

Sonia’s passion is driven by the desire to help women feel better about themselves. She says that perceived imperfections or blemishes can sometimes cripple a woman’s self-confidence, so she is dedicated to finding solutions for women’s most frustrating beauty issues. Sometimes, the issue can seem insurmountable. Sonia recalls a letter from a customer who was undergoing radiation treatment for cancer and lost not only her hair, but her eyelashes too.. She explained that she began using the freezeframe LASH PRESCRIPTION when she was at an all time low, but thanks to the product she soon found her lashes growing back faster than she thought possible. This gave her a new found confidence to face the world, and her treatment. Sonia explains that this customer, and every other woman who feels less than the goddess they are, are the reason for the company’s existence, and constitute its true mission.

All of the company’s innovations are clinically proven to address targeted problems. That is why, at face value, it has a very unique product range. It includes treatments for specific signs of ageing on the face and eyes, pigmentation issues, body products designed to enhance the figure, alternatives to injectable treatments, and even products to help grow eyelashes and plump lips. Sonia is active in product development, in addition to still performing all the tasks one would traditionally expect from a person with CEO responsibilities in an organisation. She is the driving force behind the company’s NPD and also works as the Creative Director, taking a very hands-on approach to creating the firm’s marketing campaigns, right down to writing the copy for advertising and product packaging.

A walking testimony to the efficacy of her products, Sonia is very much the face of the brand, and will regularly appear in advertorials and speak at both media and industry events. She champions the company’s core values of respect, customer care and its commitment to providing women with transformative, accessible solutions to their beauty problems. This is something that has been consistent right from the start when she established the company in 2008. The goal has always been to provide women with professional results that are achievable within the privacy of their own homes. This focus on results, and the unique problems it aims to solve, have been the cornerstone of Self Care Corp’s success. Sonia strongly feels it is also the reason more than 1 million women choose to use freezeframe in their skin care regimes.

“Established in 2008 by award-winning entrepreneur Sonia Amoroso, Self Care have fast become the recognised leaders in the development, distribution and marketing of high tech and clinical beauty products in Australia. Famous for building sales generating brands in record time, Sonia has been responsible for some of the most successful brands and advertising campaigns in Australian history. The Self Care portfolio is proving to be no exception.”

As a leader, Sonia prioritises embodying the values, behaviours and work ethics she expects from her team. She tries to create an environment where staff feel like a part of something big and important. Sonia is particularly passionate about staff caring for customers, as well as for each other. She thinks it is essential to encourage a conscious culture of kindness, respect and accountability. The way she describes this is as a culture of empathy and excellence, where everyone is held to high standards, not just in their tasks, but in how they treat one another.

Of course, life is often filled with challenges, but recently Sonia has been faced with what amounted to the biggest of business problems she’s ever encountered in her 25-year long career in personal care. Following the tremendous growth of the company throughout Australia, leading to it becoming the foremost skincare brand (with numerous category leaders in its portfolio such as Australia’s number 1 selling eye cream for 4 years running) it was hit with the devastating impact of its freezeframe brand being counterfeited. The company had to navigate the awful effect of the counterfeit product entering the market in both China and Australia. Fortunately, the perpetrators were caught quickly, and legal proceedings shut them down.  

Litigation is never an ideal situation to be in, but unfortunately it was a necessary evil under the circumstances. One of the culprits escaped to China, where he had the nerve to continue conducting the illegal activity. Thankfully, the Chinese Police were supportive and were able to conduct raids that finally drew the proceedings to a welcome close. Prosecution swiftly followed by a prison sentence was delivered to the offender in China, but the legal proceedings are still continuing in Australia. Sonia is hopeful that justice will prevail soon, and that the legal system will clamp down on this repellent infringement of intellectual property rights. It was the biggest counterfeiting case ever seen in Australia, and although this is hardly the standout example of what the company wants to be known for, the manner in which Sonia fought for her rights, and defended the essential safety needs of her customers, certainly is something to be greatly admired. This awful and considerable challenge was the worst thing she has faced in 25 years of business within the personal care realm, and all done while she was diligently working to build and grow her brand.

On a brighter note, Sonia has some very exciting news to share regarding the future 12 months. She tells us she has imminent plans to launch the freezeframe brand in the UK, which she considers to be a market culturally very similar to Australia, with shared values and a strong bond between the nations. Initially there will be a UK e-commerce site, but freezeframe will also be looking for retail partners to help it achieve its goal of empowering the women of the UK with the tools and confidence they need to feel happy and confident in their own skin. It is her intention to continue developing more life changing products, both in the personal care industry and through involvement in her other creative passion – film. Remember the name, because Sonia Amoroso is already about to embark on her second movie project! The first was when she came onboard as Executive Producer on the Australian movie Penguin Bloom. As with personal care, her central mission here is one of female empowerment, and so she looks forward to championing many more meaningful projects in the future.

For further information, please contact Sonia Amoroso or visit http://www.freeze-frame.uk/