Category: Leadership

Young Entrepreneurs

Britain’s Youngest Entrepreneurs – and What You Can Learn From Their Strategies!

Posted on | by Akeela Zahair

They say it’s not what you know, but who you know – though some of Britain’s youngest and most successful entrepreneurs are likely to dispute that fact, building business empires on grit, determination, and meticulous planning.

Thanks to the internet, budding entrepreneurs face far fewer barriers to building a successful empire. Nowadays, one can run a startup out of a garage or a spare room, saving on overheads and using online facilities to grow quickly.

Here, the commercial finance experts at Anglo Scottish Finance take a look at some of Britain’s best and brightest, revealing how they made it to the top and what we can learn from their successes.

 

Grace Beverley

The success story of fitness queen Grace Beverley demonstrates the importance of proper planning, particularly in the early days of your venture. First coming to prominence as a fitness influencer, under the name GraceFitUK, Beverley paired university life at Oxford with YouTubing – whilst also founding two brands to fill gaps in the fitness market.

Whilst still in university, she identified some crucial gaps in the fitness market and capitalised on them. She founded Shreddy, a meal-planning platform, in 2016, followed by TALA, a sustainable activewear brand, in 2019.

By setting aside weekly time in a busy university schedule to bulk-create organic social content, she was able to consistently build and manage her brands. This commitment led to her topping Forbes’ 30 Under 30 for retail and e-commerce aged just 23.

Beverley says: “I juggled a lot at university and made sure to schedule and plan each and every day. That’s very much how I do things today.” Her planning system, the Productivity Method, is being used by people all around the world.

 

Ben Francis

Chances are, you’ve heard of Gymshark founder Ben Francis’ meteoric rise to the top. Having founded the activewear brand in 2012 aged just 19, Francis has retained a 70% stake in the company, which is now worth more than $700 million.

In the early days, Francis’ parents’ garage doubled as Gymshark’s headquarters. Without the initial funds to buy stock or secure distribution, his shrewd practice of dropshipping – taking customer orders without holding stock and then sending products directly to the customer via a third party – allowed him to start the business with limited working capital.

Francis began making the clothes himself with a sewing machine and screen printer, working with what he had to get the business off the ground. If there’s one thing we can learn from Gymshark’s early operating practices, it’s to do the best you can with what you’ve got – and the pros of working from a garage meant no early overheads!

Francis’ number one bit of advice? “Bet on yourself.”

 

Alexander and Oliver Kent-Braham

The brains behind game-changing Marshmallow insurance are brothers Alexander and Oliver Kent-Braham. The brothers found that people who pass their driving test outside of the UK face sky-high premiums – and other communities such as young people and those with low credit scores were dealing with the same problems.

After devising an algorithm designed to lower premiums for immigrants and expats, Marshmallow was born. In 2021, the company reached “unicorn” status –achieving a valuation of $1bn (£727m).

Oliver comments: “If we were going to start again, we’d look to raise capital sooner, because before you raise capital you don’t have the confidence to take the next step.”

 

Clemente Theotokis and Jai Kanwar

Theotokis and Kanwar are the joint-Managing Directors behind Zeus Labs, a freight and supply chain management platform taking aim at the inefficiencies plaguing international shippers. The pair developed their tech-driven solution in response to the unique set of challenges and circumstances facing international freighters in 2022.

Using proprietary tech, renewable diesel and managed multimodal solutions, Zeus Labs has reduced companies’ carbon emissions by 84%. In today’s world, where the average consumer is well aware of greenwashing, their solution has enabled businesses to legitimately improve their sustainability practices.

Zeus Labs ranks number 28 in the Startups 100 Index, and Theotokis and Kanwar were the joint recipients of the Young Entrepreneur of the Year Award.

For the two young founders of Zeus Labs, their early success is just as attributable to the user experience as the strength of their concept – “we make the lives of shippers and haulers easier with a near zero-touch approach. Our platform is intuitive and secure, providing a completely stress-free user experience.” In short, make your customers’ lives easier, and you’re likely to win.

 

Sean and Charlotte Ali

You might have seen Sean and Charlotte Ali on Dragon’s Den, where their superfood business Rheal secured investment from two of the Dragons. Two years on, the company has seen huge success, opting for a crowdfunding campaign instead of external investment to boost growth, and expanding into a larger space, doubling stock capacity.

Part and parcel of Rheal’s appeal is that it’s…well, real. There’s an authenticity to the brand, helped in part by the owners’ openness about their previous health conditions – Charlotte with Coeliac Disease and Sean with Hodgkin’s Lymphoma.

Nutrient-rich superfoods helped both Charlotte and Sean on their road to recovery – providing the perfect case studies for the business. Their story has helped ground the business in legitimate nutrition, in a sector which is often plagued by businesses making unsupported claims that their product can alleviate any health condition.

Rheal’s story shows how important the face of your business can be – it’s easy to rally around a business with charismatic people and personal experiences at its forefront. The nutritional quality of Rheal products is hard to deny, but it’s the company’s founders themselves who have helped this business stand out from the crowd.

 

If you’re thinking about starting your own company, consider some of these successful business models to take your idea to the next level!

Leadership Styles

Looking to the Future: The Leadership Styles GenZ Brings to the Workplace

Posted on | by Akeela Zahair

As Gen Z continues to enter the workforce and assume positions of influence, organisations worldwide are experiencing a shift in common working styles. By 2025, Gen Z is projected to make up 27% of the workforce. The generation born between the late 1990s and early 2010s is bringing fresh perspectives to the workplace. Is this reshaping the future of work?

 

Purpose-Driven Leadership

Gen Z leaders often possess a strong sense of purpose. Many seek out meaningful work which aligns with their values and can make a positive impact on the world; 32% want to know how their employer invests in responsible and sustainable business, compared to 14% of Gen X and 21% of Millennials. This purpose-driven leadership can inspire and motivate the team around them, fostering a sense of collective purpose and shared goals.

 

Digital Natives and Tech Fluency

Having grown up in the digital age, members of Gen Z possess an innate familiarity with technology – 83% of this age group report that they actively stay up-to-date with the latest technology and trends. With their tech fluency, they are able to adapt quickly to emerging tools and platforms, enabling efficient collaboration and helping to bring innovation into organisations. They are able to harness the power of digital solutions to solve complex problems, helping organisations to stay ahead of the curve.

 

Authenticity and Inclusivity

Many members of Gen Z seek to create a workplace which emphasises collaboration and inclusivity, recognising that diverse perspectives lead to better outcomes.

Research shows that 31% of Gen Z will choose to work for employers who proactively prioritise diversity and inclusion in their workforce, compared to 11% of Gen X and 13% of Millennials. These leaders often encourage open dialogue, actively seek input from team members, and leverage the strengths of each individual to foster an environment where everyone feels valued and heard, enabling effective collaboration.

Gen Z often prioritises authenticity and transparency in their interactions with team members. They value open and honest communication, which fosters trust and creates a supportive work culture. They lead by example, displaying genuine emotions and vulnerability, which often leads to similar behaviours within their teams. This authenticity can build strong relationships, enhances teamwork, and boosts overall employee engagement.

 

Continuous Learning and Development

Members of Gen Z regularly seek out learning opportunities, both formal and informal, to expand their skill sets and stay ahead of industry trends; 76% see upskilling as key to their career advancement. This thirst for knowledge and continuous personal growth can transfer to team members, and a culture of learning is actively encouraged. This common investment in their growth and that of their team members suggests we can look forward to a high-performing and innovative workforce for years to come.

The ever-changing nature of the modern workplace demands adaptability and agility. Gen Z workers commonly embrace change as an opportunity for growth and innovation.

Organisations can benefit by offering Gen Z a seat at the table, to understand new viewpoints and harness fresh skills, especially in a time characterised by volatility, complexity and rapid change. These skills can be built upon within RADABusiness’ leadership courses, designed to help individuals to reconnect with their teams, showcasing the importance of having a diverse set of skills, values and approaches in order to communicate better across generations and ensure a well-rounded workplace.

Jessica Moores, Head of Open Courses at RADA Business says: “over the past six months, we’ve seen some common themes in the areas of support that Gen Z have been raising, including how to increase their confidence and boost their impact, as well as specific scenarios such as handling challenging conversations. It’s clear that Gen Z are already focussing on their professional development and taking steps to enhance their skills.”

How to Know It’s Time to Make Changes in Your Business

Posted on | by Jennifer Spencer

You’ll rarely encounter a business that hasn’t modified its practices at least once. Customer needs don’t stay the same forever, and neither does technology. While enterprises evolve and grow all the time, leaders don’t always know when they need to make those all-important changes. If you can relate to some of the following scenarios, that time might be now.

You’re Looking for Business Experts

You can’t always put your finger on what’s going wrong in your business. You just know that something’s not right. Now might be the right time to make significant changes when you’re searching for the phone numbers for the consulting firms Canberra residents use or the website addresses for consulting firms further afield.

Reaching out for advice and help from other business experts can be an obvious sign that you cannot tackle your company’s issues on your own. Instead, you’re actively seeking solutions from consultants with years of experience helping businesses like yours.

Your Target Audience’s Needs Are Changing

Business owners put much time and effort into identifying their target market and ensuring their products and services suit their needs. However, the same target audience you based your entire business around might no longer exist in the same form. As a result, sales can start to plummet, and your products aren’t as in demand as they once were.

In that case, making significant business changes can be necessary for your company’s survival. You might need to revisit who your target market now is or change your business branding and offerings to meet their new needs.

Something Important Is Declining

You might have prided yourself on having excellent staff retention rates, healthy profit margins, and smooth processes. Take action and consider change as soon as anything important like that starts declining.

Declines don’t just happen at random. Instead, they occur through one event or a series of events. Sometimes, it can take an outsider consultant to identify where a breakdown has occurred. They can then advise the best steps to put your business on an upward trajectory once more.

People Are Leaving

Employees don’t always remain loyal to the same business forever. They can relocate or choose a different career path. However, it can be worth paying attention when both customers and employees start leaving in droves.

Maintaining excellent relationships with everyone essential to your business’s success is paramount. Treat your customers well, and they’ll continue to shop with you. Look after your employees, and they’ll look after your customers. Building and maintaining excellent relationships is one of the easiest things you can do to keep your business on the right track. When you start noticing that people aren’t remaining loyal to your business, question why. Change might be necessary to secure your company’s future.

Changing how your business operates is never easy. You’ve likely run your business in the same way for many years and fear the unknown. However, change can be necessary for growth. It can also be the difference between a business that succeeds and one that fails. If you can relate to these scenarios above, now might be the right time to prioritize change – no matter how scary it may seem.

Man Relaxing

Why a CEO Needs a Luxury Urban Sanctuary

Posted on | by Akeela Zahair

The life of a CEO is a whirlwind of constant demands and responsibilities — their days are filled with high-pressure meetings, important decisions and evening events. It’s a hectic schedule that requires endless energy and focus. So, when the workday ends, a CEO deserves a relaxing escape from the bustle; a place to unwind and recharge for the next day’s challenges. 

That’s why more and more top executives are choosing to invest in luxury urban sanctuaries in vibrant global cities like London. These discreet pieds-à-terre provide a quiet refuge from the stimulation and stress of their busy lifestyles. Tucked away on a leafy street or exclusive neighbourhood, they can relax, sleep well, and wake up feeling refreshed. These are some of the key advantages of a luxurious urban hideaway as a business executive or CEO. 

 

The perks of an urban escape

After relentless days filled with stressful meetings and evening business engagements, a London urban hideaway provides a much-needed respite. It’s a place to properly relax and unwind without the demands of the office, without the need to commute out of the city. The ideal city centre location means executives can easily attend appointments and gatherings across London during the day. But when the time comes to switch off, their luxurious home away from home offers a quiet retreat — no commute required.

With cosy interiors, sumptuous furnishings and hotel-standard amenities, it’s easy to leave the cares of the day behind with a well-equipped city flat. A private urban sanctuary offers a place to rest and recharge in comfort, while still being steps away from the vibrant city when one is ready to partake again, giving you the best of both worlds. And with efficient transportation links on the doorstep, London is there to be explored. Having a prestigious address to return to makes navigating the city a pleasure rather than a burden, which means less stress overall. 

 

The allure of London

London is arguably the finest city in the world for a luxury sanctuary. With its iconic mix of historic sites and modern marvels, cutting-edge culture and world-class entertainment, London has it all. For the busy CEO, it’s the perfect place to both conduct business and enjoy well-deserved leisure time. London provides superb access to the rest of Europe and beyond with six international airports in close proximity. Meanwhile, an extensive underground and bus network makes navigating the city efficient and user-friendly.

The prime central neighbourhoods offer sophisticated tranquillity right in the thick of the action. From majestic Mayfair to stately Knightsbridge or leafy Kensington, London has it all. These posh enclaves provide an oasis of calm along with fabulous shopping, Michelin-starred dining and easy access to theatres, galleries and nightlife. They exemplify the finest London living has to offer, providing the ideal surroundings for a luxury urban retreat. Nowhere else so sublimely combines culture, comfort and convenience. For the global business leader or executive, London’s potent mix of heritage and innovation, culture and commerce represents the pinnacle of cosmopolitan living. An address here is a mark of prestige and discerning taste.

 

A sound investment

In addition to providing a primeluxury retreat, owning a prestigious London property represents a savvy financial investment for CEOs and high-net-worth individuals. Prime central London real estate has proven to appreciate well over time, making it a stable asset. Property values in areas like Mayfair, Kensington and Belgravia have increased steadily for decades, even during difficult financial periods, and owning a piece of prime London is investing in an elite location that consistently retains its exclusivity.

Many exclusive London developments come with in-house management and rental services. When not being used by the owner, these luxury residences can generate handsome rental income, especially during peak tourism seasons and events like Wimbledon. An executive bolthole in London offers all the comforts of home mixed with asset appreciation, making it an astute choice for CEOs who frequently work there.

 

The city’s most luxurious locales

Several esteemed London neighbourhoods stand out as ideal settings for a high-end urban sanctuary. Mayfair, for example, is a prestigious West End district which oozes sophistication with its grand Georgian townhouses and proximity to exclusive shops and restaurants on Bond Street. Private members clubs and high-end hotels like The Ritz add to the exclusive ambiance. With eminent addresses like Park Lane and Grosvenor Square, Mayfair is the epitome of luxury living.

Alternatively, there’s beautiful Belgravia. Just south of Mayfair, Belgravia charms with its grand white-stucco facades and leafy garden squares. The area radiates charm and tranquillity, while still being walking distance to Knightsbridge. This area’s handsome crescents and terraces have long attracted the wealthy and influential, making it the ideal investment spot for a discerning CEO. 

With a strong reputation as one of the most famous shopping spots in the world, Knightsbridge is home to Gotham-esque red brick mansions and The London Hilton. The area balances prestige with a vibrant, metropolitan atmosphere, and enjoys a central location that’s perfect for commuters. 

For business executives that want a cultural location, Kensington is a great choice. Both stately and cultural, this area boasts illustrious embassies and consulates, along with the acclaimed museums of South Kensington. Graceful architecture abounds in pristine white townhouses. With landmarks like Hyde Park and Kensington Palace, Kensington is peaceful, refined, and sun-kissed.

These core prime London neighbourhoods consistently draw luxury home buyers seeking the city’s most exclusive and discreet enclaves with elegant homes, fine amenities and easy access to all the capital has to offer.

 

The nonstop responsibilities of a CEO demand vast energy and focus, often necessitating a tranquil retreat from the storm. London, with its fusion of prestige, culture and convenience offers the ideal setting for an urban sanctuary. London achieves the perfect balance between access and seclusion, and a prestigious pied-à-terre in an exclusive central neighbourhood provides a refined retreat. Elegant, private and brimming with hotel-standard amenities, it’s a revitalising home base after intensive work obligations. Or an ideal spot from which to explore the incredible city on one’s own terms.

Woman explaining the plan to office team

Transforming Work Culture: The Power of Letting Go in Business Leadership

Posted on | by Magdalena Lew

By Jeff Dewing, CEO of Cloudfm 

As a business leader, you may have experienced the constant struggle to balance responsibilities, inundated with an overflowing inbox and back-to-back meetings. However, the number of emails in your inbox is not a measure of your self-importance but rather a reflection and symptom of your ineffectiveness. The truth is, without time to focus on meaningful work, the growth of your business and the ability to make sound decisions are hindered.

This realisation led to a fundamental shift in perspective in my own business. I discovered that the key to unleashing true potential lies in relinquishing control and cultivating a culture of freedom, clarity and trust. By doing so, CEOs can pave the way for their teams to become giants, achieving remarkable success in the process.

 

If you want to grow, let go

Five years ago, like many CEOs, I faced a constant barrage of around 300 emails per day, a significant portion of which were carbon copies (CCs). These CCs were often used by individuals to involve me in conversations to ensure that I was aware of what was happening, likely to cover their backs or shift responsibility if anything went wrong. Along with managing this overwhelming email load, I also had to attend numerous meetings. This constant barrage left me with no time to actually focus on meaningful work. 

I attempted a temporary solution by instructing the team to only email me for urgent matters, which provided some relief for a brief period. However, this band-aid fix lacked the necessary groundwork for sustained success. It became evident that the entire business culture needed a fundamental shift. It took years for it to really work – and to get to the stage it’s at now, where I get three emails a day. 

It wasn’t the responsibility that employees were shying away from, but the consequences of getting it wrong. The absence of a culture that encouraged them to solve problems without me left them unable to reach peak performance. I learnt that I had to let go of my own ego and trust in others to explore their passions and unique strengths within their roles.

 

The fundamentals of autonomy, mastery, and purpose

I had to get back to basics on what drives a positive employee experience. I learnt that humans desire autonomy (the right to have a say in their own destiny); mastery (the opportunity to get better at new skills), and purpose (the chance to work on something truly transformational to make the world a better place).

When these conditions are met, not only will you have a much more engaged team that wouldn’t dream of quitting – never mind quiet quitting – but you’ll also get the best out of the enthusiastic and creative people that you hired in the first place. And your business will reap the benefits.

Take Google’s famous ‘20% rule’, where employees are encouraged to spend what amounts to one full day per week working on side projects – that is, working on the areas of their business that truly interest them. This policy has led directly to the creation of truly game-changing products like Gmail, AdSense and Google News.

 

Cultivating a culture of freedom, clarity, and trust

In the wake of the ‘great resignation,’ a transformative shift has taken hold within the business world. It has become increasingly evident that personal fulfilment plays a pivotal role in retaining top talent. While remote work and enticing perks have their place, many organisations overlook a critical aspect – fostering a culture that enables employees to pursue their passions and interests within their job roles.

A key part of empowering employees is through learning and development but equally, I have found a freedom-clarity matrix to be an effective tool. This matrix illustrates the relationship between employee autonomy and their understanding of business objectives.

When employees have high freedom and high clarity, meaning they are clear on business objectives, it cultivates high engagement and productivity. Granting high freedom without providing clarity can lead to chaos, while low freedom with high clarity may result in robotic behaviour under micromanagement. The most detrimental scenario occurs when both freedom and clarity are low, leading to apathy and “quiet quitters.”

Establishing a culture of high freedom and high clarity requires supporting managers in transitioning from task assigners to coaches. Managers focus on day-to-day operations and performance, while coaches focus on helping team members to unlock their talents by fostering skills and perspectives. Coaching relationships are built on collaboration, trust, and rapport, rather than hierarchical structures seen in managerial contexts. Providing opportunities for continuous learning and skill-building demonstrates a commitment to employees’ professional growth and reinforces the organisation’s value of their contributions. This approach keeps employees motivated and engaged, as they can envision a clear path for advancement and personal development within the company.

Cultural transformation is a journey that demands time, experimentation, and a willingness to learn from mistakes. By wholeheartedly embracing autonomy, mastery, and purpose as guiding principles, CEOs can empower their teams to take ownership, drive innovation, and achieve outstanding success. Creating a thriving work culture that values freedom, clarity, and trust will not only retain top talent but also foster a workforce that is deeply motivated and dedicated to the organisation’s prosperity. I encourage CEOs to understand that success is building a business that can improve the world without you. 

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

Posted on | by Jennifer Spencer

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

General Liability Insurance

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

Property Insurance

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

Professional Liability Insurance

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

Workers’ Compensation Insurance

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

Cyber Liability Insurance

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

Business Interruption Insurance

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

Employment Practices Liability Insurance (EPLI)

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

Directors and Officers (D&O) Insurance

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

Product Liability Insurance

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

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

Finding the right work-life balance as a CEO

Posted on | by Jennifer Spencer

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

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

Make every minute count

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

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

Find the right structure

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

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

Improve your delegation skills

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

Don’t neglect personal tasks

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

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

Learn to unplug

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

Good luck!

Key Challenges Facing Today’s CEOs

Posted on | by Jennifer Spencer

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

Ensuring Efficiency

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

Hiring and Keeping Talent

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

Mitigating Supply Chain Problems

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

Adjusting to Your New Position

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

Impactful Leader

Expert Advice on How to Become a More Impactful Leaders

Posted on | by Akeela Zahair

You may have a plan for your career trajectory, perhaps a desire to move up the corporate ladder. Have you ever thought about WHY you are doing it, and what is really important to you?

Leadership purpose isn’t about what you do, it’s WHY and HOW you do it. Finding and understanding your purpose and being able to embody that through your work and relationships with others is key to impactful leadership, excellent performance, a motivated team, and even sustaining your personal wellbeing.

Abi Eniola, Tutor at RADA Business, a business performance partner, offers her advice on how to channel your purpose into your work and truly understand what motivates you within your role as a leader.

 

Why finding purpose is important

Your purpose is not a summary of your CV, or a list of your career highlights or qualifications, rather, it’s an overarching statement (and embodiment) of what really matters to you.

“When someone knows who they are and what they stand for, and is connected to their purpose, they can embody it so that other people experience them in a potent way. This is particularly powerful as a leader or figurehead of an organisation. When we are really aligned with our purpose, we are at our most effective; and as a leader, you become much more present for your team,” says Abi.

 

Unearthing your purpose

Your leadership purpose comes from within you, it is who you are. “If your purpose is really resonant, it can cut across every area of your life”, explains Abi. “Some leaders connect to their purpose quickly, while for others it takes more time – sometimes weeks or months.”

“For me, the ability to express myself – to have a voice – was a theme in lots of key experiences in my life”, says Abi. “It is equally resonant in all the work I do now as a Coach and Tutor. In a statement, mine is ‘to free excellence’.”

Discovering your own purpose starts with looking at all areas of your life to pinpoint common themes in your key or significant experiences. Abi says “it’s about exploring the experiences in your life that have shaped you and made you the person you are. Identifying the things you do that bring you pleasure and uplift you can also help you to get closer to your purpose.”

“We then tease out how those experiences relate to your actions and decisions as a leader. When were you at your best and really firing on all cylinders? What was feeding that feeling or state? What meaning were you generating from it?”

 

Embodying your purpose

Once you’ve discovered your leadership purpose, how can you bring it to your work life? As Abi says, “it’s not about going around telling people what your purpose is, it’s about allowing people to experience it”.

Calling your purpose to mind might be easier than you think because it is so personal to you. When you have found your purpose, it frees up emotional, psychological and physical energy, because it’s based on your own memories, values and lived experience. “This feeling of having purpose can also change our brain chemistry”, says Abi. When we see something of value to us, dopamine is released and we are motivated to reach out and attain it; in other words, we have a goal and clear purpose dopamine is the motivation and the reward neurochemical. It helps us to be much more productive.

 

When your purpose doesn’t align with your organisation

There may be times when your purpose doesn’t seem to align with the values or culture of your organisation; how then can you make it work in your career?

“It’s about awareness and choice”, says Abi. What choices do you make? Is there a way of working with the current situation, even though you may not necessarily agree with all of it? Can you find where you agree and are there parts of your purpose that you can align with your organisation?

However, if you find that the personal cost feels too high, it’s important to recognise that as well”, explains Abi. “Acknowledge that you are not honouring your purpose and look at where you can adjust aspects of your role or move on to a role where you can do so more fully. It is about personal choice. We always have a choice about our attitude and how we respond to a situation we find ourselves in.”

Clarity of purpose can also empower you to be your authentic self. “This recognition can be incredibly empowering. It’s important to remember that we can have more than one purpose. There are some fortunate souls who manage to find their higher purpose or calling, and it resonates throughout every area of their life. But for many of us that is not the case. In truth, this type of higher purpose is deep work, and can take months, years, or a lifetime to discover.”

 

Consider your purpose

When did you last pause to consider your purpose and how it fits with your current role? Discovering your purpose is not always easy, but it is important and will pay great dividends in your career.

Gold Sail Leadership

Five Forward-Looking Skills for the Future Generation of Leaders

Posted on | by Akeela Zahair

There is no denying that the world of business is evolving at an incredibly fast pace. With the constant launch of new tools and innovative tech, workers are required to embrace a wide range of modern equipment on a regular basis.

As employees continue to up their game, it is only natural that the next generation of leaders will need a set of updated skills too.

Here, with some insights from Dominic Fitch, Head of Creative Change at leadership development specialist, Impact International, we take a look at some crucial future requirements that business owners and managers will have to nail to guide their team in an efficient, successful fashion.

 

1. Technological inclination

In the same way that youngsters jump at the latest technology at the first opportunity, it is important for future leaders to emulate that same drive and curiosity.

The world is becoming increasingly digitalised, and the business sector is no exception. This is why company owners and managers should have a basic understanding of today’s technologies, exploring how modern equipment can actively aid their business. From cloud computing to artificial intelligence and UX development, there are many different tools that can increase your organisation’s chance of success.  

Of course, nobody expects you to be an expert in computing coding or programming. But getting precious digital and tech skills under your belt can provide you with more than one ace up your sleeve.

 

2. Empathy and emotional intelligence

Just like an experienced, Michelin-star chef, future leaders have to juggle and balance several different aspects to create a perfect menu. Yes, technology will play an essential role in developing and driving your company forward. But software and robots have not yet mastered emotional intelligence, which means they cannot help on the more human side of things.

A business owner or manager should always strive to harness their relationship with colleagues and team members. Empathising, sympathising, supporting, and understanding the necessities of your employees is crucial, as this can inspire confidence and a sense of belonging in your people. If workers feel appreciated and cared for, there is a good chance they will go the extra mile to spur the growth of your business.

Hence, taking an interest in your team’s well-being and nurturing a shared feeling of unity is a fundamental attribute to possess.

 

3. Openness to diversity

One of the most prominent advantages of modern technology is that it’s abating boundaries and favouring connections with people worldwide. Hence, as time goes by, it is becoming more and more important to collaborate with colleagues from all over the globe. This means that, on a daily basis, you are working with teams from different cultures and who may even speak another language.

Engaging with people from all walks of life and with diverse backgrounds can open the doors to endless opportunities. Not only will you benefit from a vast range of experience, knowledge, and expertise, but you will also learn precious lessons on how to enter and succeed in global markets. Therefore, as the world becomes increasingly connected, future managers need to embrace diversity and make the most of its invaluable benefits.

 

4. Clarity and communication

Clarity and effective communication are timeless features of strong leadership. Managers need to build bridges between their team members and outline the company’s missions in a concise, transparent manner. In this respect, leadership development training is an excellent place to start when it comes to learning how to deliver messages and strategies that are straight to the point.

Future leaders have to be able to identify the right channels to carry this out in a smooth, effective way. With the many digital platforms at our disposal, it is important to choose one that can keep people on the same page at all times. What’s more, as innovations and possibilities arise, future managers need to communicate the essence of the question at hand in a digestible fashion.

Simplifying a complex situation or task is a crucial skill, and it is one that can aid both your team’s productivity and your business’ efficiency.

 

5. Foresight and adaptability

As technology evolves, artificial intelligence progresses, and the business sector continues to mutate, future leaders need to be flexible. Business owners and managers have to be ready to adapt and make sure they are not fazed by what the future holds. They should monitor trends and look at how to welcome change with a positive attitude.

How can you prepare for upcoming possibilities? One effective way is to run through various scenarios and start outlining all possible outcomes. What’s more, engaging with new circumstances and journeying out of your comfort zone can be an important learning curve. In fact, it will teach you how to deal with unfamiliar situations. If an unexpected opportunity comes about, you will have both the skills and confidence to respond to them with confidence.

To keep in step with the times, business leaders of the future will need to polish their set of skills. From emotional intelligence and adaptability to clear communication and openness to diversity, there are many aspects that will strengthen your leadership. By showing an interest for new software and technological developments, you can make sure your company is expanding its reach and exploring new, successful paths.  

Employee Wellbeing

Improving Employee Wellbeing to Unlock Your Team’s Potential

Posted on | by Akeela Zahair

Poor employee health and wellbeing comes at a high price for companies, and costs UK businesses billions annually. For example, presenteeism, where employees come to work unwell and unable to function properly, costs the UK economy over £15 billion per year from a mental health perspective alone.

And if health trends continue in the wrong direction then these costs are only going to escalate. Fortunately, as a leader of your workplace you can help make a difference to your employee’s wellbeing by promoting healthy behaviours and introducing initiatives that help to reduce health risks, absenteeism and healthcare costs.

 

What is a Workplace Wellbeing Programme?

A wellbeing programme refers to initiatives put in place by an organisation to promote health, happiness and work-life balance for employees. Successful programmes adopt a holistic view of wellness that includes physical, mental and emotional wellbeing and social wellbeing.

Companies may wish to install their own wellness facilities to make it easier for staff to enjoy the benefits or to simply encourage more team members to come into work rather than staying at home.

From on-site leisure activities like table tennis, a gym or a low-impact form of exercise like golf simulator to add some healthy competition, to a chillout space where people can completely switch off from thinking about work, companies can provide physical, mental and social wellbeing programmes to bring people back to the office.

 

Physical wellbeing

Physical wellbeing refers to the health and fitness of your employees. Initiatives may include access to fitness facilities or classes, nutrition education and information, quitting smoking support, health risk assessments and promoting active work environments, such as standing desks, regular breaks and walks.

 

Mental and emotional wellbeing

Mental and emotional wellbeing refers primarily to psychological health. Effective strategies include access to counselling or coaching services, mental health education, mindfulness and meditation sessions and flexible work options. If you are an office-based workplace then flexible working is a quick way to implement a wellbeing initiative that provides an instant benefit to your staff.

 

Social wellbeing

Social wellbeing refers to community and relationships. Some examples include company sports teams and events, volunteering programmes, workplace clubs or support groups and social meetings. These are particularly important in companies with remote or hybrid working patterns, where social isolation is a factor, and 81% of under-35s fear loneliness from long-term home working.

 

How Wellness Programmes Improve Productivity, Communication and Engagement

Workplace wellness initiatives boost productivity through improved health, reduced illness and fewer absences. Fitness programmes and health education encourage employees to develop sustainable habits that lower disease risks and increase energy and stamina. When employees feel better, they work better.

Studies show workplace wellness programmes can decrease absenteeism by up to 19%, with 56% of employees engaged in these programmes taking fewer sick days. But it’s not just about physical health. Wellness programmes also build morale, motivation and workplace satisfaction which drive productivity; engaged, fulfilled employees want to work.  

Effective communication and meaningful relationships at work energise and inspire people. Fitness classes or walking meetings provide opportunities for collaboration in a more casual atmosphere outside the usual office setting.

Extracurricular activities like book clubs, sports teams and volunteer groups bring together employees with common interests who may not typically interact in daily work activities. This leads to stronger connections being built, leading to greater trust levels and creativity through conversations happening in these social programme events.

 

How Can Companies Implement an Employee Wellness Initiative?

Creating an employee wellness programme isn’t as simple as picking a few things and then everything will be fine. Companies must create initiatives that their employees are going to want, so the first step is to establish a wellbeing committee with representatives across the organisation. This helps to determine specific priorities and options based on employee feedback and interests.

Effective communication is key. Resources and programme offerings should be clearly communicated and participation encouraged through enthusiastic messaging from leadership.

Wellbeing programmes require investment but can pay dividends through reduced costs and increased performance and job satisfaction. When implemented properly, these types of worksite health promotion initiatives have been shown to have a significant positive impact on employee health, happiness, and productivity.

 

Reducing Health Risks and Poor Behaviour

Wellbeing programmes aim to address health risks and behaviours that negatively impact individuals and organisations. A lack of physical activity, poor nutrition and stress can lead to illness, reduced performance, higher costs and absence.

Providing employees with nutrition education, support groups and access to healthy meal options are effective strategies. Lack of exercise or physical activity is another significant risk factor. Gym memberships, fitness classes, walking meetings, standing desks and workplace challenges can help motivate employees to become more active.

Employee assistance programmes, counselling and mental health first aid education are also useful tools. Supporting employees in developing sustainable healthy habits translates to a more productive, engaged and vital workforce.

 

How to Start a Wellbeing Programme

Introducing a wellbeing programme requires thoughtful planning and execution. The following steps will help ensure a successful initiative:

  • Leadership buy-in
  • Form a wellness committee
  • Conduct an employee survey
  • Set concrete goals and objectives
  • Determine options based on priorities, budget, and goals
  • Promote the programme and opportunities
  • Incentivise participation and reward success
  • Track participation, costs, satisfaction and outcomes
  • Recognise and celebrate wins

 

With commitment to health and wellbeing, organisations can create meaningful change. Comprehensive, well-designed wellness programmes can positively impact company culture, productivity and employee satisfaction.

However, success depends on enthusiastic participation from leadership and staff alike in addition to programmes tailored to meet the specific needs of your organisation. By making employee wellbeing a priority, companies will thrive through a healthier, happier and higher performing workforce.

 

Improve Morale, Communication and Productivity Through Wellness

Comprehensive workplace wellness strategies that include physical, mental and social elements can significantly increase productivity, enhance communication and reduce absence levels throughout your workforce.

Similarly, the improved employee engagement levels are a great basis for a sustainable, high-performance culture that also helps you to recruit better, improve loyalty and reduce staff turnover levels.

Characteristics of an Authentic Leader

Posted on | by Jennifer Spencer

Authentic leadership is all about embracing responsibility, integrity, and the ability to make decisions in line with your principles. It requires you to use your moral compass to guide what you do, rather than relying on what you think others want you to do. Embracing these traits can help you become a more authentic leader, whether at work or at home.

They Show Leadership in All Areas of Life

The most effective leaders demonstrate their leadership skills in every area of life, whether anyone else is around. One of the most effective ways of gaining others’ trust is by being willing to demonstrate these traits all the time. Effective leaders take time to think decisions through before making them. If a loved one asks for financial help, such as having you cosign a student loan, it’s important to evaluate all your options before saying yes. Look at factors such as how cosigning might impact your credit and whether you can afford to help your loved one out.

They Consistently Want to Do Better

Becoming a more authentic leader requires you to focus on yourself so you can then focus on others. Don’t aim for perfection. Instead, focus on doing better each day, week, and month. Making this commitment to yourself can help you invest in yourself, whether that means signing up for a course or prioritizing reading each day. Gaining these skills can help you and your team do better.

They Are Disciplined

Being authentic requires you to practice what you preach, and this requires you to be disciplined. Make sure you compare your progress with your goals to ensure you are aware of how you are doing. When you have a better idea of your motivations, you can figure out what your leadership style looks like, which can help you create a plan for professional development. Being self-aware can give you insights into your beliefs and emotions, and it also helps you mitigate risks and understand others’ beliefs.

They Focus on the Mission at Hand

Being committed to the mission at hand is critical if you want to be successful in your career or business. When a team has a sense of purpose, they are more likely to be engaged in what they are doing because they understand how their tasks can impact the mission. As you move through leadership stages, consider the things that motivate you to act. Authentic leaders can encourage others to do the same thing.

Identifying your mission as a leader can take time, but it is worthwhile in the long run. Some people understand their mission from the first day, but for others, it takes much longer to get to know. You might find you stumble upon it one day, or you may find it takes time and self-exploration to find out what your purpose is. However, no matter how you go about it, the important thing is to have a mission so you can set smaller goals to help you make progress toward that.