Issue 9 2022 Macropay: Against All Odds
Welcome to the September issue of CEO Monthly. As always, CEO Monthly is dedicated to providing the latest news and features across the business world to our readership. By sharing knowledge, insights, expertise and success stories from around the globe, we aim to inspire individuals and promote positivity in a world that is in a constant state of evolution. It has been an exciting and busy summer for CEOs and their businesses as they’ve devoted and continue to devote themselves to going the extra mile and exceeding expectations. We are delighted to share the stories of CEOs who spearhead, persevere and adapt to whatever business throws their way while remaining at the forefront and cutting-edge of their industries. Indeed, industries are flourishing thanks to these CEOs, with them truly embodying what their organisations stand for, challenging the status quo, and always anticipating the future. These CEOs have come a long way to get to where they are today, and they are where they are because of hard work and dedication – because they truly care about their staff, customers and stakeholders, and as a result, they are no stranger to success. This issue has been carefully crafted to showcase a variety of companies and CEOs, all for your enjoyment and inspiration. We hope you enjoy exploring this issue and, for now, we hope you have a wonderful month ahead. We look forward to welcoming you back in October. Sofi Bajor, Editor Website: www.ceo-review.com AI Global Media, Ltd. (AI) takes reasonable measures to ensure the quality of the information on this web site. However, AI will not assume any legal liability or responsibility for the accuracy, correctness or completeness of any information that is available through this web site. If errors are brought to our attention, we will try to correct them. The information available through the website and our partner publications is for your general information and use and is not intended to address any particular finance or investment requirements. In particular, the information does not constitute any form of advice or recommendation by us or any of our partner publications and is not intended to be relied upon by users in making or refraining from making any investment or financial decisions. Appropriate independent advice should be obtained before making any such decision. Any arrangement made between you and any third party named in the site is at your sole risk and responsibility.
4. News 6. Macropay: Against All Odds 7. Mission Underwriting Managers, LLC: Most Influential CEO, 2022 - Arizona, USA 8. How to Support your Team through the Cost-of-Living Crisis 9. Castle Connolly Private Health Partners, Llc: A Subscription to Better Health 10. Becoming a Leader of Change: By Anders Indset 12. Ten Tips On How To Meet Your Business Goals 14. How Correctly Implemented Technology Can Make Your Business More Inclusive 15. How to Help Your Team Overcome Fear in the Workplace 16. Winners’ Listings Contents
NEWS Bibby Financial Services appoints Marion King as Non-Executive Director
HR will not become obsolete in the future as some think, in fact the demand has never been greater. With the popularization of remote work following the pandemic, the question that arises is - will Human Resources (HR) departments/jobs become out-dated? Well, the simple answer is definitely no, as per the community’s demands at GBSB Global Business School. GBSB Global monitors trends in business, and realizes that businesses need to adapt their HR approaches in order to evolve with the changing working conditions, and this is why it has included up-to-date courses in its curriculums. According to GBSB Global Business School, the Human Resources team is responsible for driving an aligned, purpose-driven culture where everyone feels inspired to work smart and thrive. Adding to that, and in the current period of transformation, smart HR teams started stepping up to provide virtual engagement tactics and creating innovative ways to keep remote employees engaged, loyal and easily integrated into the company’s digitalized environment. “While many employees have been working from home since the start of the pandemic, many have had a hard time adapting to distance work and the various tools it entails. This is where Human Resources must be vigilant, monitoring how employees are handling their everyday tasks and keeping the workforce satisfied and productive, potentially mediating conflicts and misunderstandings” says GBSB Global’s HR professor, Dr. Nada Khaddage-Soboh. This fact challenges the educational institutions who teach HR management to upgrade the curriculum to meet the new markets demands and this is what we at GBSB Global did through engaging Talent Management, Digital Human Resources Management and many other up-to-date HR courses. “Outside of a company’s CEO or founder setting the tone, the Human Resources department is tasked with leading the way, making sure that the employee workforce has the proper tools, support, and culture in place to be effective” says Dr. Khaddage-Soboh. It is clear that even though some companies may feel fragmented given the new, unusual setting, the demand for HR professionals is increasing. Remote work is here to stay, and HR is the main responsible department to keep everyone working effectively, efficiently and happily. For more information, please contact Olivia Nieberg at [email protected] Human Resources Jobs’ Demand Attractiveness Former NatWest Director of Payments joins Board of international funder. Global SME funder, Bibby Financial Services (BFS) has appointed Marion King as Non-Executive Director as it continues to work towards its ambitious growth strategy. An accomplished leader with more than 25 years’ experience across the financial services sector, Marion has held senior executive roles with NatWest Group, Mastercard, Vocalink and Reuters, in addition to non-executive directorships with Low Carbon Contracts Company and commodity price reporting agency, Fastmarkets. Her most recent role, held since 2015, was Director of Payments at NatWest Group where she was responsible for setting and delivering the payment strategy, in addition to overseeing payment architecture, operations and innovation. Marion is currently Chair of the Advisory Board of the Payments Association and former Chair of the Payments Futures Strategy Group for UK Finance. In 2018, she joined the Multiple Sclerosis Society as Board Trustee. Jonathan Lewis, Chairman of BFS, said: “This year, BFS is celebrating 40 years of helping SMEs to grow and thrive so we are delighted to welcome Marion to BFS as Non-Executive Director at such an exciting time for the business. “Marion’s deep understanding and experience of the financial services sector, combined with her focus on delivering genuine value for clients will be a huge benefit to the business as we continue towards our growth ambition. “As a family-owned business, our values are core to how we do business so it is hugely important to us that our Board demonstrate and champion these values every day. Marion shares our values in abundance, and we look forward to benefitting from her vast experience and counsel in the future.” BFS is the UK’s largest independent invoice finance provider, and a financial services partner to almost 9,000 SMEs worldwide. Speaking of her appointment, Marion said: “BFS is a highly successful business with a track record of delivering excellent service to its SME customers. But importantly, it is also a highly values-driven organisation. “I’m delighted to join BFS and look forward to contributing to its ambitious growth strategy, benefitting colleagues, clients and business partners alike.”
CEO MONTHLY / ISSUE 9 2022 6 Mar22259 Against All Odds From high school dropout to highly valued CEO, Adam Clarke went from dominating one sales environment after another in his teens to establishing his own company. Not only did he start the business in a living room in his twenties, but he also executed his ideas perfectly. It was in 2013 when Adam brought his vision to life, a tech company that would change the face of the payment industry. Now truly thriving and generating multi-million euro revenue, we’ve recognised Adam’s extraordinary work by crowning him ‘Most Influential CEO, 2022 – London.’ We, of course, had to get in touch with the man himself to learn more about his inspirational career and company. Adam Clarke didn’t take the traditional route to get to where he is today. He didn’t finish school – as growing up with ADHD meant the conventional methods of learning didn’t suit the way his mind works. By the age of 13, he was drawn towards the world of sales, seeing a future in it and how it would help him to build the life he wanted. As soon as he had the chance, at the age of 16, he took on a role in sales and was soon outperforming hundreds of adults within the company. Speaking from his own experience in business, Adam tells us, “You should not believe that the entrepreneurs you look up to are different from you. The only difference is the ability to handle failure and rejection at an incredible rate. Standing up again after getting knocked over by failure is the most important part of being an entrepreneur.” A go-to expert in the industry, Adam believes the great tech revolution is only just beginning. He believes that AI is the future of tech and that it will continue to change the way the world works. An example of this is his company’s payment technology which comes with a modern twist. Adam explains, “Our (Macropay’s) technology grants you access to various alternative payment methods and open banking. As a merchant, you can manage all of your accounts under Macropay’s all-in-one dashboard.” Having started Macropay as a one-man band, Adam is proud to say the significant success the company has seen over the years has been entirely built upon by his amazing team, especially those that have been there since the beginning like the current CFO Diana Gozman. Despite this success, the company’s goal has remained the same – with every software launch, they make sure there is a need for whatever it is the team is creating and offering. For example, Macropay recently launched its open banking technology, designed to allow customers to pay using their bank. This open banking product from Macropay is guided by its desire to address a need in the payments landscape, specifically, the need for stricter data control on both the side of the merchant and the customer. And of course, making payments easier for everybody! This technology is now live and will soon be made available for ecommerce sites and online stores. Adam comments that “this is an exciting venture for the whole Macropay team!” Macropay’s product comes in very useful for every business who wishes to offer more payment methods. He says, “meeting businessowners and helping them solve their payment concerns is second nature. Providing solutions through the technology that we offer is always exciting. Seeing a client thrive after onboarding our gateway is a reward in itself.” There are other payment technology providers out there, however, the major advantage Macropay has is its ability to identify which businesses it can grow with, connecting with themand consistently delivering on its promise. Macropay is at an aggressive growth stage and with this comes a lot of challenges. Adam tells us, “We would like to expand our scope of operations. This is currently met with a lot of compliance and security hurdles such as licencing and advancing our tech, which requires strategic hiring.” However, he encourages tech talent to look into the company and see if there is scope for advancing their career path within the organisation. This ensures there are positions available across departments and the team is set to grow even more. In general, Macropay’s major concern is the demand for its payment technology, partly due to its firm effort to uphold its promise of quality service. It will not overload its employees and it will not onboard too many clients to the point that it cannot serve them properly. As a result, Macropay’s services usually have a waiting list, but it is working towards faster automated onboarding while making sure that it maintains the personal touch that has got the business this far. Company: Macropay Contact: Support Team Email: [email protected] Website: macropay.net Jul2 008
CEO MONTHLY / ISSUE 9 2022 7 - - - May22065 A Most Influential CEO, 2022 - Arizona, USA Mission Underwriting Managers, LLC [email protected] www.missionunderwriters.com
CEO MONTHLY / ISSUE 9 2022 8 Apr22415 Here are just some ways that you can help: Pay It goes without saying that a pay increase would undoubtedly help right now. If this is possible for your With energy bills, petrol, and the cost of food all escalating at extreme rates, it is likely that your team is going to be impacted by the current cost of living crisis. As a CEO, it is crucial that you support your team during this time, not only for them but for the health of your business. People are likely to be affected in many ways and it is important to remember that there will be mental health struggles as well as financial ones. business, then implement it as soon as you can. Understandably, this isn’t an option for all businesses. Whether you can increase pay or not, be sure to use robust payroll software to guarantee everyone is paid accurately and on time. This will become increasingly important as the cost of living continues to rise. Using such a system may also increase your company’s financial well-being in the future which could in turn benefit staff later down the line. Salary Sacrifice Salary sacrifice, often used for pensions, is a way for employees to pay for things via the company payroll. In doing this, the amount of tax paid is reduced meaning employees can save some money. If you are currently offering this for pensions, why not offer it for more services? It can also be used for transport, health care, and phone plans too. Flexibility Although it is not a tangible benefit, allowing employees the maximum flexibility possible can be very helpful during this time. Many people will be looking to cut down their living costs; this could include fewer trips in the car to use less fuel or reducing the number of hours their children are in childcare. Allowing people more flexibility to work around their life commitments or to work from home could help them to cut costs. Education Providing your teamwith financial education can be invaluable during a time like this. As we don’t typically learn about finances in school, being taught how to budget andmanage potential debt is something that lots of people may find useful. Before arranging this, be sure to check with the team that is something they would benefit from. If it is not, then the money you were going to spend on it can be better spent elsewhere. Promote Honesty There are often times when people are struggling but they don’t feel they are able to be open and honest about it. This is particularly true for financial issues due to the stigma around discussing money. Removing this stigma and encouraging people to talk freely about finances and any problems they may be having is a great way to ease stress and offer support. How to Support your Team through the Cost-of-Living Crisis
CEO MONTHLY / ISSUE 9 2022 9 Concierge medicine provides a more personalized medical care and service than other alternatives. But one company in particular is using a model to take that personalized service a step closer, working closely with physicians to preserve, protect, and optimize the patient-physician relationship. This is all led by the winner of Most Influential CEO, 2022 – New York, the USA: Dean McElwain, Ph.D. A Subscription to Better Health astle Connolly Private Health Partners (CCPHP) partners with exceptional physicians to offer concierge (membership-based) programs to individuals who prioritize health and wellbeing. The model empowers and protects the physician-patient relationship, helping physicians practice the way they intended, and Ltd patients receive the care they deserve and need. Its CEO and Co-Founder, Dr Dean McElwain, has his own story in healthcare, leveraging 30 years of progressive leadership experience in the healthcare field. He also has provided instruction and guidance, specifically in the field of concierge medicine itself. Lecturing and consulting with prominent companies, organizations, and figures in the healthcare world while bringing his robust portfolio of knowledge and experience to guide the team at CCPHP. As a leader ,Dr McElwain’s overarching directive is to create an environment that fosters value. Creating value applies not only to shareholders and their physician partners but, most importantly, to members. The member experience is the driving force behind its core values of collaboration and empowerment. These values inform not only how the team operates daily, but the directions leadership takes in ensuring the delivery of its promises to all. Additionally, Dean recognizes that his team members are essential in delivering the excellence associated with the Castle Connolly brand. He ensures the team is brimming with innovative collaborators who have a passion for exceeding expectations for both partner physicians and members. The work culture of CCPHP is centered around kindness, directness, and accountability. Its three-fold focus exists to create an environment where the team can openly share and collaborate on problems to find innovative ways to deliver exceptional service together. At Castle Connolly Private Health Partners, members pay a fee for a wide array of amenities and enhancements for convenient, comprehensive and personalized healthcare. Its concierge medicine model supports strong physician-patient collaboration, with an intense focus on patient wellness and preventive care to a degree far greater than competitors. Patients and physicians of CCPHP forge unbreakable bonds of trust and comfort, resulting in stronger physicianpatient relationships —all leading to higher patient satisfaction and wellness, increased job satisfaction and less physician stress. Thanks to years of forward thinking and the development of its membership model, CCPHP was minimally affected by the change of circumstances during the pandemic. The healthcare industry (primary care in general) faced unprecedented challenges. With the onset of the pandemic, primary care physicians saw the evaporation of visit revenue and a pivot towards virtual care. Specifically, CCPHP’s membership model practices were minimally affected, as they had sustainable revenue streams and a prepandemic capability with virtual care. The robust migration of primary care physicians and patients moving toward the membership model has benefited patients and physicians in the unstable environment of primary care. This innovative approach remains at the forefront of the leadership’s mind. Dean has already set up a growth plan for the practice that spans the future years, looking to integrate many tech-based delivery platforms and implement further primary and specialty care options. He also plans to develop the company’s presence by continuing to create great partnerships with leading physicians in both independent and group practices, as well as larger system environments. They are also working with existing independent concierge practices to take equity stakes and invest in their continued growth and success. Dean and CCPHP are both equally as impressive. What the company has built and accomplished makes it a shining light in the industry. But the man who led them there is not only a credit to the business, but to the industry – doing far more than guiding his team, and those around them, to greater heights. His influence and insight cannot be overstated. Thus, his award for Most Influential CEO of 2022 for New York is well warranted. Contact: Anastasia Economides Company: Castle Connolly Private Health Partners, Llc Web Address: https://ccphp.net/ Jun22282 C
Becoming a Leader of Change By Anders Indset
CEO MONTHLY / ISSUE 9 2022 11 Define your style and focus on what you stand for (and what you love) I am often asked what I see as being the greatest challenges. I do not like this question. I am not looking for hurdles, but for possibilities and opportunities. Instead of focusing on what separates us, the focus should be on what connects and unites us. We should focus on the possible. For starters you – as a leader – should define your style and outline a maximum of two or three values that define you and what you stand for. Stand up for something, something you are enthusiastic about. Carry this vision to the people with your full power. We need people with passionate, honest and positive visions. If you show spirit, employees and citizens will be more likely to forgive your mistakes. Be self-critical We are all shaped by our environment, origin and past. Nothing is more important than being self-critical; questioning our point of view and our opinions over and over again. ‘Why do I see it this way?’ ‘On what assumptions are my opinions built?’ We all have biases. Find them, take a different perspective and work out why you think the way that you do. Find people with different opinions and try to understand their point of view. Free yourself from dogmas and your own biases. Respect people with less authority I have met many people who earn far too much in relation to what they have achieved. The sad thing is that they often behave accordingly and take themselves way too seriously. How do you deal with the young person at the checkin counter in the hotel or the waitress in the restaurant if something doesn’t go your way? When you are standing in the priority line at the airport, you don’t have to act like an asshole if you can’t get straight through or if you find someone from economy in front of you. These character traits are often replicated in managers when dealing with their employees. My basic tenet is clear: I am not interested in your doctoral and professional degrees, titles and roles, annual income or ego. I am interested in how you deal with people with the least authority. I don’t want to live in a world where ‘being nice’ is a sign of weakness, when that’s exactly what good leadership should be about. Be humble It’s all luck. Yes, there’s certainly a lot of hard work involved, but at the end of the day your life is a cosmic lottery of coincidences; that you were born (at all), what you have experienced, how your body is put together and so on. A series of unbelievable coincidences, both small and large. Don’t forget that when subject and ego take over – and when you think you are the one creative genius and believe you have mastery over something called free will. It is not so: life is a coincidence. Appreciate that and share that happiness with the people around you. Do not focus on happiness It’s not about the pursuit of happiness. It’s about being less unhappy. Happiness is a by-product. Keep yourself busy and aim to make other people happy and allow your happiness to find you. The Dalai Lama once said very aptly, ‘If it were possible to become free of negative emotions by risk-free insertion of an electrode, I would be the first patient – without compromising intelligence and critical mind.’ Technology makes many things possible, but we should be careful with it and ask ourselves what we really want. The great ‘American dream’ does not work everywhere Cartesian individualism, as practised in the USA, is not a universal model. We can only really enjoy lasting individual freedom if we invest in the common good. Many aphorisms, such as, ‘A team is only as strong as its weakest link,’ are repeated by experts. Even more important is the appreciation of normality. Create participatory cultures, promote togetherness and focus on your input. If you follow these steps, you will also end up with good output. An extraordinary year or an extraordinary life will happen by itself if you learn to appreciate the wonders of the ordinary. Be a teacher – share your knowledge Lifelong learning and curiosity are the keys to success. Being a teacher will not only increase knowledge within your company, but also allows you to learn yourself. Experiencebased learning is the basis for lasting personal development and change. Deep squats for the brain and thinking hours Good physical health is essential to cope with stress and should be the focus for managers in the twentyfirst century. However, don’t forget to practise deep squats for the brain. At least one hour of thinking per week (or, better yet, every day) should be a fixture in your diary, a regular appointment, just like your visit to the gym. Due to the rapid development of technology we are turning more and more into digital reaction junkies. The only way to break out of that is to set aside thinking time. Stay healthy for your hundred-year journey – your hardware must work – but rediscover the art of thinking. The symbiosis of heart and mind is essential. The project is the boss The idea of the ‘boss’ has had its day. Management today is shifting to algorithms, technology and smart tools. The project is now in charge. We are only as successful as the project is performing. Leadership is not only at the top, it is everywhere in teams and companies today. We just have to free this leader. Future leadership will be about shedding tears in moments of sadness, breaking into smiles and experiencing the joy of acquiring new knowledge or skills. It will be about the small and ordinary things that bring us to life. It should be about the joy of tasting the fresh snow, the wonders of the polar clouds and the lights shining in the old wooden houses where families play a board game together. It should be about remembering that the little things are actually the big things and make all the difference. It should be about appreciating the ordinary and dealing with the people around you. In a world without a defined agenda or over-arching purpose, it is OK not to take yourself so seriously. Jun22146 For starters you – as a leader – should define your style and outline a maximum of two or three values that define you and what you stand for. Stand up for something, something you are enthusiastic about. Carry this vision to the people with your full power. We need people with passionate, honest and positive visions. If you show spirit, employees and citizens will be more likely to forgive your mistakes. “ “
CEO MONTHLY / ISSUE 9 2022 12 Ten Tips On How To Meet Your Business Goals • Experts reveal 30% increase in searches for ‘business goals’ • Digital marketing agency shares how businesses can meet their goals he current financial climate has forced businesses across industries to reassess business strategies and future goals. Many are re-evaluating their journey to success, whether their goals are performance, data-driven, cultural or internally focussed. Struggles with employment, paired with the soaring cost of living and materials, have started to impact even the strongest business models, and many are shifting the way they measure success and set goals. Following a 30% increase¹ in interest for the search term ‘business goals’ between June 2020 and June 2022, digital marketing and website development specialist Fishtank Agency has shared insights on how businesses can meet their goals. 1. Find your USP (unique selling point) Identifying a USP is crucial across all business sectors, especially those that operate in highly competitive markets, and understanding what makes your business unique can help you focus on what’s important. This could be various categories such as price, location, values or capabilities of your business. Matt Devall, Senior Account Manager at Fishtank, May22065 T commented: “Every business is unique, but it can be difficult to understand what that uniqueness means and how it is communicated to your potential audience. Usually, it will lie in something simple. If you manufacture a product that no one else does, it’s easy to get lost in the benefits of the item itself and miss the obvious fact that consumers can’t buy it anywhere else.” 2. Create unique and motivating goals Another way to meet your goals is to determine the future success of your business and strategise a plan to meet your objectives. Whilst having one primary goal may be straightforward, having various objectives of different priorities can improve productivity and contribute to more significant growth overall. Of course, setting goals spread over the calendar year or financial year can help you see the success on a larger scale, but setting smaller goals allows you and your team to reach achievements throughout the year and maintain employee engagement and increase morale. Matt shares: “Take inspiration from people who are goal driven, ask how they focus on what they want to achieve
CEO MONTHLY / ISSUE 9 2022 13 and understand their process. Setting goals should be easy, but it can get lost in the day-to-day tasks when growing a business.” 3. Focus on what you do well Whilst your USP should focus on what separates your business from competitors and what you can offer that they can’t, a single-minded proposition is a compelling reason as to why a consumer would want to buy your product or use your service over others. This should be the most important thing you want people to know about your brand and should be consistent across digital platforms. However, be careful that this message doesn’t become too repetitive and ensure that you can commit to any promises you are making. 4. Make use of expert advice and support When wanting to achieve business success, it can be easy to try and take on too much work and want to do everything yourself. Whilst you may wish to be handson with all aspects of your business, this can come with a sacrifice of quality. Utilising external support for areas outside of your specialism can boost your capabilities as a business, allow you to offer more to your consumers, and increase potential profits. This could include recruiting external accountants, marketing or content development support. Outsourcing Digital Marketing to Support Business Goals Case study - Crocodile Products Crocodile Products, the market leader in the design and manufacturing of premium glass verandas, automatic garage doors and winter gardens, approached Fishtank Agency to manage and reinvent a new brand identity as part of their 12-month business strategy. With a digital mindset in place the manufacturer understood that in order to thrive, they needed to invest in a brand identity that would support them in gaining an edge over competitors and a digital platform that could handle the fast pace growth they expect to see over the next 12-months. To ensure maximum impact and a joined-up communication approach for their customers, Fishtank developed and refined the brand identity, and designed and built a new website with UX and UI to prioritise users’ needs as well as their attention span. The re-brand and website design has successfully raised brand awareness, improved usability, experience, and engaged distributors and end-users resulting in a 117% growth in conversions from non-branded traffic and a 49% reduction in bounce rate. 5. Think and plan ahead ‘Fail to prepare, prepare to fail’ is something you’ve likely heard before, but it is crucial to remember when managing your business. As the past two years have proven, companies need to have plans in place to handle unexpected difficulties. Forward planning includes creating solutions and plans of action for possible circumstances. Some may be minor issues that can occur, whereas others may seem farfetched, but it is vital to be prepared for them should they appear. These should be reviewed on a regular basis and updated, aligning with business changes. 6. Break boundaries to create change Stepping out of the box and breaking boundaries can be daunting, especially in a corporate or professional sector. However, following generic trends and staying too close to competitors can cause you to fall into the background and get lost among the crowd. It’s important to remember that you will not come up with anything genuinely innovative by sticking to the status quo. Remember that the likes of global giants such as Amazon or Apple had to start by breaking boundaries and doing things differently; the same applies to the majority of successful businesses. 7. Develop your network beyond your immediate locality Although asserting your business in the local area can be beneficial for brand awareness, you could be limiting your pool of potential customers. Make the most of networking opportunities to broaden your business audience and offer your service across the country. Social media can be a great way to target wider consumers who may not come across your business based on location. Likewise, it can be a great way to target an international audience if relevant to your business and service offering. 8. Always be ready for new opportunities Being reactive in your sector is a great way to secure positive results fast and establish yourself or your brand as a leader in your industry. For example, if a trending topic in the news adgenda or on social media is relevant to your business or sector, be prepared to comment on it as soon as possible as this can increase brand visibility and enhance credibility through thought leadership. Even if there are no opportunities to provide comments, being reactive across your social media channels or content on your website can help see a significant improvement in engagement. 9. Ensure that your teamare well looked after While having tangible goals in place can help your team’s productivity and work ethic, it can put pressure on your team, which they may not show. Although it’s essential to keep your staff aware of goals and motivate them to reach them, remember that these goals may not always be achieved. Excessive pressure on staff is guaranteed to cause a drop in productivity and may cause damage to employee retainment. If your goals are not achieved, use it as an opportunity to look for different ways of working and get feedback from your team members on what would help them. 10. Celebrate your achievements On the other hand, when goals are achieved, those involved should be celebrated and given credit for the work they have put in and the results they have accomplished. This can be forgotten, especially when working in a fast-paced environment, but it can significantly benefit staff morale and workplace culture. Setting time to highlight your successes can be done differently depending on your team. You may wish to hold regular meetings, such as monthly or quarterly, to gather your team and celebrate recent achievements. Matt Devall commented: “The events of the last two years and the current cost of living crisis have likely caused the plans and goals of many businesses to change. Whilst many are still working on returning to their previous levels, business owners must look at the current situation differently; their current goals will likely differ from those they had a few years ago. “Whilst competitor and industry research are helpful to get a more extensive understanding of the current business landscape; it’s vital to view every brand and business as a separate entity and ensure their goals are unique to them and what their future business looks like to them.”
CEO MONTHLY / ISSUE 9 2022 14 How Correctly Implemented Technology Can Make Your Business More Inclusive Inclusion is important for any business, no matter the industry, and recent advancements have meant that technology now plays a vital role in providing an inclusive environment. From improving communication, to ensuring wellbeing of employees, there are multiple benefits to implementing the right solutions, especially as many businesses adopt hybrid working models. udio visual experts Universal AV share how the right technology can support an inclusive and diverse workforce: Communication Whether it is internal or external, communication is key for promoting inclusivity in businesses. “Implementing the right tools is imperative to ensure continued communications, especially with remote and hybrid workers” Mark Atkinson, Sales Manager at Universal AV had to say. He adds “to ensure an inclusive and efficient workplace, technology should be implemented that allows both private and open communication. This will ensure employees can communicate with ease and feel part of the team, whilst having a safe communication channels for private matters.” Tools such as “video conferencing from the likes of Microsoft Teams, which seamlessly connects users no matter their location, can really help in boosting communication and therefore inclusivity across the business”. Equality Workplaces need to be adaptable to ensure equal opportunities for workers, no matter their requirements. Tools such as “assisted listening devices and induction loop systems are just one of the ways to make the workplace more accessible for those who have hearing impairments for example” adds Atkinson. It is vital employees feel supported, and tools which track employee progress and achievements can also assist in driving inclusion and equality. These can make applying for promotions and roles within the company easier regardless of background and requirements. Wellbeing Hybrid working has seen a rise since the pandemic with 24% of workers adopting this way of working as of May 20221. Almost half of people working at home in some capacity also reported improved wellbeing, with 53% saying they had fewer distractions. Whilst this way of working is becoming the norm, its vital businesses have the right set up to facilitate hybrid working to ensure continued wellbeing. “For employees working remotely support can be provided through the right technology. Video conferencing can be fantastic for involving everyone in wellbeing events or company socials for example, which they otherwise may have missed. ” adds Atkinson. Productivity Following the pandemic, many business owners were forced to look at the technology they use to facilitate home working effectively, and since then it’s been vital to adapt the workplace and ensure continued productivity. 41% of workers have reported increased productivity since adopting hybrid working, proving its effectiveness, however “the right set up is vital. Hybrid meetings which participants can easily access will help ensure increased engagement and efficiencies, whilst also ensuring an inclusive environment” Atkinson says. “We’ve seen businesses adopt the ‘bring your own device’ approach which means users can join seamlessly from wherever they are, using their own phone or laptop and ClickShare CX-20 hardware, without the need of additional equipment.” As businesses continue to adapt to the changing ways of working, its important to ensure an inclusive environment for employees. This is not only imperative for wellbeing and diversity, but also allowing people to work productively. May22065 A
CEO MONTHLY / ISSUE 9 2022 15 How to Help Your Team Overcome Fear in the Workplace Fear is a primal emotion that has characterised human nature from the very dawn of evolution. It is a basic yet crucial emotion that is important to survival, triggering a response designed to keep us safe from threats and dangers. In this respect, it is fair to say that it is a valuable sentiment to experience from time to time, as it guarantees we are as secure as can be in specific circumstances. However, problems arise when fear becomes a constant burden. This is particularly true if it happens in the workplace. Fear can instil sentiments of stress and anxiety, accounting for up to 60% of work absences during the year and costing companies an average of £666 per worker. Not only that, but it can also affect the efficiency and productivity of the business on the whole. Hence, it is important for leaders to find ways to help employees overcome fear in the workplace. Here, we explore how business owners and managers can support fearful teammembers by building a braver, healthier environment. Show empathy and build trust One of the most important responsibilities of a business owner or manager is to establish a relationship of trust with your employees. Indeed, trust is the gateway to teamwork, collaboration, and high morale, acting as a powerful tool for decreasing feelings of fear and stress. When your team lacks trust, they are likely to live in constant anxiety. When people feel they can’t allow themselves to be vulnerable, they may end up concealing their worries rather than speaking up and asking for much-needed help. To build a sentiment of trust within the workplace and nurture team development, it is crucial to demonstrate empathy and emotional intelligence. Remind your employees that you are there to provide support and assist them along the way. Point out that anyone can have a bad day or experience moments of uncertainty. Also, be honest and transparent and consider letting them know from time to time if you are feeling worried or scared too. This is likely to create a stronger connection and, ultimately, high levels of trust. Normalise fear Let’s not beat around the bush: from CEO to apprentice level, everyone is bound to have reservations around some specific aspect of their job. Some may feel uncomfortable giving a presentation in front of their colleagues, while others may be pressurised by urgent, last-minute tasks. Sharing that everybody has their own worries can help decrease the intensity of fear within your team. In fact, it normalises the experience and makes your people realise that they are not alone. Moreover, you may want to encourage them to recognise sentiments of fear as part of the process, while also highlighting that they are only temporary. Incite your staff to speak to fellow co-workers and supervisors, and allow them to have an open discussion about how they have conquered fears in their professional careers. This will boost your team’s confidence and help themmove forward. Create vision andmake your intentions clear Another goodway to limit feelings of fear in the workplace is to set a solid organisational vision and offer clear instructions when needed. In fact, some employeesmay experience increased sentiments of stress and anxiety if they do not knowwhat is expected from them. By defining the end goal and their role in that, and by providingworkers with the right instruments, business owners andmanagers can effectively nip this problem in the bud. Not only that but, in certain circumstances, it could be wise to explain the reasoning behind your decision-making to your team. For instance, if you are hiring a candidate for a new role, some teammembersmay worry about how the change will affect them. Some peoplemay be concerned that it’s because they are not performing well enough, whichmay therefore knock their confidence. Hence, outlining your intentions can prevent sentiments of fear from the outset. What’s more, your employees will be more likely to support and understand the decisions you make. React amicably to news and disagreements Theremay be certain instances in which, however, your teamwill not agree with the actions you take to tackle a problem. If this happens, make sure you don’t shrug off your employee’s opinion or react negatively. Firstly, this might lead to narrow-minded and short-sighted decisions. Secondly, and perhapsmore importantly, your teammay be less likely to disclose any issues or uncertainties theymay have in the future. This is because they may be afraid of receiving an abrupt response. Likewise, if your workers come to you with negative news, make sure to stay lucid. Things don’t always go to plan and there will often be options you can try to improve the situation. By embracing the right attitude and thanking your employee for informing you promptly, you can nurture a positive environment that leaves no room for fear. It is only normal to experience fear and worry from time to time. However, workplaces should be made welcoming and collaborative to truly drive productivity and efficiency. May22631
CEO MONTHLY / ISSUE 9 2022 16 Winners’ Listings Zaid Arshed Armaan Resales Ltd CEO of the Year, 2022 - Lisburn, the United Kingdom Keith Broadbent Haydale CEO of the Year, 2022 - Swansea, the United Kingdom Cameron Brownjohn Federation Asset Management CEO of the Year, 2022 - Sydney, Australia Sam Carter Fospha CEO of the Year, 2022 - London, the United Kingdom Robert Baugh Keepabl CEO of the Year, 2022 - London, the United Kingdom Steve Butterworth Neighbourly.Com CEO of the Year, 2022 - Bristol, the United Kingdom Edward Ellis Iceni Labs CEO of the Year, 2022 - London, the United Kingdom Ana Haurie Respira International CEO of the Year, 2022 - London, the United Kingdom Aidan Laycock Elbowspace Ltd CEO of the Year, 2022 - Scarborough, the United Kingdom James Robson Fundonion CEO of the Year, 2022 - London, the United Kingdom Meet Kotadia OCXEE CEO of the Year, 2022 - London, the United Kingdom Liz Brunner Brunner Communications Most Influential CEO, 2022 - Massachusetts, the USA
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