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Pakistan UN SDGs, Catastrophic Floods are a Public Health Crisis Over 33 million people have been affected by the monsoon rains and the consequent flooding since mid-June 2022, causing unprecedented destruction in Pakistan, particularly in Sindh, Balochistan, and Southern Punjab. Muhammad in Lahore, Pakistan Natural disasters in the region account for 40% of the world's disasters and have resulted in the deaths of many people. Along with it, the brunt of the health crisis has haunted flood-hit Pakistan. However, the Sustainable Development Goals ( SDGs ) provide a comprehensive strategy to address issues like poverty, inadequate food supply, poor health care, bad climatic conditions, and more for developed and developing countries. In particular, SDGs seek to end all hunger caused by extreme global climatic conditions. Admittedly, 2022 was a tumultuous year in the context of environmental, social and governance issues for humanity. This summer, there was a significant disruption in the environmental balance leading to natural disasters. With that being stated, Pakistan floods were reported as the sixth costliest climate disaster of 2022. At the core of flooding negotiations is the conundrum of how to prevent disasters while preserving the environment. Pakistan has successfully met SDG goal 13, as SDG index manager at SDSN, Guillaume Lafortune, said, “In our methodology, Pakistan has achieved the climate action goal, as its energy-related emissions are below two tons per capita.” It still needs to pursue efforts to fight climate change. Furthermore, Pakistan is lagging in achieving SDG 3, which is related to the health and well-being of all. Although efforts are being made to improve the healthcare system, its chances of meeting this goal in the next seven years are bleak. In this article, we’ll be looking at: ● Overview of 2022 Floods ● Impacts of the Flood on Health ● What Lies Ahead? ● Preventive Measures for Disaster Management Overview of 2022 Pakistan Floods Heavy rains and a heatwave set off the floods caused by glaciers melting in the mountains. Floods are extreme events that cause massive destruction of land and infrastructures. The damage of the 2010 flood still needed to be amended, and unfortunately the country had to face another mega event last year. Due to improper planning and safety measures, a considerable portion of the provinces of Sindh and Punjab drowned under the powerful water flow. The country was amidst the vilest economic and political crisis , and the flood came as an additional calamity. Due to the political turmoil, the governance delivery was below par amid the crisis. The affected people were not helped adequately. Political instability undermined the necessary policymaking which resulted in hyper-inflation and food shortage. Nevertheless, flooding continues to ravage Pakistan, worsening the humanitarian crisis. According to Dr. Brennan, WHO Regional Emergency Director, humanitarian organizations fought a tough battle against this crisis. He further added, ‘’the catastrophe has pushed the country to the brink and diseases are rampant.’’ The flood killed many people, and many people lost their homes and agricultural land. The country faced over $15.2 billion of economic losses, including the shortage of food and water as an after-effect. With the skies clearing in Pakistan, the extent of the flood damage becomes more apparent. Women Health Issues The situation of 2022 was worse than the 2010 floods, and the aftermath of the health crisis is terrifying. Around 650,000 pregnant women were dislocated and were necessitated to give birth in hazardous conditions and face maternal malnourishment and improper care. Lack of menstruation supplies and inadequate maternal services have put many menstruating and pregnant women in a dreadful situation. Since women cannot get proper sanitary care during their menses, it can be a severe health issue causing infections that can be spread to others. Amid the flood, due to poor hygiene and contaminated water, the crippled health infrastructure had worsened the battle against pre-existing illnesses, such as COVID-19, dengue fever, and polio. The birth of babies in flood camps with no health care workers or proper medication is resulting in infant deaths, postpartum deficiencies, and a colossal health crisis in the country. Moreover, the damage to infrastructure in the flood-affected areas has made it difficult for women to access clinics and hospitals since they can't travel through damaged roads. In addition, the lack of connection with authorities has disrupted immunization programs, resulting in an increase in polio and other viral diseases. Malnutrition According to UNICEF, ten million children are malnourished in Pakistan. Besides having one of the highest maternal mortality rates in the world, more than 40% of Pakistani mothers were already anaemic before the floods. Now there is a surge in malnourished babies. Malnutrition, however, emerges as a real threat as water keeps wiping out crops and the roads transporting food. Children are not getting the right food and care, affecting their growth and brain development. Even mothers cannot feed their infants due to lack of energy and food. Yet, this catastrophe doesn't just affect the flood-affected areas, but the food shortage and damaged crops will lead to a country-level crisis whose glimpses we have started to see in the rising prices of flour, rice, and other necessities. Snake Bites Floods have had an impact on both humans and wild animals, depriving them of refuge. This led to many lethal diseases caused by poisonous creatures such as snakes. People who have been bitten by dangerous snakes need to receive antivenom therapy at once, but floods can also make it difficult to get help. 134 individuals in Pakistan were said to have been bitten by snakes due to the floods as of August 30, including a woman in the northwest's Khyber Pakhtunkhwa province who expired after not receiving appropriate and quick medical attention. Infectious Diseases The authorities are still not able to channel the flood water to the sea. The stagnant water is a hub of waterborne infections and diseases, such as cholera, dysentery, dengue, malaria, and many more. And with no immunization and medical help, these conditions can be fatal. Since flooding has given rise to many water and vector-borne diseases, it was not wrong to categorize illnesses into acute and subacute care settings. Diseases, like diarrhoea, leptospirosis and skin infections, were reported in acute care settings, whereas in subacute environments, respiratory infections, leishmaniasis, hepatitis and malaria were reported. After severe flooding, access to clean water is frequently a significant issue. Overcrowded shelters and poor sanitation exacerbate the spread of diseases in flood-prone areas when sewers overflow, contaminating drinking water and increasing the likelihood of gastrointestinal disorders. Humidity and prolonged contact with contaminated water contribute to common skin infections. Moreover, mosquito breeding is common in flood-affected areas that have turned into breeding grounds , contributing to mosquito-related illnesses like malaria and dengue fever. Psychological Trauma Due to the devastation of the flood, a large number of children are also affected, disrupting their vaccinations, proper food supply and education. With the country already running behind on its educational targets, this can directly affect its development in years to come. These children will not only be physically weak but also mentally traumatized by the conditions they are surviving in. The monsoon rains leading to catastrophic floods have also left many cases of mental trauma. In flood-hit areas, more than 50% of the affected children were reported with signs of mental distress. During disasters, children's psychosocial well-being is affected by several factors, including homelessness, loss of access to education and loss of loved ones. The lack of education and living under the sky with deaths, diseases and stagnant water around them will leave a profound mark on their souls and minds that will take decades to fade away. What Lies Ahead? Director General of the World Health Organization, Tedros Adhanom Ghebreyesus, said, “The water has stopped rising, but the danger has not, we are on the verge of a public health disaster.” It's a situation of crisis, and the people of Pakistan, living within the country and abroad, have come forward to provide immediate help to the affected. Still, the disaster is so huge that the whole world needs to extend its hand to help these people living in extremely harsh conditions and are prone to disease, starvation and death. With the winters going on, the situation is getting more aggravating, and the food, shelter, clothing and health crisis is peaking up in the whole county. Health conditions are the biggest hurdle, and if not given the attention they need, it might affect the whole country later. Spread of powerful viruses and infections can flow through the water to other parts of the country. Limiting polio or measles cases would require a lot of work for the authorities once the virus spreads. Preventive Measures for Disaster Management Knowledge about common health-related challenges helps to plan an efficient healthcare program during floods. More than 4210 medical camps have been set up by authorities to manage flood-related victims. Digital media should provide early warnings about the effects of flood disasters and flood forecasting so that people can evacuate safely and quickly before significant damage. Early Warning Systems Prevention of outbreaks of waterborne illnesses is a step that needs to be taken. One significant preventive measure includes strengthening Early Warning Systems (EWSs) that can prevent epidemic diseases. To develop policies and establish plans for limiting infectious outbreaks, it is imperative to evaluate risk factors, such as water pollution and sanitation, scarcity of health facilities and liveable shelters, and exposure to disease vectors. Heavy rains are strongly linked to mosquito-borne illnesses, like malaria and dengue; thus, to prevent outbreaks, it is essential to ensure that health facilities in high-risk regions are stocked with medications, such as antimalarials and rehydration fluids. Chlorination to disinfect water and immediate actions targeting disposal of polluted water and other waste should be taken to protect public health. Psychological First Aid Since mental disorders are common, mitigating psychological trauma risks is also essential. Public health interventions such as Psychological First Aid (PFA) are both practical and cost-effective in Pakistan to facilitate the healing of psychological trauma in flood victims. Efforts should be made to develop mental health policies. State’s priorities Investing in children's education, providing permanent safe homes and pediatric mental health services should be the government's main focus beyond the immediate flood aftermath. Conclusion To conclude, Pakistan’s weak healthcare system is facing dire consequences of flood and finding it difficult to cope with. One-third of the country was drowned in water and some areas are still watered. Pakistan is facing environmental challenges that are not of its own creation. The country contributes less than 0.5% to global emissions but faces acute climate challenges. In such circumstances, it needs climate justice in the form of international cooperation to mitigate these threats that affect a considerable population in many ways. The authorities must act swiftly to achieve SDG goals to minimize environmental patterns' effects and save the lives of people affected by natural disasters. Pakistan needs to leverage its efforts and align its budget with SDGs to achieve the majority of SDG goals that can help to mitigate many risk factors that can disrupt the economy and health of this country. Previous Next

What is Meant by Natural Capital? Natural capital refers to Earth's stock of natural resources and ecosystems that provide valuable goods and services to humanity. Natural capital refers to the Earth's stock of natural resources and ecosystems that provide a wide range of valuable goods and services to humanity. It encompasses various elements of nature, such as forests, rivers, oceans, minerals, soil, air, and biodiversity. Natural capital is a concept used in environmental economics and sustainability to emphasise the economic and social value of natural resources. It recognises that the environment is not just a backdrop for human activities but a fundamental component that supports and sustains life and economic activities. The term "capital" is used to draw parallels between natural resources and human-made capital, like buildings and machinery. Similar to how human-made capital generates economic value and provides services, natural capital also generates benefits and ecosystem services that are essential for human well-being. These services include clean air and water, climate regulation, pollination, soil fertility, biodiversity preservation, and recreational opportunities. Understanding and valuing natural capital is crucial for making informed decisions about resource management, conservation, and sustainable development. By recognising the economic value of natural resources, policymakers, businesses, and society can take into account the costs and benefits of different land uses, promote sustainable practices, and ensure the long-term health and resilience of ecosystems. Previous Next Unlock Healthy Business Growth Discover strategies to enhance profitability, cultivate a greener and more sustainable business model, and elevate overall well-being. GET STARTED

John Dyson of Winslow Adaptics on Technical Obsolescence. Learn about Technical Obsolescence with John Dyson of Winslow Adaptics Technical obsolescence refers to the state when a technology or product becomes outdated or irrelevant due to the emergence of newer, more advanced alternatives. In today's fast-paced world, technological advancements occur at an unprecedented rate, rendering once cutting-edge devices obsolete in a short span. The rapid evolution of technology often leads to shorter product lifecycles, creating a challenge for consumers and industries alike. Technical obsolescence impacts various sectors, from consumer electronics to industrial machinery, as companies and individuals must continually adapt to stay relevant. It highlights the need for continuous innovation, adaptability, and strategic planning to navigate the ever-changing landscape of technology and avoid being left behind. Paul Hi, John. Thanks very much for your time today on this podcast. I'm really looking forward to this. We're going to be talking about technical obsolescence. John Yeah, looking forward to it. Paul You know, looking at your website, so you're working with defence, medical, aviation, rail space, you know, automotive as well. And so if you could tell us a little bit about Winslow Adaptics? John We're involved in in a market that has traditionally been involved with solving obsolescence so as you mentioned the kind of sectors that we're involved in. You know these are not kind of markets wherein your smartphone lives. These are markets which perhaps are not as Internet connected and they don't have so many risks in that term. "But there is a complete infrastructure which is dedicated as we are to solving the problems along the maybe 10, 20, 30, even 50 year lifespans on these pieces of equipment . And that's what we do. We've kind of built a business around solving obsolescence problems. So we are always competing with design engineers to do a re-design of their own product." But what happens when, let's say, in a situation where a chip is not available? So they think, well, we redesigned the board for the new chip. The problem that's going to occur there is that if they have stock of half-build or they have other components, you know, just in time, ready to be built. They’re going to have to scrap some of that equipment. So that's one thing, the scrappage. And secondly, there’s this problem downstream with repair and overhaul that actually, suddenly, it’s a different board. So they've got two different versions of the board, this one won’t work with that one. And this component, obviously the original component that caused the redesign is not available. So the first version of boards can no longer be repaired. So what we're doing, essentially by providing an adapted solution is giving this solution, we'll go into the past and into the future. "So we go into the past and repair it or overhaul it. We go into the future and do the same thing when the time comes with the future modules. Without actually having this sort of further obsolescence problem made out of a redesign." Paul So presume you have a customer, a potential customer could come to you and say, “John give me some advice. What's the best thing to do here? Should we do a redesign or can you breathe new life into this with what’s currently there today? And you could do the cost-benefit analysis for me. John There were times when redesign is, I don’t want to say that that's a bad solution. There are times when redesign is the right thing to do. I was having a conversation with somebody I know who was involved in obsolescence in the train, the railway industry. So we're talking rolling stock here and he was saying to me that they have contracts that maybe last… So this is a manufacturer has a maintenance contract that lasts for a period of time. And throughout that time, they might have an approximate period of time when they do a redesign. Like you’ve probably seen them in the trains. We have a lot of trains. So we have refurbished trains that come from somewhere else. So quite often, halfway through this lifespan of the rolling stock, there's a sort of redesign. So what we've seen recently is USB sockets creeping into trains. You know, Wi-Fi has appeared, digital communications have appeared the top telling you where the train is going. "A lot of things that are done perhaps mid time through the life of the rolling stock so it's a good place to redesign. But at the same time, the other 15 years I decided that redesign. It's a constant obsolescence to be dealt with." Paul Just give us a typical scenario, the customer then, somebody who might come to this problem might have and how you have helped them in the past. John Sure. So, a typical thing for us would be we have an Adaptics program, which is something where a customer would come up to us and say that this chip that I've been using in this assembly, whatever it is or some electronic assembly, this chip no longer available. It could be that it's obsolete, so it's permanently not available. Yeah, and it could be that it's temporarily obsolete. So it's got a diminished supply maybe for 52 weeks like the semiconductor crisis that we had, which to many companies will be as good as obsolete. So they will come to us and we would say, we would scour the market, we would find you know, honestly without being too complex, we would find a similar chip of some kind, maybe a different footprint, maybe a slightly different technology and we would design an adapter which would mean that that chip would actually work on the old board. "we would find a similar chip of some kind, maybe a different footprint, maybe a slightly different technology and we would design an adapter which would mean that that chip would actually work on the old board." Paul Right. John And the key thing here is, it would work on the old board, and the one previous to that, the board in the future. This is compatibility forwards and backwards, which really means that people are not are not wasting and not scrapping stock and we're keeping the repair and remanufacture process is going in the future as well. Paul The main thing that is driving this for you is what has always been driving is that these products are becoming older and can be less efficient. Are all the drivers for the business changing as we go into the 21st century? It's all about ESG, isn’t it? And it's all about reducing impact on the environment? John Yeah, I mean, we've seen a huge change here because what we've been doing really, what Winslow has been doing for the last nearly 50 years was always just the right thing to do for us, which was, you know, making components available for people to continue to improve the longevity of the product. What we kind of realised, the way the world has turned, is that actually, that's the only way that we should be working. We should be doing this. Whether we're making smartphones or making radar, you know, we should be making that kit last as long as possible. Paul I think that circular economy really fits. You're fixing things, you're making them last longer, you're breathing new life into them. So obviously, then that means those resources don’t come out of the ground, energy doesn’t get used in making that stuff again. John You know, where we find the biggest problem with this kind of service that we offer, that people are still putting their heads in sand, if you like. So they’re still thinking, it probably won’t happen to me. I’ll probably be okay and have it will probably be back on stock by the time I need it. Really what we're suggesting is people just face it, face the reality. Be prepared for that reality even if it doesn't happen because it's all easier to do it when there's no pressure. So yeah. Talk to us. Talk to people like us before you actually hit that problem. That's an important message, I think. Think about it first. "You know, where we find the biggest problem with this kind of service that we offer, that people are still putting their heads in sand, if you like. So they’re still thinking, it probably won’t happen to me. I’ll probably be okay and have it will probably be back on stock by the time I need it. " Paul So to what extent can your customers get a good understanding of when things are going to fail? Is that part of the specifications? John I think certain elements of obsolescence are predictable. So you know you see a chip company, an integrated chip manufacturer is taken over by another one. What’s going to happen? There's going to be a rationalisation of the ranges of one or the other or both of those two companies. They wouldn’t have come together if there wasn't some kind of sort of cooperation potentially between the two, so you can expect some obsolescence there. You can expect technology changes along the way. You know, perhaps less so in critical environments than in smartphones, but it does. So you can see where the new technology comes along, maybe the old stuff is going to get obsolete when new manufacturing techniques come along, maybe others are going to go obsolete. We're seeing now at the moment in 2023 that the chip crisis where people is saying it’s coming to an end. People are saying that the actual chip sales are going to go down this year. Now that in itself is another opportunity for obsolescence to creep in because you know what the chip manufacturer is going to be looking for if profitable lines. And the ones that sell 300 components, somebody making some weird old thing from the 1980s, they're not going to be there, you know? So you can see there's a predictability about the patterns that are occurring in the semiconductor industry. So be aware of those. There are even software programmes out there, there are many different software programmes out there that might uncompile information of last time buy dates and so on for semiconductors. So there are ways, things people can do to mitigate that risk before the inevitable happens and they get stuck without chips. You know, what's interesting? I've done a spring to early summer period of exhibitions around the country. And I found that everybody who was involved in electronics in some way, whether it's procurement, design, you know or project managing have all been really excited, genuinely excited to speak to us about what we're doing because whether they have a need for the moment they support the principle. Like, they can see the reasons why we're doing what we do and why we might, at some point in time in the future, be able to help them. Paul I understand that you’re also involved with the International Institute of Offsets Management, have I got that right? John Now, what these are, these are professionals that are involved in industry, in very often, primes in the sectors that you mentioned. So these are the top tier people and they're all involved in in coming together, a networking together to sort of discuss the solutions and problems that they’ve had. But also there’s qualifications, there's a structure of members, meetings and we’re having a conference in October in 2023. So it’s this great opportunity to learn from others rather than making your own mistakes and the systems that they put into place, more particularly, as I was talking earlier on about monitoring upcoming obsolescence and dealing with it in a structured, predictable way. There’s a system whereby they can come along, if they're interested to come to a meeting, free of charge. The first meeting is free. There are lots of different ways to join, and obviously as I mentioned, the conference that's going on. So lots of things I can do. They can go and find a website which is iiom.org which is their website. Paul Right John Or hopefully, we can share or they can get in touch with me on LinkedIn or whatever and I can share details with them. Paul I was thinking, you know, if somebody's watching this, how can they think to themselves, how can I give John a call because we haven't checked our end of life or end of support or grievance on our kit, how would we do that? Could they come to you and find out about that? John Sure they can. You know, one of the great things about this obsolescence community that we work in, is everybody is keen to share information. We’re not in competition with each other. So there is good information sharing sort of situation. And if people come to me and they want to know something, I can’t help them with or I don't know necessarily know the answer, I will know somebody who does. I can. "one of the great things about this obsolescence community that we work in, is everybody is keen to share information. We’re not in competition with each other." Paul OK. John So I would encourage people, if they’re interested to find out more, to get in touch with me, and I'll find them the answer. Paul Brilliant. Sound excellent. Just to get back to those original reasons - efficiency, increased risk, security risk, lack of competitiveness, increased maintenance costs and lack of compatibility with other systems means that this needs to be something that every company, every IT, every electronics company really needs to have on its radar in some shape or form. And is there a document that would have within the IT department that is likely the end of life document or the end of service document or the upgrade document? John There is you know there is within this sort of training. From the IOM, the Institute and there are obsolescence management plans, sort of most engineering companies, there's some kind of quality standard that's been established with decades. You know, the obsolescence standard is something newer. And it's something that, perhaps, less companies have but it’s something they really should have. We're talking earlier a little bit about ESG. It links in to the ESG Systems, principles of the corporate in particular. So it's just about longevity and about doing the right thing by the world. Paul So an obsolescence management plan could a be really key document that organisations could go look for. Say, OK, what kit we’ve got? How old is it? What we're going to do with it? What's the life expectancy? How can we make it last longer? And if they haven’t got one, maybe you have got to prepare it for them? "an obsolescence management plan could a be really key document that organisations could go look for." John Yeah, I think so. It's a great, clear opportunity at the moment because lots of people are looking for jobs following the great reset, if you like, if that's the thing. They're looking for jobs that support more sustainability and just general interest in the welfare of the world and obsolescence is a great place for that. You know, there's an opportunity for them to grow. It's a growing market. It's a great opportunity for new people to come into the industry and really take it on and bring us some enthusiasm. I think that would be great. Paul Is it an area of industry, of expertise that is getting missed by a good number of companies? John I think it is. I think you know obviously lots of people have had a difficult time like it's not been an easy place to be in electronics or in manufacturing for that matter over the last three years. And I think that that puts everybody in a position where they’re on the back foot. Maybe staffing has been reduced. Maybe they’re not in the best position to be planning upfront. So I think there is a possibility that there's more people or more companies in that situation than you would expect. Paul Right. They could use this service. Brilliant. So just give us your contact details then please, John. Your website address or e-mail John OK so yeah, website is winslowadaptics.com W-I-N-S-L-O-W adaptics.com Paul Brilliant. And if anyone wants to contact you directly? John They can have my e-mail address if they want. johnd@winslowadaptics.com . Paul That’s been really insightful, really helpful to speak with you, John, about this. To learn more about it. And just want to thank you again for your time in this podcast. John Thank you very much, Paul. See you later. Paul Bye Previous Next

The Role of the Chief Happiness Officer Before we discuss the role of the Chief Happiness Officer (CHO), we should ask why the role is needed. Being happier can help to improve all areas of our lives, including at work, at home and with friends and socialising. Published on: 9 Mar 2023 Before we discuss the role of the Chief Happiness Officer (CHO), we should ask why the role is needed. Being happier can help to improve all areas of our lives, including at work, at home and with friends and socialising. Companies and governments both recognise the benefits of being happier, too. There’s even a World Happiness Report that measures happiness across 150 countries. Attitudes toward happiness are changing. Not fast, but inexorably towards a world where we can talk about it as a serious business benefit. Noting the shift in attitudes, the happiness report says that over the last decade policymakers around the world are seeing the public mood on happiness as an important objective of public policy. GDP is not a good measure of progress One way of measuring a country’s progress and success is by reference to its gross domestic product (GDP), which is basically the monetary value of everything it makes (goods and services). But that’s no longer acceptable. The World Happiness Report found that in the last 10 years, the focus on income and GDP has waned, with words like GDP appearing less often than the word happiness . Other measures are coming to the fore. As the Harvard Business Review (HBR) says, GDP wasn’t designed to assess the welfare or wellbeing of citizens . The mistake by policymakers, according to the HBR, is to treat GDP as all-encompassing. Economic prosperity measured on GDP alone allows no scope for the effects (positive and negative) on people. In fact, economic growth does not guarantee an increase in happiness at all. Even if you only associate happiness with having money, the Institute for Management Development points out that GDP ignores the relationship between economic growth and income inequality . The benefits of being happy So, the role of a CHO would seem to be a very important position indeed. The CHO is responsible for ensuring all of the multiple benefits of being happy are delivered in the workplace – and wider. There’s no shortage of academic research on the benefits of being happy . The general benefits of being happy include: Improved health Combat stress Stronger immune system Healthier lifestyle Reduced aches and pains Live longer And at work: Improved decision making Increased creativity Improved personal and professional productivity Increased customer satisfaction Higher earnings It may seem obvious to say that happiness and good health go hand in hand but it’s a life lesson many of us ignore. Ironically, we’d probably claim we’re too busy, stressed or ‘under the weather’ to find the time to sort out our happiness level. In the workplace, greater happiness equates to more successful businesses . There’s a direct link between the two. It’s no surprise that so many organisations now focus on wellbeing, mental health, inclusivity. They are taking a long, hard look at their business culture and questioning whether it is fit for purpose. What is happiness? Happiness can be defined in many different ways but how we look at it here is when a person is in a state of ‘flow’ – they are so immersed in their work and the world that they feel as one with it. Think of it like the way athletes go ‘into the zone’ in preparing to excel. It’s a well-studied mental state that helps us understand how we can reach our happiness zone . We can identify the many signs and types of happiness to take us in the right direction. Happiness and having money are often lumped together. But most people today would recognise that more money doesn’t always make you happier. Yes, you need enough to love well, but more won’t necessarily make you much happier. Happiness in a Regenerative, Ethical, Mindful (REM) world is when individuals feel that their work and life contribute towards not just a better life for themselves but their company and peers, family, community, society and planet. When you feel so connected, you can achieve high levels of self-esteem, self-respect and respect for others. It’s best to see happiness as a journey, something to aspire to be. When you do this, when you make it the goal itself, you’ll always be focusing on being happier, rather than only experiencing happiness in the moment. Maslow and happiness Abraham Maslow famously created the Hierarchy of Needs . To start, we need to feel safe, secure and needed, that we belong and have good connections with people. Maslow’s final two stages – self-esteem and self-actualisation – are where work comes to play an important part. These are stages where we realise the potential of our passions and skills. Where these passions and skills combine to create value for others. This helps to move us into a state of happiness and a state of flow, too. What makes for a good CHO? You need to be both a people person but also a big picture person; to see the implications for improved happiness to your business and wider society. Take a look at some of today’s mega-businesses – like Amazon, Google, Airbnb and SAP – and you’ll find they all have a CHO . While such an appointment is an altruistic move, there is clearly sound business logic for the role in terms of increased productivity, employee engagement and efficiency, Law firm Allsop’s CHO sees her role as being a ‘people person’ who is a conduit for communications from the top down and responsible for developing its culture. Human Resources and employee engagement specialist Hppy’s CHO sees their role as giving colleagues a voice, offering them freedom and supporting their growth. What does a CHO do? Most companies perhaps focus too much on Friday pizzas, away days and free medical and health care in their efforts to boost employee happiness. But they are missing the point. These actions, while probably appreciated, won’t necessarily make people happier. Valued, yes, but real happiness is found in the work we do. Happiness comes when the work we do truly engages us and makes us feel alive every day we do it. This is realising self-esteem actualisation. Pizzas, on the other hand, belong more to the ‘love and longing’ level in Maslow’s Hierarchy of Needs. A CHO should: Provide feedback to their board on employee engagement and motivation issues Create programmes that increase employee satisfaction Create awareness around human-related issues of communication, motivation and leadership Devise and run workshops to improve personal and professional productivity Ensure employees’ opinions and voices are heard Ensure company values are known, understood and are a central part of each employee’s own belief system and values See that staff have the right traits and skills for the work they are doing and provide both business and social skills development where needed Check that staff aren’t overwhelmed and merely ‘fire-fighting’ problems and issues every day as this can become demotivating Ensure there is a good positive culture that boosts personal, professional and business productivity Online workspace management company Yarooms points out that the growing importance of the CHO is a sign of the times we live in . The post-Covid world of hybrid working and an emphasis on getting our work/life balance right give the role huge relevance for businesses trying to map their way to a successful future. It’s time for every business and employee to get happy. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

What are The Benefits of a Shorter Working Week? Shorter working week: Increased work-life balance, improved productivity, better health, enhanced job satisfaction, and attraction of top talent. Promotes well-being and allows more time for personal pursuits. A shorter working week, typically referring to a reduction in the number of hours worked per week while maintaining full-time employment, can have several benefits. Here are some of the key advantages associated with a shorter working week: Improved work-life balance: One of the primary benefits is that it allows individuals to have more time for personal activities, hobbies, family, and leisure. It can lead to a better balance between work and personal life, reducing stress and improving overall well-being. Increased productivity: Counterintuitive as it may seem, reducing working hours can actually lead to increased productivity. With fewer hours, employees tend to be more focused, motivated, and efficient during their working time. The need to complete tasks within a shorter timeframe can drive individuals to prioritise, work smarter, and find innovative solutions. Enhanced physical and mental health: A shorter working week can have positive effects on health. Employees have more time to engage in physical activities, exercise, and relaxation, which can contribute to improved physical fitness, reduced stress levels, and better mental health. Reduced work-related stress can also lower the risk of burnout and related health issues. Increased job satisfaction and employee morale: Offering a shorter working week is often seen as a valuable employee benefit. It can boost job satisfaction and morale, as employees appreciate having more time for personal pursuits. This, in turn, can lead to higher levels of employee engagement, loyalty, and retention. Attraction and retention of talent: Companies that offer a shorter working week can attract and retain top talent. In a competitive job market, providing a better work-life balance can be a compelling factor for candidates when choosing between potential employers. Enhanced creativity and innovation: Having more time away from work can stimulate creativity and innovation. Engaging in diverse activities and experiences outside of work can inspire fresh ideas, perspectives, and problem-solving approaches that can benefit the individual's work performance. Environmental benefits: A shorter working week can contribute to reduced commuting time and energy consumption. Fewer working days mean fewer cars on the road, resulting in reduced traffic congestion and lower carbon emissions. This can have a positive impact on the environment and promote sustainability. It's important to note that the benefits of a shorter working week may vary depending on the specific circumstances, industry, and individual preferences. Implementing such changes requires careful consideration, planning, and coordination to ensure that productivity and operational needs are met effectively while supporting the well-being of employees. Previous Next Unlock Healthy Business Growth Discover strategies to enhance profitability, cultivate a greener and more sustainable business model, and elevate overall well-being. GET STARTED

Customer Service Philosophy: The Foundation of Lasting Business Success Why a Thoughtful Customer Service Philosophy is Key to Building Trust and Creating Long-Term Relationships. Published on: 22 Apr 2021 How many times have you heard the familiar sayings like "the customer is always right" or "service with a smile"? While these phrases hold some truth, they oversimplify the complexities of modern customer service. In today's world, where customer expectations are ever-evolving, a deeper, more thoughtful approach is essential. That's why we're moving beyond outdated clichés to help you develop a meaningful customer service philosophy. In this article, we'll explore: The importance of a customer service philosophy How a well-defined philosophy shapes exceptional service Real-world examples of effective customer service philosophies Let’s dive into the core ideas that underpin a customer-first mindset. Building a Customer Service Philosophy Every business has its unique way of delivering service, but the most successful ones are rooted in timeless principles. These principles form the foundation of a well-rounded customer service philosophy that elevates both the customer experience and business success. They’re as follows: 1. Be Responsive Is there anything more frustrating than spending your precious free time trying to get in touch with a company only to be put on hold for what feels like hours? Responsiveness is vital for customer service. But so many companies are falling at the first hurdle due to a lack of staff. Here’s the numbers: A study by Which? Revealed five out of the six big energy firms left customers waiting for 10 minutes or more on average. A more recent study by Money Mail revealed wait times of over half an hour for major banking phone lines. Even trying to get through to HMRC will set you back an average of 47 minutes according to Citizens advice research. It’s not just over the phones either. Other communication channels also need to be responsive. This includes email and social media channels. Companies must be monitoring these, or outsourcing someone to monitor them, even during weekends. A short initial response time can increase customer satisfaction substantially. But it doesn’t end here. Agents need to continue to be responsive. This means whatever issue or query a customer has also needs resolving quickly. In an ideal world, these issues are resolved straight-away on the same contact, but anyone in customer service knows this is not always the case. Employees and companies must make resolution a priority to deliver good customer service. Companies can increase responsiveness by training and empowering their employees. It might be stating the obvious a little, but employees need to have the initial knowledge to be able to resolve customer queries. Without good training, they’re unlikely to have the knowledge necessary to have an immediate solution for customers. But even with this knowledge, employees may not feel empowered to make the decisions to resolve issues. The more back and forth an employee needs to make to get decisions approved, the longer customers wait. Employees who are empowered to make decisions and resolve issues will be more able to come up with solutions to less common problems. You should also have a host of communication channels open to your customers. This could include phone, live chat, social media and email. This allows customers to choose the channel that they prefer. Just make sure all your channels are as responsive as possible. 2. Be Knowledgeable We hinted at this above, but it couldn’t be more true. How is an employee supposed to help a customer when they don’t know any more about the product or service than the next person? Employees who have been given the best training deliver better customer service. They can give accurate, detailed answers to customers. They can even answer questions the customer didn’t know they had, because they’re not the expert in your product or service — you are! Employees shouldn’t just be trained in your product or service, but also in the systems you use in your workplace. They should be confident using software and supported with regular training for new features. The confidence that your employee gains from great training transfers to your customer. Your customer feels reassured that their problem is being dealt with by a competent and helpful employee. 3. Be Consistent A lack of consistency can really damage your customer service and your brand authority. From the first moment you interact with a customer, you’re setting an expectation of service. This is great when you’ve nailed that interaction and a customer has a positive view of your company. But later down the line, if you fail to meet that expectation, your customer will be more disappointed. To keep things consistent, you need to communicate internally. Different departments must have easy ways to contact and discuss issues to best resolve customer problems. All teams that need it should have access to customer history through the CRM and this should be updated after every contact. This avoids customers repeating themselves anytime they contact you. You also need to align your inbound and outbound strategy communications. Customers often have wildly different experiences when dealing with an agent they’ve reached out to versus one who has reached out for them. A lack of consistency here can cause confusion and frustration for your customers. You’ll also need a customer service philosophy — but we’ll get to that later. 4. Be Effortless It shouldn’t take MI6 training to contact you. In fact, quite the opposite — it should be effortless. Aim to have a variety of channels on offer and this information should be easy to find. Customers shouldn’t have to trawl through pages of “helpful” FAQ materials just to find a number to speak to a real human. Once a customer contacts you, communications should be effortless. This means clear, consistent and helpful advice or resolutions where you go above and beyond. For example, if a customer needs to speak to another department avoid the caller having to make another call which increases stress all around and takes up more of your company’s valuable time later, time better spent on other things. Complete a warm transfer — a transfer where you pass the call details onto the next agent before transferring the call. This can help improve sales and service call productivity. 5. Be Human Time for a serious question… does anyone like the automated answering services? We’re yet to meet a customer who does and we get it. Especially when you’re pressing endless different numbers to get through to the right department just to be told it’s the wrong department or, worse yet, to be cut off. A human touch goes a long way in customer service. Though we understand the need for automated answering services for busy periods, it shouldn’t be the default if at all possible. Personality and empathy make a huge difference to a frustrated customer. Think about the last time a customer service agent made your day. We bet it wasn’t a robot that did it. 6. Be Open There’s a reason honesty is a virtue. Just as we value it in people, we value it in companies. Maintaining transparency and honesty with your customers is part of outstanding customer service. It’s okay to be wrong sometimes. It’s okay to make a mistake. It’s okay to not know something. Transparency shows your customer you value them. Just be sure to emphasise that you will resolve the issue. Be transparent about how long it will take and why. Most customer frustrations stem from a lack of being kept in the loop, not the actual initial problem itself. You should encourage the same transparency back from your customers with feedback methods. Ask for honest and open feedback about how you can improve. This again emphasises to customers you’re serious about delivering great customer service. 7. Be Proactive Proactive customer service is great customer service. So anticipate problems and needs with a proactive approach. This allows you to not only meet customer expectations, but exceed them. There are so many ways to be proactive in customer service, but here’s just a few: Reward loyal customers Inform customers about upgrades or new services Collect customer feedback Monitor social media 8. Be Continuous The thing about companies that deliver really great customer service is that they never settle for being great and stop trying. There is always something you could be doing better. Use customer feedback to gain insights into your customer service, but then actually follow through on those insights and make changes. Review complaints to discover the root of the issue and then create a solution so it’ll never happen again. Review calls and chat transcripts to discover more about your frontline service. This ethos of continual improvement ensures that you will always be looking ahead, instead of settling for what you have. Create A Customer Service Philosophy You can use these principles of customer service to help create a customer service philosophy. You can put as much, or as little, emphasis on each principle of customer service as you want. You can also add your own like be fun or be friendly to better match up with your brand. This philosophy can guide you and define you. The reality is without a strong focus on customer service, your business will struggle to grow and rival competitors that are focused on customer service. The days of slashing prices to compete died with Amazon. There’s one thing that many companies that are thriving have in common — a philosophy of customer service. Everybody’s competitor now is Amazon, Apple and Valve. Today we buy experiences – how something or some service makes us feel – more than we ever did before. Examples Of Outstanding Customer Service Philosophies It really shouldn’t surprise anyone that Amazon is the absolute leader of the pack when it comes to customer service. That success comes from their own unique principles of customer service. In their own words, “to be earth’s most customer-centric company”. Their philosophy lies in continuous improvement. Products can always be delivered faster, to a more convenient location, at a more convenient time. That’s why they’ve been testing drones for the past decade to drive forward their 2-hour delivery goal for prime members. This philosophy is what drives the company to continually out-innovate competitors. Learn More Use the principles of customer service to help your company create your own customer service philosophy. This philosophy should reflect your brand and your values, helping to guide your employees to deliver outstanding customer service every time. You can find out more about everything you need to know about phone skills in our ultimate guide . Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

8 Essential Business skills and closely related organisational structure. Business skills enable individuals and teams to operate effectively, the organisational structure provides the framework for how the skills are organised. Published on: 22 Jul 2021 What business skills do you think are essential to the success of your business? As consumer needs have changed and markets have become increasingly competitive, it’s never been more vital for business owners, CEOs and modern financial directors to possess a wider variety of skills to ensure their business is operating at its peak performance. This is exactly what our business improvement framework addresses; all the essential business skills necessary to run a business in the 21st century. In this article, we’ll be looking at the eight core business skills, as well as how to improve business skills to maximise your businesses’ productivity, performance and profitability. What are the Essential Business Skills? Business skills can be defined simply as all the necessary skills needed to succeed in running a business. The main business skills break down into the following core categories that relate to running a business: People Risk Quality Communications Workflow Leadership Money Beliefs Without any of these eight core aspects and the correlating business skills addressed, you’ll struggle to maintain a productive workplace that grows long-term. Twenty-first century business and social skills are discussed further as belonging to five core areas; collaboration, communication, creativity, critical thinking skills, civic and cultural skills. How are organisational structure and business skills related? Organisational structure and business skills are closely related and mutually influence each other. The organisational structure provides the framework for how work is organised, while business skills enable individuals and teams to operate effectively within that structure. The interplay between organisational structure and business skills is crucial for achieving operational efficiency, adapting to change, and fostering effective leadership and collaboration within a business. Here’s how organisational structure and business skills are connected: Alignment: Organisational structure provides the framework for how work is divided, roles and responsibilities are defined, and reporting relationships are established within a business. Business skills help individuals and teams understand and adapt to the structure, ensuring that they align their skills and expertise with the organisation’s needs. Efficiency: A well-designed organisational structure promotes efficiency by clarifying lines of authority, communication channels, and decision-making processes. Business skills, such as time management, problem-solving, and collaboration, enhance productivity within the structure by enabling employees to effectively utilise available resources and make informed decisions. Adaptability: In a dynamic business environment, organisations often need to adapt their structures to remain competitive. Business skills play a crucial role in managing these changes, as they empower individuals to be flexible, embrace new roles and responsibilities, and acquire the skills required to succeed in different organisational structures. Leadership: Organisational structure establishes reporting relationships and hierarchies, defining the roles of leaders within the organisation. Effective leadership requires a range of business skills, including strategic thinking, communication, delegation, and team management, to guide and motivate employees within the given structure. Talent management: Organisational structure influences how talent is identified, developed, and utilised within a business. Business skills are essential for hiring managers and HR professionals to identify and recruit individuals with the necessary skills and competencies that align with the structure. Additionally, business skills enable employees to enhance their career progression within the organisation by acquiring new skills that align with the evolving structure. Communication and collaboration: Organisational structure affects communication flows and collaboration patterns within a business. Business skills such as effective communication, active listening, negotiation, and teamwork enable individuals to navigate and optimise these structures, fostering collaboration, innovation, and problem-solving across different functions and levels of the organisation. Why are Business Skills Important? The importance of business skills should be apparent from the above statement, but we’ll elaborate. Your business can benefit from business skills by allowing your company to: Continuously improve your operations, product and customer experience Maintain and improve quality Better manage risks and identify opportunities Build excellent relationships with customers, suppliers and other external stakeholders Create a strong and productive company culture Motivate and inspire employees to perform to the best of their ability Innovate and create to maintain a competitive advantage Increase operational performance and profitability through better planning and management Better align business strategy across the entire business to achieve long-term business goals Improve financial management to maximise business resilience It’s worth pointing out, these are just the highlights of the potential benefits a wide array of strong business skills can have for your business. Without further adieu, let’s dive into each category and examine the essential business skills involved in each. Essential People Management Skills It is people at the heart of every business, not machines. Currently the UK is in a business productivity crisis, at an average of 17% lower productivity than other leading G7 nations like France and the USA. Much of this comes down to poor employee engagement. A Gallup survey reveals just 8% of UK employees are engaged at work. Your employees are the key to unlocking business productivity and increasing performance and profitability in turn. This is why people skills are so vital for business owners. The key people skills in business are: Management skills Leadership skills Emotional intelligence Team building skills Conflict resolution skills Networking skills Management skills alone covers a whole host of skills in itself! This includes things like delegation skills, time and resource management, decision making skills, organisational skills, collaboration and coordination skills and so many more. These are what we’d call the hard skills involved in management, but the soft skills are just as important, if not more so. Soft skills for people management include leadership skills, emotional intelligence, conflict resolution skills and team building skills. At points, they’re all intrinsically tied. Leadership skills are a vital component of management. If employees don’t feel they have a manager who can lead and direct them, engagement will decrease and the team will be aimless. A huge part of being able to lead a team stems from being able to understand them. This is where emotional intelligence comes in as a key business skill. Emotional intelligence helps us understand why people behave the way they do. This can help build better, more productive teams by understanding the intrinsic motivations that drive people. Emotional intelligence can also help in conflict resolution. Conflicts in the workplace happen. People are, after all, incredibly different. Knowing how employees will react to a certain event, workload and so on can help reduce conflicts in the first place, but having the emotional intelligence to empathise with issues and come to more agreeable resolutions is an essential business skill for any manager, team leader or business owner. All these skills above combined help create team building skills. Strong teams are the foundation of any productive workplace. But these don’t just magically appear (unless you’re very lucky!). Teams are tactically built through selective hiring, managed through excellent leadership and behaviour modelling and maintained through emotional intelligence to continuously inspire and motivate employees. Last but by no means least, the employees in your workplace aren’t the only place where your people skills are vital. You’ll also need networking skills to connect with external stakeholders, suppliers and more. Risk Management Skills Understanding risk is a vital business skill. Entrepreneurs and business owners are certainly natural risk-takers, as otherwise they would never set up a business in the first place. But to navigate risks, as well as opportunities, successfully, these risks need to be calculated, not just done for the thrill of it. Risk management involves several key skills, in main: Good understanding of data Analytical thinking Decision making skills Problem solving skills The huge swathes of data available to businesses now means business owners must have a solid foundation of data comprehension within their skillset. However, data alone does not navigate risks. Business owners must be able to take the insights revealed from data and apply analytical thinking and problem solving skills to figure out how to best utilise that data to aid decisions. Ultimately, these aid stronger decision making skills. Decisions based on data as well as firm reasoning help businesses better navigate risks and opportunities and lead to better outcomes. Quality Management Skills Quality is so often defined as “ fit for purpose ”. This idea of quality suggests that the minimum standard is the quality standard that businesses can aim for. It’s a dated idea and one of the reasons many businesses struggle with long-term growth; as they lack the vision to see beyond the current way things are. Quality should instead be thought of as a process of continuous improvement. That is, businesses should always be aiming to improve quality. Whether that be the quality of their customer experience , the quality of their service or product or the quality of their operations. Much of the research and talk around continuous improvement is thought only to apply to the manufacturing and automotive industries, for example lean six sigma. But it’s not the case. Business owners can use their skills to create a culture of continuous improvement. They can achieve this by documenting business processes to allow them to be measured, analysed and reviewed for potential improvements. This involves both data and analytical skills as well as planning skills to successfully implement developments. Communications Skills Your communications are how you connect with people, both internally and externally. Communication skills are therefore vital to running a successful business. Of course, there are communication skills that business owners (and employees!) should possess on an individual level. This includes skills like active listening , questioning skills , verbal communication skills, written communication skills, public speaking skills and interpersonal skills. These individual skills help aid the wider business skills needed for communications. These come in the form of: Marketing, advertising and sales skills Customer service skills IT skills Marketing and advertising are a business’s main form of communication with their customers. The skills needed to successfully market your business are vast. There are hard skills such as digital media skills, commercial awareness and digital analytics skills as well as softer skills like storytelling skills, creativity and more. While business owners don’t need to possess all these skills themselves, the business as a whole needs to have individuals who can offer these skills and knowledge. While sales is intrinsically linked to the marketing department, there are some unique business skills necessary. For starters, negotiation skills have to be top of the agenda for both individual sales employees, but also for those operating at a senior level. There is no one approach to negotiation that is guaranteed to work, instead negotiation skills often come down to reactivity and flexibility. Customer service is another vital aspect of businesses. It is one of the few areas where businesses stand out from competitors in a market where price points and margins have become slimmer and slimmer. The individual skills mentioned above matter here, but what matters more is ensuring everyone in your team has them to ensure an excellent customer service experience every time. Technology and communications are irrevocably interlinked in the 21st century. We use a huge range of communication tools for both internal and external communications. As such, a firm understanding of the best technologies available to aid your businesses communications is a vital business skill for long-term growth. Workflow Management Skills Workflow management services and skills focus on the day-to-day operations that keep your business running smoothly. These services involve the essential technical expertise needed to optimise processes and ensure high-performance business operations. Project management and planning is an essential business skill to ensure optimal workflow. Business owners in particular, as well as other senior leaders, are needed to be in more places than ever at any given time. Effective management of time, resources, money and employees will help operational performance. Time management is a particular trap many business owners and leaders seem to fall into. This in turn, makes delegation a key business skill. Time is our most precious resource and leaders should spend theirs on the activities that generate the most revenue, not activities that they simply feel unable to delegate. Though we’ve mentioned management skills above, it’s worth expanding on here as management skills are essential for a well-functioning workplace. Gallup research reveals that managers alone account for at least 70% of variance in employee engagement scores. As we’ve already highlighted, businesses with low employee engagement are businesses with low productivity. To improve operational performance therefore means having the right managerial skill set to ensure employees across the business are engaged daily. Leadership Management Skills Though leadership also takes many other skills which we’ve discussed throughout this article, it all starts with a business vision. When people first start their business, they have a clear vision in mind. But as months and years go by, the day to day operations tend to get in the way and the original. vision can often fall into the background. A business vision is what ties a business together. It gives employees a collective goal to work towards together and ultimately ties each department together with a clear destination. The business skills involved in creating a cohesive business vision are: Conceptualisation and creative thinking Building mission statements Identifying objectives Critical thinking Strategic planning Creating a business vision begins with creative thinking. After all, you need an idea. More importantly, you need an idea that solves a problem. Then you need to conceptualise that idea into a more coherent goal with a matching strategy. Building your mission statements is a key element of your business vision. This is your purpose for being. This is the reason your employees come to work everyday. Mission statements allow employees to see beyond the end of their desk and instead focus on the larger goals, which can motivate and inspire them. Once you have your mission statements, you can identify business objectives that will allow you to reach them. This will take a lot of critical thinking and strategic planning to create realistic, achievable goals that align with your overall business vision. Financial Management Skills Businesses need to make a profit, or at the very least break even in the first few years. To achieve this, business owners or financial directors need a range of financial skills to ensure business viability. Financial business skills include: Accounting, banking and bookkeeping Financial reporting Business intelligence An understanding of economics Cash flow management A basic understanding of economics is a valuable asset in business, particularly a more up to date understanding wherein businesses realise the value they can create externally for economies and societies. Alongside this there are a range of fundamental financial skills necessary to run a business successfully. This includes accounting and bookkeeping to ensure good money management, as well as to aid transparent financial reporting. Ultimately, it ensures businesses are running a robust financial strategy without room for error. Business intelligence combines business analytics, data and infrastructure to help businesses make better financial decisions. This could be identifying areas of the business where the most value could be created with additional funding or any number of other ways. Business owners and FDs must have a firm grasp of business intelligence data to maximise these opportunities and increase their competitive advantage. For SMEs in particular, cash flow is the most common issue faced. Around 57% of small businesses in the UK have experienced issues with cash flow. This makes sense. Cash flow is the lifeblood of a growing business. If mismanaged, the consequences are dire. Knowing how to monitor, protect, control and utilise your cash flow is an essential business skill. Core Beliefs and Values Our beliefs are our core values. They’re why we do what we do. They’re why you started a business. They’re why your employees come to work. Company cultures are the success or failure of a business and they are all based on the core values and beliefs we hold. Research backs this up: 46% of job seekers say company culture is very important when choosing to apply to a company. 91% of managers say a candidate’s alignment with company culture is equal or more important than skills and experience. 47% of active job seekers say company culture is their driving reason for looking for work. 35% of workers say they’d pass up a job offer if the company culture wasn’t the right fit. All this to say, a weak company culture is derived from a lack of shared beliefs and values. To create a successful company, everyone in the business must understand the value of the work they’re doing and how it is contributing not only to the business and the customer, but to wider society. The core values and beliefs that drive your company, only you know. But in general, companies with a strong culture share the following core values and beliefs: Passion Integrity Positivity A commitment to equality, fairness and inclusivity Flexible working practices A commitment to mental health and well-being A commitment to environmental responsibility The Core Business Skills are Intrinsically Tied As you can see, though our business improvement framework addresses all of the essential business skills necessary to run a successful business, there is much overlap between the areas. This is because to survive in the 21st century, businesses need to take a more integrated approach. Departments can no longer be siloed with little purpose, employees can no longer exist within static job descriptions and businesses can no longer run using the same management practices as the 19th and 20th century. Rethinking business means rethinking the business skills we need to make work better, which is exactly what The Awardaroo Way addresses. 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Dominic Parker KAGE Advisory Discusses Sustainable Economies Sustainable economies prioritise responsible resource management, renewable energy, ethical business practices, and social equity, ensuring a harmonious future for all. Sustainable economies are the cornerstone of a prosperous and responsible future. They prioritise the careful management of natural resources, fostering environmental stewardship and social equity. Such economies seek to balance economic growth with environmental preservation, promoting renewable energy, circular production, and reduced waste. In sustainable economies, businesses adopt ethical practices, embracing fair wages and responsible supply chains. Communities benefit from improved public transportation and green infrastructure, enhancing quality of life. Moreover, sustainable economies prioritise education and innovation, nurturing a skilled workforce to drive forward eco-friendly industries. By promoting long-term well-being over short-term gains, sustainable economies pave the way for a more equitable and resilient world. https://kageadvisory.com/ Previous Next

What is Permaculture? Permaculture is a design philosophy and approach that aims to create sustainable, productive, and regenerative systems that work harmoniously with nature. The term "permaculture is a combination of the words "permanent" and "agriculture" or "culture." However, permaculture is not limited to agriculture alone and encompasses a broader range of applications, including land use, community development, economics, and lifestyle choices. The history of permaculture The story of permaculture begins with the collaboration between Bill Mollison and David Holmgren in the 1970s. Both Mollison, an Australian biologist, and Holmgren, a graduate student at the time, were concerned about the environmental degradation caused by industrialised agriculture and the unsustainability of modern lifestyles. Their shared interest in finding sustainable solutions led them to develop the concept of permaculture. However, the concept extended beyond agriculture alone and encompassed a holistic design approach that could be applied to various aspects of human systems. In 1978, Bill Mollison and David Holmgren published the book "Permaculture One ," which introduced the core principles and ethics of permaculture. This publication marked the official beginning of permaculture as a defined discipline. Inspired by indigenous land management practices, traditional farming methods, and ecological systems, Mollison and Holmgren sought to create a design system that emulated the patterns and resilience of natural ecosystems. They recognised that by observing and working with nature's principles, it was possible to create productive and sustainable human systems. Permaculture gained wider recognition through Mollison's teachings and the establishment of the Permaculture Institute in Tasmania, Australia. Mollison travelled extensively, teaching permaculture design courses and inspiring a growing community of practitioners around the world. His teachings and the practical application of permaculture principles contributed to its spread across different continents and climates. The publication of Mollison's book "Permaculture: A Designer's Manual" in 1988 further solidified permaculture as a comprehensive design methodology. The book provided a detailed guide to permaculture design, covering topics such as site analysis, soil management, water systems, energy systems, and social aspects. Over the years, permaculture has evolved and diversified, with practitioners adapting the principles and methods to suit various contexts and challenges. Permaculture designs have been applied to a wide range of settings, including urban gardens, rural farms, community projects, eco-villages, and regenerative land management. Today, permaculture inspires and empowers individuals and communities to create sustainable and regenerative systems. It has influenced sustainable agriculture, ecological design, community development, and alternative education. Permaculture principles and practices have become integral to the broader sustainability and resilience movements. The history of permaculture showcases the power of observation, collaboration, and creative problem-solving in designing systems that promote the well-being of both people and the planet. It emphasises the importance of working with nature, valuing diversity, and fostering resilient and self-sufficient communities. Permaculture is guided by three ethics: Earth Care: This ethic emphasises the importance of caring for the Earth and all living systems. It recognises that our well-being is interconnected with the health and vitality of the planet. Permaculture seeks to minimise harm to the environment, regenerate degraded landscapes, and promote biodiversity. People Care: People Care focuses on meeting the needs of individuals and communities in fair and equitable ways. It involves promoting social justice, providing for basic needs, and fostering supportive and resilient communities. Permaculture encourages self-reliance, local decision-making, and cooperation among people. Fair Share: Fair Share relates to the ethical distribution of resources and the principle of sharing surplus. It recognises that resources are finite and should be shared in an equitable manner. Permaculture promotes the idea of using resources wisely, reducing waste, and redistributing excess to meet the needs of others and contribute to the broader community. Permaculture design Permaculture design is the practical application of these ethics. It involves observing and mimicking the patterns and principles found in natural ecosystems to create integrated and efficient systems. Permaculture design principles provide guidance for designing sustainable systems, and some common principles include: Observation and Interaction: Careful observation of natural patterns and interactions is essential for effective design. Understanding the relationships between elements allows for better design decisions. Use and Value Renewable Resources and Services: Permaculture encourages the use of renewable resources such as solar energy, wind power, and natural materials. It also emphasises valuing and utilising ecosystem services provided by nature, such as pollination, water filtration, and nutrient cycling. Design for Diversity: Permaculture recognises the strength and resilience of diverse systems. Designing with diversity in mind increases stability, enhances ecosystem functions, and reduces vulnerability to pests and diseases. Apply Self-Regulation and Accept Feedback: Permaculture systems are designed to be self-regulating and adaptable. They respond to feedback from the environment and the people interacting with them, allowing for continuous improvement and adjustment. Integrate Rather than Segregate: Permaculture seeks to create functional connections and relationships between different elements within a system. By integrating elements, such as plants, animals, and structures, the overall efficiency and productivity of the system can be increased. Use Small-Scale, Slow Solutions: Permaculture often favors small-scale, decentralised systems that can be easily managed and adapted. It emphasises the importance of gradual, incremental changes rather than large-scale, rapid interventions. Value the Edge: Permaculture recognises that the edges and interfaces between different ecosystems or elements are often the most productive and diverse. Designing to maximise the utilisation of edges can increase overall system productivity. Permaculture can be applied to various contexts, including urban gardens, rural farms, community projects, and even personal lifestyles. It provides a framework for creating sustainable and resilient systems that meet human needs while enhancing ecosystem health and biodiversity. Permaculture design techniques and strategies Permaculture design incorporates a wide range of techniques and strategies, including: Designing for multiple functions: Elements in a permaculture system should serve multiple purposes to maximise efficiency and productivity. For example, a tree can provide shade, produce fruits, improve soil quality, and act as a windbreak. Building soil fertility: Permaculture emphasises the importance of healthy soil as the foundation of a productive system. Techniques such as composting, mulching, and cover cropping are used to improve soil structure, fertility, and water-holding capacity. Water management: Permaculture design aims to capture, store, and efficiently use water on-site. Techniques like rainwater harvesting, swales (contour trenches), and the use of ponds or tanks help conserve water, prevent erosion, and support plant growth. Integrating diversity: Permaculture systems promote biodiversity by incorporating a variety of plants, animals, and microorganisms. Diversity increases ecosystem resilience, reduces pest and disease pressures, and improves overall productivity. Using renewable resources: Permaculture emphasises the use of renewable resources and minimising waste. Renewable energy systems like solar panels and wind turbines are often integrated into permaculture designs, and waste products are recycled or repurposed. Designing for energy efficiency: Permaculture designs aim to minimise energy inputs by optimising the placement of elements and utilising passive solar design principles. This includes designing buildings to maximise natural light and heat, and using energy-efficient technologies. Creating beneficial relationships: Permaculture design encourages the creation of mutually beneficial relationships between elements in the system. For example, planting nitrogen-fixing plants near crops that require nitrogen, or using companion planting to enhance pest control. Zones and sectors: Permaculture designs often utilise zoning and sector planning to strategically locate elements based on their frequency of use and energy requirements. Elements requiring frequent attention are placed closer to the center of activity, while low-maintenance elements are placed further away. Permaculture design can be applied to various scales, from small backyard gardens to large-scale agricultural systems. It seeks to create sustainable, productive, and resilient systems that work in harmony with nature while meeting the needs of people and communities. The permaculture design process The permaculture design process follows a systematic approach to create sustainable and regenerative systems. While different designers may have variations in their process, the following steps provide a general framework for designing using permaculture principles: 1. Define the Goals and Objectives: Begin by clearly defining the goals and objectives of the design project. Consider the needs and desires of the individuals or community involved, as well as the environmental and social context. 2. Site Analysis and Assessment: Conduct a thorough analysis of the site where the design will be implemented. Observe and document the existing natural features, climate patterns, water sources, soil conditions, microclimates, and available resources. This analysis helps in understanding the site's potential and limitations. 3. Design Conceptualisation: Based on the site analysis, develop a design concept that integrates the goals and objectives with the site's characteristics. Consider elements such as water management, energy flows, zones, and sectors. Use principles such as functional interconnection, stacking, and efficiency to guide the design. 4. Design Elements and Placement: Identify and select specific elements to be included in the design, such as plants, animals, structures, and infrastructure. Consider their functions, interactions, and relationships within the system. Use tools like zone planning and sector analysis to determine the optimal placement of elements based on their requirements and human use. 5. Integration and Synergy: Seek opportunities for integration and synergy among design elements. Look for ways to create mutually beneficial relationships and interactions, such as using plants to provide shade, windbreaks, or nitrogen fixation for other plants. 6. Implementation Strategies: Develop a plan for implementing the design, considering factors like available resources, budget, and timeline. Determine the sequence of implementation, considering dependencies and priorities. Break down larger tasks into smaller achievable steps. 7. Monitoring and Evaluation: Continuously monitor the implemented design to assess its performance and adjust as needed. Evaluate the effectiveness of the design in meeting the established goals and objectives. Collect feedback from stakeholders and learn from the successes and challenges encountered during implementation. 8. Iteration and Adaptation: Permaculture design is an iterative process that allows for continuous learning and adaptation. Use the feedback and insights gained from monitoring and evaluation to refine and improve the design over time. Embrace a flexible and evolving approach as the system matures and changes. It's important to note that the permaculture design process is not necessarily linear, and different steps may overlap or be revisited as the design evolves. It encourages a holistic and creative approach that takes into account the unique characteristics of each site and the needs of the people involved. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations offer clarity and a well-defined pathway for you and your team to move forward confidently. Get Started

Financial Reporting Council Impose Tougher Standards for Ethical Funds The Financial Reporting Council (FRC) has revised its Stewardship Code to impose tougher standards on ethical funds, resulting in many fund managers missing out. The Financial Reporting Council (FRC) has revised its Stewardship Code to impose tougher standards on ethical funds, resulting in many fund managers missing out as signatories. The FRC is the main watchdog for the audit and accounting industry. Its Stewardship Code is the industry benchmark that sets the standards for insurers, asset managers and pension schemes on behalf of Britain's savers. Prior to the changes, fund managers had to provide the FRC with a statement about their stewardship and little more. However, this year the FRC has required fund managers to provide more detailed evidence of how their actions complied with industry standards. The industry standards of stewardship are currently defined as "the responsible allocation, management and oversight of capital to create long-term value for clients and beneficiaries leading to sustainable benefits for the economy, the environment and society. " The changes come as the FRC identified a need to improve the quality of reporting as too many firms were releasing "boiler plate" statements with little action behind them. Many businesses have been accused of similar statements in regard to ESG (environmental, social and governance) statements, commitments and reporting. As investors and consumers continue to prioritise companies that do better for the planet and people, quality ESG reporting has become an ever more pressing issue for businesses that wish to remain competitive. The tougher standards introduced by the FRC have meant a number of top asset managers have failed to become signatories to the revised code for the first time. This includes Schroders, one of the UK's largest asset managers, alongside other large firms such as T Rowe Price, Allianz Global Investors and Columbia Threadneedle. In fact, overall 64 firms of the 189 who applied were unsuccessful. The Chief Executive of the FRC, Sir Jon Thompson, said : "This list demonstrates our continued commitment to serve the public interest as we transform to becoming a new regulator. We are proud of our robust approach to assessment and encourage those who have been unsuccessful to reflect on our feedback and apply again in future." The shift in industry standards represents a wider shift towards ESG investing worldwide. According to the Investment Association, the amount of money going into ESG funds in 2020 is four times the amount invested in 2019. The change serves to show the importance of staying up to date with new consumer and investor expectations. Both the FRC and SEC (US Securities and Exchange Commission ) state they will be bringing in further regulations and changes to encourage more sustainable investment in the future. Previous Next Unlock Healthy Business Growth Discover strategies to enhance profitability, cultivate a greener and more sustainable business model, and elevate overall well-being. GET STARTED

30 Game-Changing Ways to Improve Your Time Management Skills Discover 30 game-changing strategies to boost time management and productivity. From task prioritisation to time-blocking, take control of your day with proven tips. Published on: 22 Feb 2024 Time management is more than just organising your tasks; it’s about creating balance and finding a rhythm that supports both your professional and personal life. With these 30 game-changing time management tips, you’ll not only feel more in control at work and home, but you'll also foster a healthier work-life balance, leading to improved mental health and physical wellbeing. The challenge with time management is that we often find ourselves managing other people’s expectations, agendas, and priorities instead of our own. It’s easy for good intentions to fade, as we revert to reacting to urgent demands rather than focusing on what truly matters. Another common obstacle is that time management can feel like just one more task to add to an already packed schedule. When we're already stretched thin, thinking about how to better manage time can feel overwhelming. Then there’s the struggle with planning and commitment. We often avoid planning too far ahead because of the unpredictability of life, and this uncertainty can derail even our best intentions. Finally, many of us plan our time around external rewards—money, success, or acquiring more—rather than what nurtures our inner selves, like meaningful conversations, relationships, and creativity. When time is only framed around external gains, it’s no wonder we fall back into old habits and reactive behaviours. As Emma Donaldson-Feilder, a chartered occupational psychologist for the NHS, wisely states, “The aim of good time management is to achieve the lifestyle balance you want.” These 30 tips will help you align your time with what truly matters, so you can break free from reactive habits and create a more fulfilling life How Are Organisational Design and Time Management Related? Organisational design and time management are deeply intertwined, influencing the overall efficiency and effectiveness of an organisation. A well-structured organisational design clarifies roles, sets priorities, streamlines communication, and supports quick decision-making, all of which contribute to better time management. On the other hand, a poorly designed structure can create confusion, inefficiencies, and time management challenges. Here’s how these two elements are interconnected: Role Clarification : Organisational design defines roles, responsibilities, and reporting structures, giving employees a clear understanding of their duties. When roles are well-defined, time is managed more effectively as employees focus on their assigned tasks, minimising ambiguity and reducing time wasted on unclear responsibilities. Prioritisation : Time management depends on setting priorities, and organisational design helps establish those priorities through hierarchies, goals, and resource allocation. This clarity allows individuals to understand the significance of their tasks, enabling them to allocate their time more effectively. Communication and Coordination : Efficient communication is essential for managing time well, and organisational design shapes how information flows. Clear lines of communication and reporting structures reduce delays and misunderstandings, ensuring tasks are completed on time and improving overall productivity. Time Allocation : Organisational design impacts how employees distribute their time across tasks. In hierarchical structures, clear reporting lines help employees focus on their primary responsibilities. In flatter or matrix structures, employees often juggle multiple roles, making time management crucial to balancing competing priorities effectively. Decision-Making : The speed and efficiency of decision-making processes directly affect time management. In centralised organisations, decisions may be delayed due to top-down authority, slowing time-sensitive tasks. In decentralised designs, faster decision-making at different levels allows for quicker responses and better time management. Flexibility and Adaptability : An adaptable organisational design is critical for managing time in a dynamic environment. Agile designs that encourage cross-functional collaboration and quick decision-making enable organisations to adjust time management strategies in response to shifting priorities or unexpected changes. The Productivity Benefits of Improving Time Management Skills Enhancing your time management skills brings a multitude of benefits that go far beyond simply getting more done. Here are some key ways in which mastering time management can transform your productivity and overall wellbeing: Better Sleep and Reduced Stress : When you have control over your time and know you’re working on the most important tasks, you’ll feel less stressed and conflicted. This sense of accomplishment and clarity reduces the anxiety that often keeps people awake at night, leading to better, deeper sleep and more energy for the next day. Improved Work-Life Balance : Effective time management helps you draw clear boundaries between work and personal life. By prioritising tasks and managing distractions, you can free up time for personal activities, hobbies, and relationships, improving both your mental health and overall wellbeing. Achieving Personal Goals : Time management allows you to focus on what matters to you , rather than constantly responding to other people’s demands. This helps you progress toward your own significant goals, whether in your career, personal development, or other areas of life. Greater Achievement of Significant Outcomes : With improved time management, you’re not just ticking off to-do lists—you’re focusing on high-impact tasks. This allows you to achieve results that are meaningful and significant by any measure, moving you closer to long-term success rather than simply completing minor tasks. Fewer Low-Priority Tasks : When you manage your time well, you’re less likely to become the go-to person for low-priority or inconvenient tasks that others want to delegate. You’ll develop the confidence to say no to tasks that don’t align with your priorities, protecting your time for what truly matters. Increased Self-Respect and Esteem : As you take control of your time, your self-respect and self-esteem will naturally grow. When others see that you’re focused, in control, and purposeful, their respect for you will also increase. You’ll be viewed as someone who knows their priorities and delivers on their commitments. New Opportunities and Organisational Skills : Good time management allows you to be more organised and proactive. This clarity opens doors to new opportunities—whether professional or personal—that you might not have had the time or energy to pursue otherwise. Being better organised makes you more agile and ready to seize opportunities as they arise. Moving Beyond SMART Goals : Advanced time management, like exponential time management, goes beyond the traditional framework of SMART goals. Instead of rigid goal-setting, it allows you to achieve inner peace by focusing on progress and balance throughout the day, reducing the pressure of constant deadlines and performance metrics. Less Wasted Time : When you’re in control of your schedule, you spend less time on distractions, procrastination, or low-value activities. This helps you to work more efficiently, leaving you with more time to focus on what truly matters, both at work and in your personal life. Freedom from the 'Busy' Trap : Many people equate being busy with being productive, but time management helps you break free from this trap. You’ll focus on outcomes rather than the amount of time spent working, helping you to be more effective and less focused on merely appearing busy. Enhanced Reputation : Consistently delivering on your promises builds a strong reputation. When you manage your time effectively, people will recognise you as someone who follows through, even when saying no is the more difficult but necessary option. Your ability to prioritise and stay focused will earn you greater respect and trust. Before diving into how to improve time management, it's essential to first understand why we want to improve it. We all manage our time in one way or another, but many do so without much planning—simply reacting to events as they unfold or following routines out of habit. In this reactive mode, life is like a sailboat adrift on the sea. You might enjoy the occasional view or survive a storm, but you’re not steering towards any particular destination, nor are you in control of what happens next. For some, this approach may be enough—no significant goals or aspirations, just going with the flow. But for most, the desire for less stress, fewer hassles, more inner peace, and a sense of accomplishment drives the need for better time management. By gaining control of our time, we can steer our lives towards a more intentional and fulfilling future. 30 Game-Changing Time Management Productivity Tips Forget the Plans – Just Start Contrary to popular belief, you don’t always need long-term plans or goals to get going. Start by increasing your awareness of what you’re doing and why. Are you saying “yes” when a “no” or “later” would be better? Sometimes the best way to start is to take that first step. Check Your Inner Peace How are you sleeping? Are you waking up early or feeling grouchy? Time management goes beyond tasks—it impacts your well-being. Conflicted time management can lead to stress, affecting your health and relationships. Identify Long-Term Priorities Reflect on what matters most in the long run. Will you regret not pursuing meaningful relationships, or are you more focused on material goals? Define your long-term priorities to guide daily decisions. You Can’t Do It All – Prioritise You don’t need to do everything. Prioritising tasks, ideally the night before, allows for a more restful sleep and a better sense of control the next day. Reduce Reactive Work How much of your day is spent reacting instead of planning? Examine the causes of reactive work and strategise to reduce it. This allows for more structured, planned work that yields higher productivity. Write Down Long-Term Goals Clearly define your goals for the next 5-10 years and work backward to identify steps to get there. This creates a mental filter for making daily decisions, helping you say “no” to distractions. Say “No” More Often Practice saying “no” to tasks that don’t align with your long-term goals. Do this diplomatically to avoid undermining important relationships. Create a ‘Done List’ Instead of a traditional to-do list, try a “Done List.” Focus on your accomplishments to stay motivated and build momentum. Avoid Being a Busy Fool Working hard on the wrong things is a productivity trap. Focus on meaningful outcomes rather than just staying busy. Check Your Inner Peace Again Periodically check in with your sense of inner peace. If you’re feeling conflicted or stressed, revisit your time management strategies and priorities. Build Confidence Through Action If you’re avoiding a task due to a lack of confidence, start it anyway. You’ll build skills and knowledge as you go, and progress will boost your confidence. Focus on Quality Over Quantity While perfectionism can be a trap, focusing on quality will make your work more enjoyable and efficient. This prevents repeating tasks due to poor performance. Earn Your Breaks Set milestones and work toward them. When you reach those points, reward yourself with a break, making it feel deserved and refreshing. Get Fresh Air and Eat Well Take care of your body with regular breaks, fresh air, and healthy meals. Avoid pre-packaged food when possible. Nutrition and movement are essential for sustained focus. Manage Your Emails Emails can be a huge time-sucker. Set dedicated times to check them, and prioritise responses based on importance. Filter out unnecessary emails to stay focused. Stay True to Your Values As you prioritise tasks, ensure they align with your core values. Time spent with loved ones may be more valuable than climbing the career ladder. Track Your Time Spend a few days tracking where your time goes. You might be surprised to see which tasks take up the most time, helping you adjust accordingly. Don’t Stress About Deviations Plans are essential, but life often throws curveballs. If you veer off course, replan without stressing. Adaptability is key to sustainable time management. Develop Critical Thinking Skills Strengthening critical thinking will help you make better decisions and organise tasks more effectively. Use the Eisenhower Matrix The Eisenhower Matrix helps you categorise tasks based on urgency and importance, ensuring you focus on what truly matters. Focus on One Task at a Time Multitasking is less efficient than focusing on one task at a time. Concentrating fully on a single task ensures higher quality and quicker completion. Apply the Pomodoro Technique Break work into 25-minute intervals with short breaks using the Pomodoro Technique. This method is effective for maintaining focus and productivity. Build in Buffers and Breaks Schedule breaks into your day to maintain concentration and energy. Reflect on your progress during these pauses. Create a Productive Environment Your environment plays a significant role in your focus and productivity. Eliminate distractions and organise your space for optimal efficiency. Plan Ahead At the end of each day, week, or month, plan for the next. This keeps you organised and provides a sense of control. Leverage Your Most Productive Time Identify your peak productivity hours and use them for your highest-priority tasks. You’ll achieve more when you work in sync with your natural energy levels. Apply the Pareto Principle (80/20 Rule) Focus on the 20% of tasks that yield 80% of the results. This helps you maximise productivity and focus on what truly matters. Block Out the Start of Each Day Dedicate the first part of your day to personal preparation, whether it’s exercise, breakfast, or reviewing your schedule. This sets the tone for the day ahead. Delegate Where Possible Consider which tasks can be delegated to others. This frees you to focus on higher-level tasks aligned with your long-term goals. Focus on Outcomes, Not Time Shift your mindset from “hours worked” to “results achieved.” This helps you prioritise effectiveness over simply being busy. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

How to use Workplace Personality Tests to Improve Team Productivity Personality tests boost productivity by improving communication, aligning tasks with strengths, and enhancing teamwork. Published on: 9 Jan 2025 At the heart of any productive business operations are its people. From frontline employees and cross-functional teams to executives and leadership, individuals drive the success of your organisation. However, many businesses struggle with team alignment , collaborative workflows , and effective communication , crucial factors in achieving organisational goals . Research highlights that poor collaboration and weak leadership skills often lead to workplace inefficiencies . Companies that focus on building engaged teams, fostering transparency, and strengthening leadership development can drive significant improvements in employee engagement , productivity, and overall business performance . Yet research shows many businesses struggle with the “people” element of businesses: 97% of employees and executives believe a lack of alignment within teams impacts the outcome of tasks and projects. 39% of employees believe that people in their own organization don’t collaborate enough. 86% of employees and executives cite lack of collaboration or ineffective communication for workplace failures. 99.1% of employees prefer a workplace where people identify and discuss issues truthfully and effectively, but less than 50% say their organisation achieves this. 33% of employees said a lack of open, honest communication has the most negative impact on employee morale. 63% of workers want to quit their jobs because poor communication prevented them from doing their job effectively. For managers, the picture is even bleaker, as nearly 30% of employees believe their manager lacks team building skills and only 40% of employees report feeling satisfied with their relationship with their direct superior. Perhaps even more surprisingly, 69% of managers say they’re uncomfortable communicating with their team. All these statistics go to show the importance of b uilding productive, engaged teams, with strong leadership driving them. The benefits for businesses who do manage this are significant. How Organisational Structure and Personality Types Are Related? Organisational structure and personality types influence each other in various ways. While personality types can shape organisational structures, factors like industry, goals, and external environments also impact this relationship. 1. Fit Between Personality and Structure Different structures are suited to different personality traits. In hierarchical organisations, individuals who thrive on following instructions and established procedures perform best. On the other hand, flatter, decentralised structures require employees with adaptability, initiative, and independence, aligning with traits like openness and extraversion. Matching organisational structure with the prevalent personality types can enhance overall productivity. 2. Impact on Satisfaction Organisational structure can significantly affect individual job satisfaction, depending on personality traits. For instance, employees who value structure and stability may excel in traditional, hierarchical organisations where rules and procedures are clear. In contrast, those with a preference for creativity, autonomy, and flexibility may feel stifled in such environments and thrive in decentralised setups. When personality types and organisational structures align, job satisfaction improves, leading to higher retention and workplace morale. 3. Communication and Collaboration Personality types directly influence communication and collaboration styles. Introverted individuals may feel more comfortable in smaller teams or decentralised structures that foster focused, thoughtful interaction, while extroverts often thrive in structures promoting frequent social interaction and open communication. Organisations can design structures that cater to these preferences, improving both the quality of communication and collaborative efforts, leading to better overall performance and project success. 4. Leadership Styles Leadership styles are also shaped by personality types and are closely tied to the organisational structure. Transformational leaders, who inspire and motivate, often perform well in flexible, flatter organisations where creativity and innovation are prioritised. In contrast, transactional leaders, who focus on goals and rewards, may be more effective in hierarchical structures that rely on strict adherence to procedures and rules. The right match between leadership style and organisational structure supports business goals and enhances team effectiveness. 5. Organisational Culture Personality types contribute to and are shaped by an organisation’s culture, which is influenced by its structure. A hierarchical structure may create a culture of compliance, formality, and respect for authority, attracting individuals who align with these values. Meanwhile, decentralised structures may foster a culture of collaboration, creativity, and empowerment, drawing in employees who prefer autonomy and innovation. The evolving culture reinforces the structure and influences how the organisation grows and adapts. By considering the relationship between personality dynamics and organisational structure, businesses can create an environment that optimises communication, leadership, satisfaction, and overall performance. Stronger teams offer are more productive teams Research shows extremely connected teams are 21% more profitable . This is likely due to the simple fact that happy employees are more productive employees. Working in great teams with better communication, rapport, decision making and understanding is all part of this. For example, 37% of employees say working in a great team is their primary reason for staying at a company. In fact, some 54% of employees say a strong sense of community including great coworkers kept them at a company longer than was in their best interest. So building great teams and having strong leadership for those teams directly impacts your business’s bottom line. You’ll have more productive, engaged and profitable employees, who will stick around longer, reducing employee churn and recruitment costs. What are workplace personality tests and how can they help build more productive teams? There is no one way to build a great team, but workplace personality tests are a great place to start, whether this is at the point of recruitment or long after your teams have been hired. Workplace personality tests are a kind of assessment employers can use to help better understand new candidates as well as current employees. Many ( although not all! ) have roots in psychology. Much like many psychological assessments, workplace personality tests give an insight into key characteristics, behaviours and people’s intrinsic motivations that drive them to behave the way they do. The information obtained from workplace personality tests can then be used to better understand the behaviours within teams, as well as the behaviours possessed by leaders across businesses, to better communicate, motivate and engage. Different types of workplace personality tests There are many different types of workplace personality tests on offer and they’re not all made equal. Some have no research or founding in psychology, while others provide little actionable insight. All this said, we’ll look at the most common workplace personality tests including: Keirsey Temperament Sorter Disc Personality Test The Myers Briggs Type Indicator The Caliper Profile The SHL Occupational Personality Questionnaire Minnesota Multiphasic Personality Inventory Keirsey Temperament Sorter This workplace personality test is based on Ancient Greek philosopher Hippocrates’ theory. He stated that all human’s personas are made up of four temperaments: Artisan Guardian Idealist Rational This test is very similar to the Myers Briggs test, in that these four temperaments are scaled and then categorised into 16 different groups. However, one of the key differences is that the MBT focuses on how people feel and think, while Kerisey focuses more on behaviour. It’s been used widely, perhaps most notably by the US Air Force. DISC Personality Test The Disc Personality Test was created by William Moulton Marston in 1928, and later adapted by Walter Clark in 1940. It’s made up of 28 questions which measure four key areas: Dominance Influence Steadiness Conscientiousness Candidates are categorised into distinct personality types, based on their characteristics in these four areas. Those with D personality profiles tend to be confident and forceful and prioritise taking action and challenging themselves. Those with I personality profiles tend to be excellent communicators and influencers and prioritise relationships. Those with S personality profiles tend to be supportive and patient and prioritise teamwork. Finally, those with C personality profiles tend to be analytical thinkers and methodical workers. Disc workplace personality testing is particularly useful for assessing management and other leaders and is in widespread use for businesses around the world. Part of this is also down to its accessibility. Unlike many tests, it doesn’t take hours to complete and still provides an excellent insight into the behaviours that cause people to act the way they do. The Myers Briggs Type Indicator One of the most well-known personality tests, the Myers Briggs test was developed in the 1940s by mother and daughter Katherine Cook Briggs and Isabell Briggs Myers. This personality test is made up of 93 questions and categorises people into one of 16 different personality types, each with their own unique strengths and weaknesses. It’s made up of four different scales which are: Extraversion (E) – Introversion (I) Sensing (S) – Intuition (N) Thinking (T) – Feeling (F) Judging (J) – Perceiving (P) These scales are then used to dictate the different personality types including: ISTJ – The Inspector ISTP – The Crafter ISFJ – The Protector ISFP – The Artist INFJ – The Advocate INFP – The Mediator INTJ – The Architect INTP – The Thinker ESTP – The Persuader ESTJ – The Director ESFP – The Performer ESFJ – The Caregiver ENFP – The Champion ENFJ – The Giver ENTP – The Debater ENTJ – The Commander Many fortune 500 companies use this workplace personality test in their recruitment processes, despite this personality test being fairly controversial within the psychological field. The Caliper Profile This workplace personality test was invented around 50 years ago by an Australian talent management company. Since then, it’s been used by more than 65,000 businesses worldwide to assess more than 4.5 million candidates. The test has psychological roots, it’s based on the work of psychologists Raymond Cattell and Frank Warburton. The assessment is made up of 180 multiple choice questions, as well as some puzzle and problem solving tasks for certain roles. Once completed, the Caliper test then assesses four main aspects of an employee or candidates personality, including: Leadership skills Interpersonal skills Problem solving and decision making Personal organisation This information can then all be used to see whether a candidate is a good fit for a wider team. The SHL Occupational Personality Questionnaire This workplace personality test is made up of 104 that assess 32 different characteristics. These characteristics are then assessed to give employers an indication as to whether candidates possess the right characteristics for the desired role. They can also be used to identify performance issues and opportunities for current employees, as well as to identify leadership potential in existing employees. The simplicity of this test works in its favour in recruitment in particular. It allows employees to get an overview of candidate characteristics and easily compare many at once to see who might be the best fit. Minnesota Multiphasic Personality Inventory This whopper of a personality test includes 567 true or false questions. It was invented back in 1939 to analyse different personalities. This workplace personality test isn’t common by any means, but many organisations with high-risk and stress positions, like the military, use this test. That’s because due to its roots in the mental health profession it can be useful to assess the psychological stability of potential candidates. Emotional Intelligence and Leadership Emotional quotient (also known as emotional intelligence) or EQ is a person’s ability to understand, use and manage their emotions in positive ways to effectively communicate, show empathy, relieve stress, overcome challenges and defuse conflict. Why is EQ Important in Leadership? Emotionally intelligent leaders are self-aware, can effectively self-regulate and self-motivate most especially when the going gets tough. EQ leaders are able to engage with others and see staff and employees as people and not just as producers of outcomes. They come from a solid self-foundation, possess personal integrity and can inspire and motivate other people to do their best. The Top 5 Characteristics of EQ in leaders 1. Self-awareness The characteristic in leaders that show they know how they feel and recognize how their emotions can affect the people who surround them. A self-aware leader acknowledges their ego and knows their strengths and weaknesses. Their aim is to make sure that their ego and personal traits work for the benefit of the workforce and organization. 2. Self-regulation A leadership attribute that gives leaders a firm grasp and control of their emotions. A self-regulated leader stays firm, fair and calm. Other people that surround this type of leader stay reassured and motivated to take positive action because their leader does not lash out, does not compromise their work ethic and is accountable for their actions. This creates a general sense of improved wellbeing in the workplace. 3. Motivation A leadership characteristic that comes from knowing what needs to be done and why these things must be done. A motivated leader has high work standards for themselves and can work on their goals consistently. They also understand what motivates their workers and colleagues and can incentivize these so they can also give their best in their work. 4. Empathy An empathic leader can put themselves in another person’s shoes (so to speak) and can see things from their perspective. This ability can help develop people, challenge stereotypes and unfair assumptions. In difficult situations, it can help deliver critical feedback in a tactful manner as well as to be a good listener. All these lead to building a positive work atmosphere with a loyal and respectful team. 5. Social Skills The art of communication with an emotional connection. Leaders with good social skills can deliver bad news and celebrate good news in a way that makes people feel that improvement can be done by taking action on such opportunities. Having social skills can make leaders resolve conflicts in a calm, peaceful and diplomatic manner. This skill allows leaders to demonstrate that they respect the other person’s needs, hopes and fears. Emotional intelligence or EQ is vital for effective leadership. The main leadership skills associated with emotional intelligence are empathy, social skills, self-awareness, and self-regulation, as well as a wide variety of skills associated with these traits. Leaders who possess these skills are more capable of understanding other people’s unique behaviours and motivations, as well as their own. The global emotional intelligence test isn’t a workplace personality test per say, but it is a very helpful tool for businesses to assess current leadership, as well as identify staff who could make great leaders in the future. This test was developed by science journalist Daniel Goleman. It is a particularly useful tool in assessing leadership as it examines the array of skills and characteristics necessary to perform well as a leader. The test measures four main areas: Self-awareness Self-management Social awareness Relationship management Self-awareness is at the heart of emotional intelligence and is made up of three key competencies; emotional self-awareness, accurate self-assessment and self-confidence. These three characteristics enable employees to be able to understand the impact their emotions have on their behaviour, as well as identify their own strengths and weaknesses. Self-management refers to five competences; self-control, transparency, adaptability, achievement orientation and initiative. Much like the above, excellent leaders possess a strong mix of these qualities to enable them to communicate with and manage teams. Social awareness refers to the ability to empathise, but it also examines a candidates organisational awareness and service orientation. The latter are both vital leadership skills in being able to understand both business and customer needs. Finally, relationship management has seven competencies; visionary leadership, developing others, influence, change catalyst, conflict management, building bonds and teamwork and collaboration. Much like all of the above, those who possess skills and characteristics in all these areas possess a high level of emotional intelligence and make excellent leaders. The test scores candidates on a scale of one to 10 in each of these four areas. Employers can use it to assess new candidates and current employees for leadership roles to see whether they would make effective leaders. It can also be used to identify areas for current leadership to improve in. Proponents of EI testing argue that it gives a more realistic assessment of leadership skills than skill or IQ testing. What are the productivity benefits of workplace personality tests? Workplace personality tests aren’t popular for no reason. Hundreds of thousands of organisations across the world, including Fortune 500 companies, use them for one simple reason — to build better teams and identify stronger leaders. Once a test is completed, it shouldn’t just be read once and discarded. These tests can reveal the intrinsic motivators that every person has. This information can then be used to better understand how to communicate with each other, as well as resolve conflicts. Employees who have undergone workplace personality testing have a heightened sense of self awareness. They can better understand what motivates them and use this information to tackle problems differently. Workplace personality tests can also be used to better understand each other. For example, if a whole team undergoes a DISC workplace personality test, it’s highly unlikely everyone on the team would come out as a D profile. Far more likely, the team will be built up of a healthy mix of different DISC profiles. Teams can use this information to better understand each other and divvy out tasks to those most suited to them. They can also use this information to understand colleagues whose behaviour may not previously have made sense to them, as they have different intrinsic motivators. This can make conflict more productive. Using a mix of self awareness and awareness of others, they can better resolve conflicts in the workplace and create productive solutions that work for everyone. Similarly, managers can use the information obtained from workplace personality testing to lead teams better. They can understand exactly what motivates each team member and better assign enjoyable tasks to employees based on this knowledge. For training, it can also help leaders identify different ways to train to maximise engagement and outcome. Overall, all these various workplace personality test benefits have a direct impact on the bottom line, which we talked about above. You have happier, more engaged teams who can communicate better and work more productively together. For recruitment processes in particular, workplace personality tests can speed up the entire process, reducing candidates to a smaller pool who you already know have the desired characteristics and behaviours for your company culture and the job role itself. Another unique benefit for recruitment is that workplace personality tests can reduce bias. Employers can make fairer decisions using the information provided from assessments to pick the best candidate for the role, as opposed to basing it on gut feeling or personal preference. The benefits of workplace personality testing for leadership We hinted at this in the introduction already, but many businesses aren’t getting leadership quite right. They promote based on technical skills alone, as opposed to the behaviours and characteristics necessary for employees to make good leaders. This matters, because as the old trope goes, people quit their boss, not their job. Research actually backs this one up, as around 57% of workers quit due to their direct supervisor. Moreover, managers account for at least 70% of the variance in employee engagement, which as we know has a huge impact on business productivity. This goes to show how important leadership skills are for managers. If they possess a high level of emotional intelligence, there is a high chance they will make more effective leaders and lead more productive teams. Workplace personality testing can give employers these insights ahead of internal promotions to ensure they’re promoting the right people to the right areas, as opposed to focusing on technical skill and length of service alone, as neither of these are indicative of a strong leader. What are the criticisms of workplace personality tests? The workplace personality test market is crowded. There are many organisations offering a huge variety of workplace personality tests. Many have great merit, others not so much. Many are making larger claims than they should be. A workplace personality test result cannot predict all behaviour. It can certainly indicate, but it is by no means a guarantee. As well as this, some write personality testing as a whole off as pseudoscience. This is often due to the lack of analysis and research behind some tests, but is well worth noting many other tests have been studied at length and found to have been reliable. One of the main criticisms surrounding workplace personality testing is whether the insight gained is actually useful. Much of this comes down to businesses simply using a workplace personality test and not then applying what they learn from that insight. How to use workplace personality tests to help your business There is little benefit, beyond entertainment, to taking a workplace personality test, if that test is then plonked in a drawer and forgotten about. For workplace personality tests to be beneficial to your business, you need to use the insights gained and take logical actions built on those insights. There are no end of ways to do this, but we’ll cover some common practical uses of workplace personality tests for businesses. Workplace Personality Tests for Hiring and Internal Promotion You can use workplace personality tests to gain more insight into the right people to hire for your business, as well as promote the best internal candidates to the best roles to suit them. How often have you brought in a new employee with all the skills they needed, only to have a team to have endless trouble working with them? This comes down to human nature and the behaviours that drive us. Hiring for behaviours and characteristics makes far more sense than hiring for skill, because skill can be taught far more easily than a new behaviour. Workplace personality testing can be used to assess candidate behaviours and speed up the hiring and onboarding process. Tailor Communication to Each Personality Type Some employees are perfectly happy to sit back and follow someone else’s lead, while others would much rather work autonomously and only communicate when they need assistance. Understanding your own personality type, as well as others, means you can tailor communications with every team member, across a business. Your team will get the type of communication they desire and feel more valued and respected as a result of it. Design More Productive Teams Let’s take DISC personality profiles as the example here and say one of your customer service teams is made up of a mix of I and S personality profiles. They all get on incredibly well as they value relationships in the workplace and are very people focused, but they love to chat all day. You could use the information obtained from this to identify that you need a D personality in that team to give more direction and focus. Our point is, you can use workplace personality tests to construct better teams with a mix of personality types that compliment each other to increase productivity and performance. Aid Employee Development Employees want long term opportunities for learning and development opportunities from the company they work for. You can use workplace personality tests to further your employees development. Once they understand their own personality assessment, they can identify areas of both strength and weaknesses to improve on, in turn, improving their performance and opening up new opportunities for promotion across the business. Better Motivate and Engage Employees Different personality types are motivated by different factors. You can use workplace personality tests to tailor feedback and goals to different employees. For example, those with a C personality profile in DISC personality testing pride themselves on quality and accuracy, so you can tailor performance goals with this in mind. Meanwhile those with an I personality profile prioritise relationships, so regular one to one feedback will help motivate these employees more than annual performance appraisals ever could. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

12 Ways To Improve Emotional Intelligence Do you have the capacity to identify, comprehend, and control your emotions and recognise those of others around you? Published on: 10 Oct 2024 A leader in a organisation who uses emotional intelligence to unite people to confront an environmental crisis illustrates how emotional intelligence can help build a better planet, enhance people’s lives, and protect the world’s future. This leader can comprehend and relate to the worries of various community members. The person clearly conveys the significance of the problem and motivates cooperation and action among the group. The outcome is a successful community-wide initiative to address the environmental issue, enhancing residents’ quality of life and advancing the worldwide objective of safeguarding the environment. Effective communication and collaboration amongst all stakeholders are one of the main tenets of stakeholder capitalism, and emotional intelligence is crucial for attaining this. A leader with high emotional intelligence can establish trust and solid connections and empathize with many stakeholders’ problems. Later, he clearly explains the company’s vision and goals. As a result, talks and decision-making can be more fruitful and collaborative, which improves the situation for all parties involved. In addition, emotional intelligence is crucial for solving ESG (Environmental, Social, and Governance) and SDG (Sustainable Development Goals) challenges. Leaders may make more deliberate and effective decisions that put the needs of all stakeholders, including the environment and future generations, ahead of just short-term profit by recognising and controlling their emotions. Emotional intelligence is crucial for advancing stakeholder capitalism because it fosters collaboration, trust, and effective communication among stakeholders, promoting sustainable growth and ethical business practices. Elements Of Emotional Intelligence Self-Awareness Emotional intelligence is built on self-awareness, which enables people to recognise and comprehend their emotions and how they affect their actions, mood, performance, and interactions with others. Self-awareness allows people to control their emotions and behaviours, improving decision-making, relationships, communication, confidence, and creativity. Organisational psychologist Tasha Eurich asserts that those who are self-aware typically experience more success in their personal and professional lives. So, becoming more self-aware is essential for both personal and professional growth. Self-Regulation When a person is self-aware, they can start to control their impulses and emotions through self-regulation, which is the capacity to do so. This results in improved judgment, more solid bonds, efficient communication, an optimistic outlook, and flexibility in dealing with diverse circumstances. Conversely, persons who lack self-control frequently cause a domino effect of unfavourable emotions in others, resulting in a high turnover rate. Social Awareness Social awareness is the capacity to comprehend and relate to the feelings, requirements, and viewpoints of others. This involves recognising social cues, interpreting body language, and being conscious of group dynamics. A business manager who is conscious of their staff’s various viewpoints and feelings and can foster a supportive and inclusive work environment for everybody would illustrate social awareness. They can interact successfully with each employee since they know their needs. As a result, employee motivation, contentment, and productivity all increase. Additionally, they can foresee possible disputes and take proactive measures to resolve them, strengthening team dynamics and productivity. Social Skills The capacity to steer conversations, negotiate, and settle disputes fairly and sympathetically is a component of social skills. A business CEO who can effectively communicate the company’s vision and goals to all stakeholders, including shareholders, employees, customers, suppliers, and the community, would be a real-world example of social skills. The CEO can improve decision-making, collaboration, and cooperation, as well as the overall success and sustainability of the firm. To advance stakeholder capitalism, the CEO must also be able to resolve disputes and deal with various stakeholders in a way that benefits all parties. 12 Ways To Improve Your Emotional Intelligence Make A Journal To Increase Self-Awareness Your emotional intelligence can be considerably enhanced by being conscious of your feelings and how you emotionally react to people around you. Understanding when you are nervous or furious might help you communicate those sentiments in a way that encourages positive outcomes. Consider your meetings, projects, and interactions from the day’s activities, both good and bad. You can identify specific patterns in your behaviour and responses, as well as those of others, by writing down your thoughts. What was your greatest success? How do your staff members feel? Do you ever get frustrated with particular persons or circumstances? If so, why? The better, the more reflective you are. For instance, you’ll become more conscious of what irritates you to prevent a future tantrum or imitate behaviours that have been shown to increase staff morale. Detect The Emotions Of Others While self-reflection is a good place to start when developing emotional intelligence, it’s equally crucial to consider how others will interpret your actions and words. Being emotionally savvy includes knowing how to modify your message based on appearance. To demonstrate that you value other people’s feelings, you can always ask them how they feel if you are unclear. Employ Active Listening Skills People communicate verbally and nonverbally. Therefore, paying attention to both verbal and nonverbal cues and potential positive and negative replies is crucial. The foundation for wholesome relationships can be laid by showing others respect by taking the time to listen to them. Try asking questions, nodding in agreement, or repeating key ideas to demonstrate that you have grasped them to demonstrate that you are paying attention. Express Yourself Clearly For emotional intelligence, effective communication abilities are crucial. Building healthy connections requires understanding when to communicate information in writing or verbally. To keep everyone on the same page, a manager in a work environment must communicate expectations and goals. Be as open to communication as possible, and provide several avenues for others to express their emotions to you. Stay Optimistic People with emotional intelligence are aware of the impact a kind word, an encouraging email, or a thoughtful action may have. When you can maintain your composure when dealing with a stressful circumstance, you can support those around you. Additionally, this mindset can promote additional teamwork and problem-solving. While experiencing negative emotions is common, you should consider ways to lessen their impact and search for answers. Empathise Emotional intelligence includes the ability to consider others’ feelings. It denotes your capacity to understand emotions you may not be experiencing personally and to react in a way that is courteous and consoling to others. Try to put yourself in other people’s shoes so that you may think about how you might feel if you were in them. Keep An Open Mind Because they are terrific listeners and can take into account and understand alternative viewpoints, emotionally intelligent people are frequently simple to approach. They are also receptive to new information and concepts. Even if you’re unsure of a novel idea or concept, attempt to imagine how you might incorporate it into your job. Adhere To Feedback It is crucial to possess the ability to hear criticism, whether praise for a recent presentation or harsher suggestions for how to assign duties more effectively. Being receptive to criticism demonstrates your capacity for accountability and willingness to enhance your interpersonal communication skills. Even if some critique could be difficult to hear, you should attempt to see it as an opportunity to develop professionally. Under Pressure, Maintain Composure It’s crucial to have the ability to tackle challenging circumstances with calm and optimism. Maintaining composure and concentrating on finding a solution will help everyone achieve their objectives. Tensions can easily rise, especially when people are pressed for time. Develop coping mechanisms to help you remain composed and deliberate in difficult situations, such as taking a deep breath or asking for assistance. Conduct A 360-Degree Evaluation Using feedback from various sources, a 360-degree assessment is a procedure that aids people in developing their emotional intelligence. A self-evaluation and a series of inquiries or surveys from superiors, colleagues, subordinates, and consumers or clients are frequently included in the assessment. The information is then collated and examined to provide a comprehensive assessment of the person’s emotional intelligence, which considers their self-awareness, self-regulation, motivation, empathy, and social skills. This information can be utilised to pinpoint areas that need improvement and create a career and personal growth strategy. Additionally, managers and leaders can utilise the 360-degree exam to pinpoint team-wide improvement opportunities. This creates plans for raising emotional intelligence levels. It contributes to a thorough grasp of emotional intelligence and the areas that need improvement. Be Aware of Your Emotions It would help if you first comprehended your feelings to comprehend those of others. Make a deliberate effort to think about your emotions whenever you notice a particularly powerful emotion, whether pleasant or bad. Think for a moment about the reasons behind your feelings and what might have caused such a powerful emotional reaction. You’ll learn to recognise your own emotions and those of your coworkers. You’ll be able to develop a productive team by being an empathic leader. Enroll In An Online Training Or Course By giving a summary of the main ideas and theories, as well as tips and tactics for fostering self-awareness, self-regulation, motivation, empathy, and social skills, online courses and training on emotional intelligence can assist people in growing their emotional intelligence. These programs can teach people how to effectively control their emotions and comprehend those of others, which can improve their relationships and communication. Assessments and interactive exercises may also be used in training to reinforce concepts and track advancement. The ability to make better decisions, build stronger relationships, communicate effectively, and perform better can benefit from completing an online course or receiving training in emotional intelligence. Conclusion People need emotional intelligence since it can enhance their personal and professional lives and improve the world. People can become better suited to managing life’s complexities and effect positive change by increasing their emotional intelligence. A more peaceful community may result from increased empathy, better communication, and deeper understanding that can be fostered by emotional intelligence. Everyone should consider developing their emotional intelligence since doing so will enhance their personal lives and contribute to a better future for all of us. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

How Finance Can Help Create an Integrated Business Planning Framework An integrated business planning framework presents a great opportunity to develop the function of finance to drive business performance and productivity. Published on: 21 Dec 2023 The finance function is evolving, fast. Where finance used to focus on traditional activities such as account management and act in an advisory role to the C-suite, the finance function of the future will be focused on driving business performance by leading strategic planning through data-led decisions. Rethinking finance means rethinking the way businesses plan. Integrated business planning presents a significant opportunity to develop the role of finance to meet future business needs. It offers a framework for finance to use that matches their new purpose of creating value adding activities for businesses. Finance Function is Developing Naturally Across Industries Research shows that finance function, particularly the role of the finance leader , is developing across industries. An average of five functions other than finance now report into the CFO. Further research reveals that four in ten CFOs say they spent more time over the course of a year focusing on activities that weren’t traditional finance activities. The survey revealed that these non-finance activities were predominantly strategic leadership, organisational transformation, performance management, capital allocation and big data and analytics. This shift in finance function makes perfect sense. Businesses face an increasingly challenging economic landscape alongside increasingly competitive markets. Finance is perfectly placed within the business to harness data, operational knowledge and analytical thinking to drive business performance. What is an Integrated Business Planning Framework? Integrated business planning (IBP) is an alternative approach to business planning. Traditional business planning often silos different business activities. Marketing has their strategy, HR has theirs, IT has theirs and so on. What this means for businesses is that the larger strategic goals are often disjointed from departmental strategies and activities may not align well with larger business goals. This results in poor business performance and business productivity for many companies. Instead, an integrated business planning framework seeks to align strategic business planning with operations and finance. It looks to create one single, cohesive business plan for everyone in the company. It achieves this by: Being one process of continuous improvement Having both short and long term strategic planning Using advanced data analytics that are shared across the business Cross-functional collaboration and communication between all departments C-suite adoption and sponsorship Finance Has a Key Role to Play in an Integrated Business Framework So, where does finance fit into an integrated business framework? IBP can be a driving element in developing the function of finance. As discussed above, finance has increasingly been tasked with more and more responsibilities outside traditional finance activities, with many more departments reporting into them. As finance begins to play a more strategic role in businesses, an integrated business planning framework gives finance a methodology to use to align these different responsibilities successfully, resulting in better outcomes for the business. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

10 Agile Leadership Productivity Improvement Strategies Agile methodologies empower leadership by fostering adaptability and collaboration. To enhance productivity, leaders can employ strategies like setting clear goals, promoting self-organisation, and prioritising continuous feedback. Encouraging cross-functional teams, embracing change, and using data-driven insights also play pivotal roles in achieving agile-driven productivity improvements. Published on: 7 Mar 2024 Identifying effective agile leadership productivity improvement strategies is easier said than done. Improved productivity and a more efficient workplace can be difficult goals to achieve when a multitude of factors appear to be stacked against you. The time for UK businesses to take action is long overdue – business productivity rates are underwhelming, to say the least. In fact, the UK productivity rate is around 20% lower than other developed nations and the Covid-19 pandemic hasn’t helped. Improving efficiency and productivity relies on how employees and teams perform, how you treat them and how you motivate them. Productivity can be boosted by using process efficiency using tools properly, by automating tasks and using a leadership development programme. Why Productivity Matters During Hard Times In challenging periods, enhancing personal, professional, and business productivity can be the difference between thriving and falling behind. By increasing efficiency and focus, you’ll weather uncertainty and position yourself for long-term success. Top 5 Reasons to Prioritise Productivity in Difficult Times : Maximise Limited Resources – Stretch time, energy, and finances further. Solve More Problems Faster – Address challenges swiftly and stay ahead. Increase Output and Value – More work done equals greater returns. Maintain Motivation and Focus – A sense of progress fuels resilience. Gain a Competitive Edge – As competitors falter, stay driven and seize new opportunities. How to Increase Productivity When Times Are Tough: Prioritise Ruthlessly – Focus on tasks that directly drive business growth. Ask yourself, “What happens if I don’t do this?” If the answer isn’t critical, move on. Time Management – Start early, stay late, and track your time. Celebrate small wins to maintain momentum. Health and Wellbeing – Get quality sleep, exercise regularly, and eat healthily. A sharp mind and body outperform exhaustion every time. Delegate Strategically – Hand off tasks when others can do them better or faster. Collaboration keeps you accountable and focused. Learn to Say No – Protect your time by declining distractions and requests that don’t align with your goals. Remember: Productivity is your most valuable asset in uncertain times. By focusing on growth and efficiency, you’ll not only survive but excel in the months ahead. Here are 10 practical leadership productivity improvement strategies, starting with the post-Covid conundrum many businesses face in bringing a dispersed workforce back together. 1. Support your home workers to return to the workplace For many companies, the post-Covid workplace is, literally, anywhere employees want it to be. Working from home (WFH) has been joined by WFP (working from the pub – many in the UK now throw in lunch and a drink along with a desk and WIFI for a daily fee) and WFA (working from abroad). The hybrid world of work can hamper efforts to improve productivity. It combines working wherever employees choose with the partial return to the office. Done badly, it can result in the worst of all worlds in terms of improving productivity. A lot of businesses currently appear to favour a ‘three days in, two days from home’ strategy. Some companies are in no rush to return people full-time ; others would like everyone back all the time. Workers are more likely to vote with their feet – and continue working some of the time from home . One employer, on discovering that a home-based worker didn’t want to return from the local office because they had moved abroad without informing them, was given an ultimatum: keep me on, working remotely, or face the time and expense of replacing me. Returning to offices is as much a financial as it is a productivity challenge. With employees influencing the discussion rather than being dictated to by their bosses, the way companies approach the return to work question needs to be handled very carefully. It’s not just a case of demanding their return and saying everything will be the same as before: it won’t. Currently, only about three-quarters of UK workers are concerned about their welfare regarding Covid-19 , if they return to their workplace. The office needs to be a place people want to return to – a ‘destination’ rather than a desk. For example, many companies took the opportunity of Covid-19 lockdowns to transform their office space, and not just by adding a few comfy chairs. Productivity improvement benefits Higher levels of employee satisfaction through greater employer support Lower absenteeism rate Higher employee retention rate Healthier and happier employees How to support homeworkers: Ensure regular and honest communication about returning to the office – make sure it is two-way, with employees encouraged to voice any concerns Consult with employees about your plans Take Covid-19 precautions on workplace health and safety and make sure employees know what they are Offer incentives to return, for example, local gym membership, free lunches or other culinary-based inducements Provide ‘welcome back’ packs of goodies to encourage returners Make the office a fun place to work – create a vibe by boosting non-work social activities with a calendar of interesting events Introduce more natural light, breakout areas and plants Offer regular motivational and wellbeing talks by experts Provide additional employee training to boost productivity in the hybrid world, such as technology skills, and also wellbeing boosters, like health with yoga, exercise classes Invest in technology so office-based and hybrid workers can collaborate easily when team members are in different locations Provide more one-to-one time for employees with their line managers to monitor and discuss both productivity and wellbeing 2. Organise your employees Agile principles encourage organising employees into cross-functional teams, emphasising collaboration, flexibility, and iterative work. This approach promotes better adaptability to change, faster response to customer needs, and increased employee engagement. Agile organisations foster autonomy, clear communication, and continuous improvement, ultimately enhancing both productivity and employee satisfaction. Productivity improvement benefits Less stress and burnout – lower absenteeism rates Healthier employees Better relationships – at work and home More productive employees who make better use of their time Understanding employees’ personalities can help you to improve the productivity of your teams by getting everyone to play to their strengths. Workplace personality tests can help . 11 ways to be better organised Make daily lists of what you need to do Prioritise actions with the most important (not necessarily the most urgent) first Make schedules showing when you need to complete tasks File tidily – declutter your physical and online space Create routines so you can be more consistent and certain in what you do Create guides for job roles so everyone can follow best practice Use time management and productivity improvement tools (see below) Listen to employees – operate an ‘open door’ approach to avoid people getting overwhelmed and under-productive Take regular breaks Delegate tasks to avoid multitasking (see below) Avoid unnecessary meetings and duplicated work 3. Set up a formal employee suggestion scheme Giving employees a strong voice in the workplace helps them to feel more engaged and involved. Productivity improvement benefits Save costs by introducing ideas that improve business efficiency Improve collaboration between employees Increase levels of trust Identify issues early before they become ingrained and are harder to rectify How to set up a formal employee suggestion scheme Lead from the top by ensuring senior-level responsibility for managing the suggestion scheme Be transparent – especially in how you intend to use the information Commit to act on what you find Respond quickly with results and actions Share the news – celebrate ideas taken up Make the scheme easy to use Offer incentives for taking part, like a prize draw so anyone can win and also prizes for the best ideas Review how the scheme is going and update it regularly with clear communication, so everyone knows it is available and how they can respond and by when 4. Start a wellbeing programme One of the priorities set out by the World Health Organisation on World Health Day is “to foster a movement” to create societies focused on wellbeing. Good physical and mental health helps to improve workplace productivity. A wellbeing programme is also an important tool to attract, recruit and retain employees. Increasingly, job candidates scrutinise a company’s wellbeing programme as closely as the pay grade on offer. A wellbeing programme can help identify barriers to productivity improvement, for example, presenteeism and absenteeism. A consistent feature of good wellbeing programmes is taking a holistic approach to both physical and mental health, as Perkbox observes in its analysis of six wellbeing programmes that work well – at Jack Wills, The Gym Group, Purple Bricks, Wasabi, Google and the NHS. Wellbeing programme should be led from the top, with senior managers setting an example and taking responsibility, along with line managers and HR departments, for their wellbeing Programme. Productivity improvement benefits Improve employee productivity Reduce rates of absenteeism Reduce staff attrition rates Generate a positive view of the company by employees, customers, shareholders and other stakeholders How to set-up a wellbeing programme A strong wellbeing programme should include a wide range of often sensitive areas. The Chartered Institute of Professional Development CIPD identifies these seven areas of wellbeing : Physical health and safety, mental health Good working environment, management, pay and recognition Strong leadership, values and standards, particularly around inclusion and diversity Strong employee voice through communication and consultation Clear career development path and learning opportunities Availability of positive lifestyle opportunities, particularly physical activity and healthy eating Financial wellbeing through fair pay and benefits, retirement planning and other financial support 5. Automate and simplify processes The Covid-19 pandemic accelerated the transition by many companies towards greater automation and simplification of work processes. A World Economic Forum survey found that 84% of employers are preparing to rapidly digitalise working processes. Productivity improvement benefits Better use of employees’ time More motivated employees Deadlines met Cost savings How to automate and simply processes Identify areas ripe for greater automation, especially ones that involve repetitive work or tasks that take a long time to complete manually. This could include certain processes in sales, finance and accounts and stock management Make a record of key processes with a step-by-step analysis of every stage to identify where automation and simplification will have the greatest positive impact on productivity improvement Prioritise which areas to automate first based, for example, on how they will reduce costs, improve productivity, or improve employee or customer satisfaction levels 6. Make more of your efficiency tools From well-established tools, like Microsoft 365, to a myriad of newer entrants, like Trello, Clockify and Zoom, the number of business productivity improvement tools is growing all the time. With a proliferation of business efficiency tools available (many at no cost), companies are probably guilty of having too many, not having the right ones or failing to ensure their staff know how to get the best out of them. Productivity improvement benefits Better quality work Greater collaboration Clear communication More accurate measurement of performance Reducing operating costs Improved customer satisfaction Improved success rate of projects How to make more of your efficiency tools Make sure everyone who needs to be is properly trained in using your business efficiency and improvement tools Make sure the right people are using the right tools Make sure tools are used consistently across your organisation 7. Keep your team active Teams that fall behind in their tasks become reactive. They are constantly playing catch-up and not spending enough time thinking about how to stay ahead or how to improve their productivity. Productivity improvement benefits Better time management makes employees more efficient and focused Understandable processes ensure employees know how to be as productive as possible Staff are more proactive and engaged when they feel more in control of their work How to keep your team active Understand what makes your team tick, so you can motivate them and be confident in challenging them to be more efficient Prioritise – focus on what’s important, where the deadlines are driving Don’t get bogged down in reactive habits, like trawling through non-essential emails that don’t help you or your team to focus on their tasks In The 7 Habits of Highly Effective People , businessman and self-help expert Stephen R Covey covers the main bases: Be proactive – take responsibility for your actions Begin with the end in mind – thoroughly plan how to achieve your goals Put first things first – understand what is important rather than merely urgent Think win:win – find mutually beneficial solutions Seek first to understand, then to be understood – be a good listener Synergise – combine your team’s strengths Sharpen the saw – continuous improvement 8. Avoid multi-tasking Focus on the job at hand and don’t overload your day by thinking you are improving your productivity by taking on as much as you can. You’re probably doing the opposite. Multi-tasking can distract you and productivity will suffer as a result. Your memory can suffer from an information overload where you are not fully focused on each task. Levels of stress and anxiety can increase if you are taking on too much. Multi-tasking can lead to more mistakes and poorer outcomes. Productivity improvement benefits Greater efficiency More tasks completed on time Higher quality work Less stress How to avoid multi-tasking Identify the most important tasks and tackle these one at a time Create a daily list of activities to complete and stick to it Plan your time carefully with set periods to complete each task and to take breaks in between Finish one task before you start the next Set limits on what you’ll do and when – say ‘no’ more often and don’t get lumbered with an overload Don’t get distracted or interrupted 9. Provide employees with real-time feedback Responding immediately with feedback – both positive and negative – and giving praise improves employee morale and productivity. But be careful not to impede creativity by micro-managing people with a steady stream of instant commentary on what they are doing. For real-time feedback to work you’ve got to provide it as soon as you can after reviewing a task or activity. Leave it too late and the positive benefit could be lost. This type of feedback is usually conducted in a fairly informal way. Productivity improvement benefits Staff are more engaged Provides employee recognition Improves performance Improves learning How to provide employees with real-time feedback Be authentic, honest and open Decide when best to deliver feedback and be consistent in how you do it Be open and honest and encourage further dialogue on issues you raise Request feedback on your feedback so you can improve how you deliver it Keep feedback within the context of the work you are reviewing – don’t let it turn into broad-based navel-gazing that has little chance of being received favourably Offer support and help for staff to act on your feedback and improve how they work Be constructive – offer solutions and support 10. Avoid the distractions of social media Nearly half of companies in one survey said that they had no social media policy and that employees spent 12% of their working day on unproductive social media activities. The amount of time we spend on social media is increasing, both at work and at home. At work, it can be tricky cracking down on social media use but this is becoming a growing barrier to productivity improvement. Of course, many companies require employees to use social media for business purposes, so employees need to know what the rules are its use in the workplace. As well as being a distraction to productivity improvement, the unauthorised use of social media on company devices can open the door to hacking and fraudulent activity. Productivity improvement benefits Less time wasting at work Fewer workplace distractions More face-to-face employee interaction at work Reduced cybersecurity risks How to avoid the distractions of social media Set clear rules and guidance on using social media at work Explain clearly in regular communications why using social media hinders productivity improvement Block undesirable social media apps on work computers Ask staff to change notification alerts on personal devices when at work Encourage staff to post less on social media at work Set limits on the use of mobile phones – better still, ask staff to turn them off at work Recommend alternative personal interactions to social media, like talking face-to-face with colleagues – it could improve productivity Offer alternative workplace activities to using social media during breaks and lunch hours, like health classes, TED talks or other activities Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. 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How HR Can Add Value to Your Business The success of any business relies heavily on its people, so you’d expect HR to be high on the agenda but unfortunately, it’s often overlooked and underrated. Published on: 24 Jun 2021 The success of any business relies heavily on its people, so you’d expect HR to be high on the agenda but unfortunately, it’s often overlooked and underrated. Many businesses, large and small, view HR as a costly overhead that they can afford to minimise. The Coronavirus Pandemic has hit the business industry hard and with many companies struggling to stay afloat, it is natural to look at deprioritising spend in certain departments. However, HR should be the last department you turn to as, now more than ever, you need a motivated and productive workforce who are engaged and willing to respond to business changes. Is HR Really Necessary? The short answer is yes! You’d be forgiven for thinking that HR is an outdated department in the modern workplace. After all, the term ‘Human Resources’ isn’t exactly very trendy, new or exciting. Being considered a ‘resource’ is in fact, not very human at all. Innovative, new terms have begun cropping up in recent years including Talent Management, People Experience and Employee Engagement which more accurately describe the role it plays today. To understand the value of HR, we must first consider what happens when there is little or no HR in a company. Poor recruitment and employee engagement are toxic to a business. One bad apple, who does not fit the company culture, can create a less functional team. Inappropriate comments are shared, walls go up and ultimately, information and ideas stop flowing. Additionally, when employees don’t feel supported, are working long hours, feel under-skilled and undervalued then their motivation falters and workplace productivity takes a massive hit. HR should be at the top of any organisation helping to build company culture, protect its values and ensure everybody is focused on the vision with a vision statement . HR is not a ‘nice to have’, it is a ‘must have’ if you want your business to succeed. How HR Adds Value to Businesses Recruitment and retention Recruitment and retention are still at the core of HR. Every business needs experienced staff with the right qualities to succeed in the team. The HR department are responsible for ensuring the right candidates are selected who will be an asset to both the team and the overall company vision. A good reputation as an employer attracts talented applicants, who in turn look after your business and customers So, your HR team has secured great staff, does that mean you no longer need them? Hiring the right people is just the first step in the process, your company must now look to retaining them. A report conducted by Breathe HR in 2020 found 1 in 5 (21%) of British workers have quit a job due to poor workplace culture. It is also the duty of HR to monitor staff conduct and ensure any unacceptable or disruptive behaviours are dealt with appropriately and efficiently to avoid damaging company culture. Training & development Even the most skilled staff will require some form of training or development during their time with a business. Employees who develop and learn new skills benefit from increased confidence, improved career opportunities and tend to engage more with the business. A good training and development programme decreases employee turnover, creates a more positive working environment and increases productivity. The same report by Breathe HR found that 30% of workers cited a lack of progression as a cause of unhappiness at work. Staff satisfaction & workplace culture Underestimating the importance of employee satisfaction when it comes to business success is a huge mistake. As Victoria Usher , Founder & CEO of GingerMay points out ‘happy employees make happy clients.’. People are starting to value their lifestyle as much as their salary. The younger generation, in particular, seek a better work/life balance than previous generations. HR plays a key role in creating, defining and implementing company culture. Steps to improve company culture might include an employee wellbeing programme , flexible working opportunities, a chance to feedback and engage as well as a nice working environment and social events. Less emphasis needs to be put on yearly appraisals which cause stress and have little benefit, and more focus put on regular, positive feedback and celebration of achievements. 2020 has proved that supporting our staff and responding flexibly to their personal needs has a huge role to play in business success. Our employees suddenly had to adapt to a completely new way of working with added life stresses such as a lack of work space or childcare needs. Increased productivity Productivity i s one of the primary driving forces behind business success, yet, the UK has witnessed a sustained period of poor productivity growth for many years now. HR has an integral role to play in supporting and improving productivity . Staff who are happy at work pay more attention to their role, whether that’s being more attentive to a customer’s needs or producing products faster to a higher standard. Hiring the right staff, offering training, improving workplace culture and supporting staff all result in an increase of productivity. Company Growth & Vision You have a business and perhaps you have a plan, but does everyone in the company understand how their role contributes to the end goal? HR needs to be at the top of the organisation protecting company values and communicating and ensuring the company vision is clear. In summary, there are many ways HR can add value to your business from good recruitment to employee satisfaction. Now, more than ever, HR is not a luxury but an essential component of any successful business. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

What is Estimating Software? In the contemporary landscape of business and technology, precision in project planning and cost management is more than just a competitive advantage—it's a necessity. Estimating software has become a cornerstone for industries ranging from construction and manufacturing to IT and engineering. This comprehensive tool assists professionals in accurately predicting project costs, allocating resources, and setting realistic timelines. But what exactly is estimating software? What are the key features of estimating software? How has it evolved, and why has it become so integral to modern business practices? This article will explore the history, development, and significance of estimating software, offering insights into its technical aspects and real-world applications. The Historical Context: From Manual Estimates to Digital Precision The history of project estimating dates back centuries, long before the advent of computers. In the early days of construction and manufacturing, project managers relied heavily on manual methods—using paper, pencils, and simple arithmetic to calculate costs and resources. These estimates were often based on experience and intuition, with professionals drawing on their knowledge and previous projects to make educated guesses. However, this approach had significant limitations, not least of which was its susceptibility to human error. The Birth of Early Estimating Tools The first significant shift towards more accurate and reliable estimation methods came with the industrial revolution. As industries grew and projects became more complex, the need for a systematic approach to cost estimation became evident. The introduction of mechanical calculators in the late 19th and early 20th centuries provided some relief, enabling faster calculations and reducing the potential for arithmetic errors. However, it wasn't until the mid-20th century, with the advent of computers, that the foundations of modern estimating software were laid. Early computer programs, while rudimentary by today’s standards, began to automate basic calculations and data entry processes. These early tools were largely bespoke systems, designed specifically for individual companies or industries. For example, in construction, early estimating software focused on automating the calculation of material quantities and labour costs, allowing for more detailed and accurate project estimates. The Evolution of Estimating Software: From Niche to Necessity As computing power increased and software development advanced, the capabilities of estimating software expanded rapidly. The 1980s and 1990s marked a period of significant growth in this field, with the development of more sophisticated software that could handle the complexities of large-scale projects. Estimating software moved beyond simple cost calculations to include a wider range of project management functions, integrating elements such as scheduling, resource allocation, and risk analysis. The Role of Graphical User Interfaces (GUIs) One of the major breakthroughs during this period was the introduction of graphical user interfaces (GUIs). Before GUIs, early estimating software was often text-based, requiring users to input data through command-line prompts. This made the software difficult to use, limiting its adoption to those with a technical background. The development of GUIs made estimating software more accessible, allowing a broader range of professionals to leverage its capabilities. With GUIs, users could now interact with the software through visual elements such as windows, icons, and menus. This not only made the software more intuitive but also enabled the integration of visual data representation tools, such as charts and graphs. These tools allowed project managers to visualise their estimates, making it easier to identify potential issues and make informed decisions. The Integration of Databases and Data Management Another significant advancement during this period was the integration of databases into estimating software. This allowed users to store, manage, and retrieve large volumes of data related to past projects, materials, labour rates, and more. The ability to draw on historical data provided a new level of accuracy in project estimation, as software could now base estimates on real-world information rather than abstract calculations. For example, in the construction industry, estimating software could now store data on the cost of materials in different regions, enabling companies to generate more accurate cost estimates based on local market conditions. Similarly, in manufacturing, companies could use estimating software to track the cost of raw materials and production processes over time, allowing them to adjust their estimates as market conditions changed. Understanding the Technical Terms: A Glossary of Estimating Software Jargon Before diving deeper into the functionality and impact of estimating software, it’s important to understand some of the key technical terms associated with this technology: Bill of Quantities (BoQ): A detailed list of materials, parts, and labour required to complete a construction project. Estimating software often uses BoQs to calculate project costs. Cost Codes: Specific codes assigned to different elements of a project (e.g., labour, materials, equipment) to track expenses. Estimating software uses cost codes to organise and categorise costs within a project. Labour Rate Analysis: The process of calculating the cost of labour, taking into account factors such as wages, benefits, and overtime. Estimating software automates this process, providing more accurate labour cost estimates. Overheads: Indirect costs associated with running a business, such as utilities, rent, and administrative expenses. Estimating software includes overheads in its cost calculations to ensure a comprehensive estimate. Profit Margins: The percentage of profit a company aims to make on a project. Estimating software allows users to set and adjust profit margins to ensure profitability. Risk Contingency: An allowance made in the estimate to cover unforeseen risks or changes. Estimating software can calculate and include risk contingencies based on project complexity and historical data. Unit Cost: The cost per unit of a particular item or service (e.g., cost per square metre of concrete). Estimating software uses unit costs to calculate overall project costs based on the quantities required. The Modern Era: Estimating Software Today Today, estimating software is a critical tool used across various industries, including construction, manufacturing, IT, and engineering. The software has become more sophisticated, incorporating advanced features such as cloud computing, artificial intelligence (AI), and machine learning (ML). These advancements have not only enhanced the accuracy and efficiency of estimates but also provided businesses with powerful tools to manage complex projects and mitigate risks. Cloud Computing: Accessibility and Collaboration One of the most significant developments in recent years has been the integration of cloud computing into estimating software. Cloud-based estimating software allows users to access their estimates from any device with an internet connection, making it easier for teams to collaborate on projects in real-time. This is particularly beneficial for companies with remote teams or multiple office locations, as it eliminates the need for physical files or local software installations. Cloud computing also provides enhanced data security, with estimates stored on secure servers and regularly backed up. This reduces the risk of data loss due to hardware failures or other issues. Additionally, cloud-based estimating software often includes automatic updates, ensuring that users always have access to the latest features and improvements. Artificial Intelligence and Machine Learning: Enhancing Accuracy and Predictive Capabilities The integration of AI and ML into estimating software has opened up new possibilities for improving the accuracy and reliability of estimates. AI algorithms can analyse vast amounts of data, identifying patterns and trends that would be difficult or impossible for humans to detect. This allows the software to provide more accurate estimates, particularly for complex projects with many variables. Machine learning, a subset of AI, enables estimating software to learn from past projects and improve its predictions over time. For example, if a company regularly undertakes similar projects, the software can use data from previous estimates to refine its calculations, reducing the margin of error. ML algorithms can also help identify potential risks, such as cost overruns or schedule delays, allowing project managers to take proactive measures to mitigate these issues. Integration with Other Business Tools: A Holistic Approach to Project Management Modern estimating software often integrates with other business tools, such as project management software, accounting systems, and customer relationship management (CRM) platforms. This integration allows for a more holistic approach to project management, with all aspects of a project— from estimation to execution—managed within a single ecosystem. For example, by integrating estimating software with project management tools, companies can track project progress against the original estimate, identifying any deviations and making adjustments as needed. Similarly, integration with accounting software allows for seamless cost tracking and financial reporting, ensuring that projects remain on budget. Real-World Applications: How Estimating Software Transforms Industries The impact of estimating software on industries is profound, with countless examples of how this technology has transformed business practices and improved project outcomes. Here, we’ll explore some real-world applications across different sectors. Construction: Building with Confidence and Precision The construction industry was one of the first to adopt estimating software, and it remains one of the sectors where this technology is most critical. Construction projects are notoriously complex, with numerous variables to consider, from material costs and labour rates to weather conditions and regulatory requirements. Accurate estimation is essential for winning bids, managing budgets, and delivering projects on time. Consider a large construction firm in the UK that specialises in commercial building projects. Before adopting estimating software, the company relied on manual methods to calculate project costs, leading to frequent cost overruns and missed deadlines. By implementing a modern estimating software solution, the firm was able to streamline its bidding process, improve the accuracy of its estimates, and ultimately win more contracts. The software allowed the firm to create detailed estimates in a fraction of the time it previously took, factoring in everything from labour costs to material prices. It also enabled the company to analyse historical data from previous projects, allowing for more accurate predictions and better risk management. The result was not only increased efficiency but also greater confidence in their estimates, leading to more successful projects and a stronger reputation in the industry. Manufacturing: Optimising Production Costs and Efficiency In the manufacturing sector, estimating software has become a vital tool for optimising production costs and managing resources. Manufacturers often deal with fluctuating material costs, complex supply chains, and the need to balance production efficiency with quality. Accurate estimation is crucial for maintaining profitability and competitiveness in this environment. Take, for example, a mid-sized manufacturing company in Germany that produces automotive components. The company faced challenges with fluctuating material costs and inefficient resource allocation, leading to inconsistent profit margins. By adopting an advanced estimating software solution, the company was able to better manage its expenses and improve its production processes. The software provided real-time data on material costs, labour hours, and equipment usage, allowing the company to make adjustments as needed. This level of control and insight enabled the company to reduce waste, lower costs, and increase profitability. Additionally, the software’s ability to integrate with the company’s existing ERP (Enterprise Resource Planning) system allowed for seamless coordination between different departments, further enhancing efficiency. IT and Software Development: Navigating Complexity and Managing Expectations In the IT and software development industry, project estimation presents unique challenges due to the complexity and variability of software projects. Unlike construction or manufacturing, where costs can often be calculated based on physical quantities, software projects involve a significant degree of uncertainty. Estimating the time and resources required for coding, testing, and integration is notoriously difficult, and traditional estimation methods often fall short. A software development firm in the United States, specialising in custom enterprise software, found that its traditional estimating methods were leading to frequent scope changes and budget issues. Clients were often dissatisfied with the final product due to delays and cost overruns, impacting the firm’s reputation. By adopting a specialised estimating software tailored to the needs of software development, the firm was able to create more accurate project plans that accounted for the various factors unique to their industry. The software allowed them to break down projects into smaller, manageable components, each with its own estimate. This modular approach provided greater flexibility and accuracy, reducing the likelihood of scope creep. Moreover, the software’s integration with project management tools allowed the firm to track progress in real-time, adjusting estimates and timelines as needed. This transparency helped manage client expectations and improved overall customer satisfaction, leading to more successful projects and repeat business. Expert Opinions: The Future of Estimating Software As technology continues to advance, the future of estimating software looks promising, with several trends set to shape the next generation of tools. Artificial Intelligence and Predictive Analytics Experts agree that the integration of artificial intelligence and predictive analytics will play a significant role in the future of estimating software. AI-driven tools will not only provide more accurate estimates but also offer predictive insights that help businesses identify potential risks and opportunities before they arise. For instance, an AI-powered estimating tool could analyse historical data from hundreds of past projects, identifying patterns that indicate potential cost overruns or delays. By flagging these risks early in the planning process, businesses can take proactive measures to mitigate them, such as adjusting timelines, reallocating resources, or renegotiating contracts. The Growing Importance of Sustainability and ESG (Environmental, Social, and Governance) Criteria As businesses increasingly prioritise sustainability and ESG (Environmental, Social, and Governance) criteria, estimating software is expected to evolve to incorporate these considerations into its calculations. Future estimating tools may include features that allow companies to estimate the environmental impact of their projects, such as carbon emissions or resource consumption, and make decisions that align with their sustainability goals. For example, a construction company may use estimating software to compare the environmental impact of different building materials, choosing the option that minimises carbon emissions. Similarly, a manufacturing firm may use the software to track and report on its energy consumption, ensuring compliance with ESG standards. Integration with Emerging Technologies The future of estimating software will likely involve greater integration with emerging technologies such as the Internet of Things (IoT), blockchain, and augmented reality (AR). These technologies have the potential to provide real-time data and insights that can further enhance the accuracy and reliability of estimates. For example, IoT sensors on construction sites could provide real-time data on material usage and labour hours, feeding this information directly into the estimating software. Blockchain technology could be used to create transparent, tamper-proof records of project costs, ensuring accuracy and accountability. Augmented reality could allow project managers to visualise cost estimates in a 3D environment, making it easier to identify potential issues and make informed decisions. Conclusion: The Critical Role of Estimating Software in Modern Business Estimating software has come a long way since its early days as a basic calculator replacement. Today, it is an essential tool for businesses across various industries, providing the accuracy, efficiency, and foresight needed to succeed in a competitive environment. Whether in construction, manufacturing, IT, or any other field, estimating software helps professionals manage costs, allocate resources, and deliver projects on time and within budget. As technology continues to evolve, estimating software will undoubtedly become even more powerful, offering new features and capabilities that will further enhance its value. For businesses looking to stay ahead of the curve, investing in the right estimating software is not just a smart choice—it’s a necessity. In the words of a seasoned project manager, “Estimating software is not just about crunching numbers; it’s about making informed decisions that can make or break a project. In today’s world, where margins are tight and competition is fierce, having the right tools can be the difference between success and failure.” This ongoing evolution of estimating software reflects a broader trend in business: the increasing reliance on data-driven decision-making. As industries continue to embrace digital transformation, the role of estimating software will only grow, providing businesses with the tools they need to navigate an increasingly complex and competitive landscape. Related Articles Top Construction Estimating and Planning Tools: Streamlining Project Success Project Estimating and Scheduling Construction Project Management Managing Subcontractors in Construction 15 Key Features of Construction Estimating Software What is Estimating Software? A Deep Dive into its Evolution, Functionality, and Impact 50 Construction Estimating, Scheduling and Management Tools

7 Ways to Improve Business Strategy Execution The long-term success of every business depends on the successful execution of its strategy. Yet, up to 90% of business executions fail. Published on: 13 Oct 2022 Business strategy execution is a planned process that ensures employees follow and successfully execute business strategies to achieve the goals you have set. The long-term success of every business depends on improving the business execution of its strategy. Yet, up to 90% of business executions fail . Here are seven ways to improve business execution: 1. Focus on wellbeing and happiness Happy workers are more likely to be more productive. It may sound obvious, but companies risk achieving successful outcomes by underplaying the importance of wellbeing. Research shows the positive impact of employee happiness: an Oxford University study found that happier workers are more enjoyable to work with and more productive. The study found that employees who claimed to be satisfied also made 13% more business calls than those who did not. Even though this correlation may seem casual, it raises an important question about how businesses can encourage a happier and more productive work environment for effective business strategy execution. Here are some useful tips to boost employee happiness: Develop a culture of accountability Every employee should take ownership of their tasks and never blame others for their failures. Happy employees take responsibility for, and are proud of, their work. This can improve productivity and business strategy execution for employers. Help your staff to achieve more Not surprisingly, employees who think they’ll be doing the same job forever may get discouraged. A lack of upward mobility can disenchant people who only go through the motions in the workplace. While they may meet the minimum standards expected of them, they may also have low job satisfaction, resulting in higher staff turnover. How to focus on wellbeing and happiness Provide employees with a customised professional development plan from the day they join Hold regular performance reviews to discuss their progress and any issues they may have Ask for their input on what they want to accomplish. They may follow a different path than peers in their department, so be open to possibilities Constantly improve and personalise you company’s professional development activities 2. Nurture your stakeholders: planet, family and society As a leader, developing a solid relationship with your stakeholders is essential. As well as employees and shareholders, stakeholders can include employees’ families, society and local communities where you operate, as well as the planet. Your stakeholders have the power to influence and support significant decisions and activities in your business. As a leader, you should be creating a work environment where employees can build positive relationships with their families, society and the planet. How to nurture your Stakeholders Set rules that foster gender equality, a platform for team ideas, group conversations, creativity, transparency, and clear communication Establish sustainable projects rather than over-exploiting natural resources and further adding to the dangerous effects. After all, a world of good health is everyone’s responsibility 3. Increase leaders’ awareness Managers and other supervisors are often the most significant people who influence an employee’s happiness at work. A good leader has a high degree of self-awareness in terms of how they display their emotions, their professional conduct in the workplace and their empathy. Strong leadership can be enhanced by cultivating self-awareness. A leader’s self-awareness is essential for the following reasons: Making better decisions Self-awareness is essential to managing one’s behaviour and relationships. Leaders can better compensate for their natural tendencies and abilities by developing self-knowledge. Improving a company’s finances Self-aware leaders may be the key to a company’s success. A company’s financial standing can also improve as a result of greater success. Understanding what to bring to their role An organisation’s leaders can better fulfil their responsibilities when they understand their strengths, both in terms of industry knowledge and their personal characteristics. Setting realistic expectations Leading effectively means inspiring teams of colleagues to meet goals and work toward growth. Leaders with self-awareness know how to balance what they want their team to accomplish with their creative vision. It is equally important to create awareness within your team. Self-aware teams make better decisions and interact better. They can also handle tensions and conflicts more effectively. Playing by the same rules levels the playing field for everyone. In contrast, team members who have high self-awareness are more likely to suffer if others lack it. How to increase leaders awareness Make sure your whole team experiences transformation together with self-awareness Engage your team in self-awareness rituals every day – from having a stretch to visualising how to overcome obstacles Give continuous feedback – don’t leave everything to annual reviews Offer feedback whenever appropriate – it fuels continuous improvement 4. Improve communications Having a vision without communicating it is pointless. Communication is a vital element of the famed execution framework for high-growth companies, the Rockefeller Habits . With good communication, everyone in your organisation should be able to talk knowledgeably without hesitation about your vision. When a leader fails to communicate their intentions effectively, communication can quickly break down in the team or organisation. As a result, members lose sight of the big picture and operate in silos. Effective workplace communication promotes employee morale, engagement, productivity and satisfaction. Good communication with staff can be the difference between profit and loss. Think before you speak Improve your communication skills by considering these five questions every time you communicate: Who is the audience? What is your objective or goal? How would you like the recipient to respond to the communication? How can you achieve your goal most effectively? If you find it difficult to answer these five questions, consider how and why you are communicating. Don’t rush it Plan what you want to say and review your communication thoroughly in advance to ensure it works and makes sense. Particularly for written communication: revise, revise, revise. Don’t forget that excellent communication is rarely effortless. Don’t make it difficult Most workplace communications have a broader purpose. It’s a busy world. Don’t make it too hard for your team to understand what you are saying. Your audience should know where you’re going from the beginning of a presentation or written communication. Fill in the details next. 5. Increase transparency Truth always wins over artificial harmony. With each iteration, your team can transfer lessons learned and achieve increasingly greater success rates if they focus on what’s right rather than who’s right. Team tensions are usually caused by miscommunication. The inability to discuss conflict openly – conflict hinders rather than facilitates growth. Team members can interact more effectively when they know each other better. You can create greater transparency at work in these ways: Deconstruct silos Promote workplace transparency by breaking down silos and fostering open communication. Information and knowledge should be available across all organisational streams to achieve clarity. You can create a transparent working environment by prioritising an open-door strategy and using tools, such as town hall meetings and open-floor plans. As a result, hierarchies, bureaucracy and a political working environment are avoided. Share mistakes and learnings Build transparency by sharing your mistakes, learnings and victories. It’s much easier to share wins, but the most valuable lessons are learned when you admit when things didn’t go as planned, that they fell short or when you made a mistake that impacted the business. Your employees will be reminded that you are human and that there is always room for improvement. To achieve great success, any leader must undergo many failed experiments. Show and tell your results Discuss both your plans and the results – whether or not they were successful. Leaders who speak honestly about the results of the company’s efforts gain the trust and respect of their employees. Team members’ confidence in their leadership team can be better maintained when managers keep them informed throughout each project phase. During times of change, such as periods of growth or struggle, showing and telling your results is especially important. Establish effective communication channels Transparency at work relies on good communication channels. Employees in the organisation should know where to go for information when they need it. Management technologies make communication more seamless, especially across departments, so all messages, announcements and news can be shared easily. Schedule regular team and townhall meetings to keep your communication channels open and effective. 6. Develop a growth mindset There are usually two different types of leaders and managers: the one who believes in fixed abilities and promotes a fixed mindset, who thinks “those who don’t perform well can never get better”. The other one believes in growing those abilities and promotes a growth mindset , where “people can improve their abilities through coaching”. How does a growth mindset affect employees? Learning and growth are highly valued in growth mindset organisations, as they lead to a greater sense of empowerment and ownership among employees. They are more dedicated to their companies and willing to go the extra mile. Through challenges, hard work and perseverance, they become more successful learners and better contributors to their organisations. Stanford University psychologist Carol Dweck found that growth mindset companies attract employees where: 47% believe their colleagues are trustworthy 34% feel strongly committed to the company and own it 65% believe the company encourages risk-taking 49% say the company fosters innovation The main characteristics of a growth mindset workplace People can thrive in an environment that encourages growth mindsets if they: Prioritise hard work, determination, and perseverance over talent Enhance employee skills by providing training Develop critical thinking skills to navigate challenges Try new ideas by experimenting Embrace failure as a learning opportunity Own up to mistakes and take responsibility Embrace diversity and speak up Encourage learning through feedback If you apply the right strategies, work hard and ask for help when you need it, you can succeed in a growth mindset environment. The effort is what builds skills and turns those skills into accomplishments. 7. Improve time management and focus Good time management enables businesses to deliver their products and services on time consistently. Solving problems without affecting day-to-day operations also shows good time management. A planned, structured schedule offers extra time for problem-solving or unforeseen circumstances for businesses that depend on constant output to increase return on investment. As well as good time management, setting business priorities (such as attainable goals and tasks) can help your company achieve its objectives. Focus on the right things to perform a specific task. This can include time, money, business practices or obtaining outside assistance. By setting business goals, you can also identify and implement business practices that need improvement. Conclusion In today’s world of extreme change, transformation and disruption, a leader’s ability to translate strategy into action is paramount. Business leaders who execute strategies effectively differentiate themselves from underperformers. If a company fails to execute its strategy, it may be doomed to failure. When leaders execute strategy well, their companies outperform their competitors, bring new products to market faster and delight their customers. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

What Is Business Productivity Management? Business productivity management recognises that business performance is more about people than systems, tools and processes. Published on: 24 Sept 2020 Business productivity management recognises that business performance is more about people than systems, tools and processes. It believes that with the right people in the right roles, motivated, aligned and focused effective systems will then evolve. Systems are efficient, people are productive. The more efficient the systems, the more productive people can be. Being effective is doing the right thing at the right time. So increased productivity comes from improved efficiencies and effectiveness. What Is Business Productivity Management? Business Productivity Management combines three important business skills: Business Management Business management creates clarity around the target market, the problem being solved and why people will buy from the company against any other solution that may exist. It sets the direction of the company. It also considers strategy, vision and the values that identify the company itself and its culture. Project Management Project management addresses change management, helping to move the company from point A to point B in a safe and managed way. It considers costs, quality and time management, but importantly considers risk and communication management too. People Management People management considers, well, people; staff, managers and directors, in ensuring that they are properly motivated, aligned and engaged. It also considers the suppliers, partners and customers. It addresses “meaning” at both the individual and company level. Benefits of Business Productivity Management It makes better use of time which leads to greater job satisfaction, self-esteem and business outcomes. It improves focus so more work gets completed, more quickly. It addresses personal productivity as much as it does business productivity. It minimises the need for meetings and makes the meetings that do take place more productive. It lowers costs by increasing resource utilisation. It increases market share by improving every customer contact. It reduces the working hours needed to achieve growth. It improves innovation and hence competitive advantage. It minimises the need for annual staff appraisals and rigid job descriptions by engaging with staff at a much deeper level. It creates a positive working culture and a stronger brand. Bonus benefit It alleviates the pressures on management to have all the answers all the time through greater collaboration and sharing of ideas. Awardaroo can help you with your business productivity management. We’ll help your company transform into a productive learning organisation through our unique combination of project, people and business management. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

5 Ideas To Improve Customer Engagement Customer engagement is pivotal, shaping brand loyalty, product innovation, and market relevance. By creating meaningful interactions, businesses gain insights, build relationships, and adapt to meet evolving needs, ensuring sustained success. Published on: 22 Jan 2015 Customer engagement is the heartbeat of business success, fueling growth and profitability. It's not just about transactions but about creating memorable experiences. By actively involving customers in product development, feedback loops, and community-building efforts, businesses can forge deep connections that drive loyalty and advocacy. Poor service is eroding brand loyalty. This was a decision reached in a recent article in The Retail Bulletin but it didn’t take us by surprise. You see, we see this all the time where clients are not paying enough attention to improving the call handling skills of their agents. This is exactly the sort of thing we monitor for with the T alk Insight Conversation Intelligence service In the vibrant tapestry of business endeavours, one thread stands out above all: the relationship between companies and their customers. In today's digital age, where interactions span virtual realms and physical touchpoints, the art of customer engagement has never been more crucial. To excel in this arena, organisations must adopt a multifaceted approach that encompasses integrated business systems, operational excellence, and a commitment to continuous improvement. Mastering the art of customer engagement requires a holistic approach that integrates operational systems, prioritises excellence, and embraces continuous improvement. By uniting these elements under a unified vision, organisations can forge deep and lasting connections with their customers, laying the foundation for sustained success in today's dynamic marketplace. Uniting Operations for Enhanced Customer Connections Central to effective customer engagement is the seamless integration of operational systems. By consolidating disparate functions such as customer relationship management (CRM) , supply chain management, and financial systems into a unified platform, businesses gain a holistic view of their operations and clientele. This cohesive approach enables organisations to deliver personalised experiences, informed by a comprehensive understanding of each customer's needs and preferences. Striving for Operational Excellence Operational efficiency serves as the cornerstone of successful customer engagement initiatives. By optimising processes and eliminating unnecessary complexities, organisations can streamline their operations, ensuring swift and reliable service delivery. Embracing methodologies such as Lean and Six Sigma empowers businesses to identify and rectify inefficiencies, fostering a culture of continuous improvement that permeates every aspect of their operations. Cultivating Continuous Improvement The journey towards enhanced customer engagement is an ongoing endeavour, marked by a commitment to continuous improvement. Businesses must foster a culture of innovation and adaptation, where employees are encouraged to explore new ideas and challenge existing norms. By embracing feedback loops and leveraging customer insights, organisations can refine their offerings and services iteratively, ensuring that they remain attuned to the ever-evolving needs of their clientele. 5 Customer Engagement Ideas The only way to combat poor customer service is an effective customer engagement strategy. Customer engagement becomes everyone’s responsibility, more so now than ever before as customers have more information at their finger tips and are able to find reviews and check out competitor suppliers at the push of a button (or two) twenty four hours a day. Executives and business owners need to recognise that customer engagement has to be placed at the heart of a business if it is to be effective. As the lines blur between companies, employees, individuals, and customers the importance of getting everyone getting everyone on message is essential. By creating a water-tight customer engagement strategy your business will be able to: Improve its net promoter score. Maximise the customer life time value (LTV) Get closer to its market and niche Get quick customer feedback on what’s not right Increase brand loyalty Our customer engagement ideas can help you achieve all of the above. However, creating a water-tight customer engagement strategy requires you to become customer-centric . This can take time, but with the right tools it is something that can be started immediately. 1. Hold a customer engagement summit By bringing senior managers together to discuss a customer engagement model you get a wider range of input and then buy-in from the management team which will, in turn, lead to smoother application of the chosen model. Take the opportunity to decide what activities can be done internally and which ones must be outsourced, for example: content and communications data analytics and insights product and service innovation customer experience design and delivery and managing brand, reputation 2. Create a customer engagement council The aim is to coordinate tactics across the different areas of the business in a timely way, making the touch points appear to be executed by one entity- the company, as opposed to by lots of different departments with different agendas. 3. Appoint a Chief Content Officer The emergence of companies as publishers demands the appointment of a chief content officer. Companies need to produce a lot of content in a lot of different channels in order to bring value to their customers. This content can now take many different formats and can even be produced by your customers or other business contacts. A central person coordinating this content will ensure a consistent message that is effective and on-brand. 4. Create a listening centre By establishing a listening centre you can regularly ‘take the temperature’ of your customers, their relationship with their brand and your performance as a brand. A listening centre can be a source of early identification for dissatisfied customers, the smoke before the flames, giving you the opportunity to resolve issues before they ignite into disasters. 5. Challenge your total customer-engagement budget If the way you are working throughout and across departments is different then so should your budgeting be. You can’t expect to keep the same resources to generate new opportunities in new ways. The good news is that you should find that measuring the results is easier and therefore additional budget is more justifiable then it would have been even as recently as five years ago. This brave new world is different. To have a joined up customer engagement strategy means different functions have to work more closely together, break down silos. Budgets have to be looked at differently too. Do you research and crunch those numbers, be bold and change the way you work. Then sit back and watch the results roll in. We can help you improve your customer engagement with our tools such as our revenue intelligence platform, as well as our bespoke business improvement programme. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

United Nations 17 Sustainable Development Goals The United Nations 17 Sustainable Development Goals seek a balance between social, environmental and economic priorities, they are a call for action by all countries – poor, rich and middle-income – to promote prosperity while protecting the planet. Published on: 9 Mar 2023 The United Nations 17 Sustainable Development Goals seek a balance between social, environmental and economic priorities, they are a call for action by all countries – poor, rich and middle-income – to promote prosperity while protecting the planet. Boosting Business Performance Through SDG-Aligned Sustainability Plans Incorporating business sustainability plans aligned with the Sustainable Development Goals (SDGs) can significantly enhance business performance. These plans encourage organisations to address global challenges, such as climate action, resource efficiency, and social equity, fostering resilience and innovation. By aligning with SDGs, businesses can identify growth opportunities, attract eco-conscious consumers, and strengthen their reputation. For instance, prioritising SDG 12 (Responsible Consumption and Production) can lead to cost savings through waste reduction and efficient resource use. Similarly, focusing on SDG 8 (Decent Work and Economic Growth) can improve employee satisfaction and productivity, reducing turnover. Integrating sustainability into core strategies often uncovers untapped value, boosting competitiveness while mitigating risks associated with regulatory changes and environmental impacts. Moreover, these efforts build trust among stakeholders, attracting investments and partnerships. Businesses that embed sustainability within their operations not only contribute to a better world but also secure long-term success and profitability. SDG1 End Poverty in all its forms everywhere Globally 6-700 million people live in extreme poverty. These are people who are dying from poverty. In Poverty you become ill, you can’t think straight, you can’t work, so you’re trapped, it’s a vicious downward cycle. But poverty exists in develop countries, people who are earning less than the minimum wage for example. So addressing poverty is less about addressing low income as it is the causes of poverty, lack of education, peace, access to food and water, mental health, equality. Other SDGS are help here, SDG2 Zero Hunger, SDG3 Health and Wellbeing, SDG6, Clean water and Sanitation Three take aways 600-700 million people live in extreme poverty, a downward spiral you can’t escape. Solving poverty is less about income than the cause of poverty, other SDGs are there to help Charities like UNICEF and world Vision help to address the causes of poverty. One big idea Universal Basic Income or a living wage where everybody irrespective of income receives a basic minimum wage to ensure everybody canfeed and support themselves. It’s not means tested, nobody need feel ashamed in the receive it. SDG 2 The global initiative of Zero Hunger aims to end hunger and malnutrition. The Zero Hunger initiative aims to end hunger by 2030, as part of the Sustainable Development Goals. According to the United Nations, nearly 690 million people were hungry in 2019, up by 10 million from 2018. Food waste is a global problem that has significant economic, social, and environmental impacts. A staggering one-third of all food produced globally is wasted, resulting in approximately 1.3 billion tons of waste each year. This waste not only contributes to greenhouse gas emissions, but it also has social implications, as millions of people worldwide suffer from hunger and malnutrition. The biggest sources of food waste include households, food service, and retail sectors. Three take aways Over 2 billion people lack regular access to safe, nutritious, and sufficient food. Hunger and malnutrition are responsible for about 45% of deaths of children under five years old. The COVID-19 pandemic has further exacerbated hunger, with an additional 130 million people at risk of starvation. One big idea An excellent strategy to reduce food waste is establishing a “food-sharing” system, allowing individuals or organisations to donate excess food to those requiring it. This can be facilitated through a mobile app or website that connects individuals or businesses with surplus food to local food banks. SDG 3 Ensuring good health and well-being for everyone worldwide. The SDG initiative promotes “Good Health and Wellbeing” for individuals of all ages, across the globe. According to the World Health Organisation, in 2019, there were an estimated 7.8 million deaths due to air pollution, making it the leading environmental risk factor for premature death and disease. Three take aways In 2020, the COVID-19 pandemic had a significant impact on global health, with over 250 million confirmed cases and over 5 million deaths reported worldwide. Despite progress made in recent years, maternal mortality remains a significant challenge, particularly in developing countries. In 2019, an estimated 295,000 women died during and following pregnancy and childbirth, with most of these deaths occurring in sub-Saharan Africa and Southern Asia. Non-communicable diseases, such as cardiovascular disease, cancer, and diabetes, are responsible for many deaths worldwide, accounting for 71% of all deaths in 2016. One big idea Understanding the importance of mental health and how to maintain it should be incorporated into school curriculums. By doing so, students will be equipped with the knowledge and skills needed to take care of their mental health and support others who may be struggling. This is a necessary step towards achieving SDG 3 and ensuring “Good Health and Well-being” for individuals of all ages. SDG 4 Ensure that every single person has access to education of the highest quality. According to the UNESCO Institute for Statistics, in 2020, around 258 million children and youth were out of school, of which around 64 million were of primary school age, 69 million were of lower secondary school age, and 125 million were of upper secondary school age. Three take aways The global literacy rate for adults (aged 15 years and above) is estimated to be 86.3%, according to the United Nations. However, there are significant variations among regions and countries. In 2020, the COVID-19 pandemic disrupted the education of over 1.6 billion learners globally, according to UNESCO. School closures and the shift to remote learning have widened the education gap and raised concerns about learning loss. Girls continue to face barriers to education in many parts of the world. According to UNESCO, around 132 million girls were out of school in 2020, and in some countries, girls are more likely than boys to drop out of school or not enroll in the first place. One big idea A global campaign is necessary to enable girls to achieve their full potential despite various obstacles they encounter, including societal expectations and stereotypes. By challenging these biases and promoting gender equality, we can empower girls to speak up and develop leadership skills. This campaign would strive to ensure that every girl has access to education and healthcare, regardless of their socioeconomic background or geographic location. SDG 5 To empower women and girls to ensure gender equality around the world. Globally, women earn only 77 cents for every dollar earned by men, according to the World Economic Forum’s 2021 Global Gender Gap Report. This is a shocking figure and shows gender equality for women at work is still a significant challenge around the world. Women are underrepresented in the labour force, with a global labour force participation rate of 47.2% compared to 74.2% for men, according to the International Labour Organisation. Additionally, gender inequality can have broader societal impacts, such as reduced economic growth, increased poverty, and decreased social cohesion. Three take aways As of 2020, only 25% of parliamentarians worldwide were women, and women held only 22% of ministerial-level positions. Approximately 12 million girls are married each year before the age of 18, according to UNICEF. According to the World Health Organization, 1 in 3 women worldwide experiences physical or sexual violence at some point in their lifetime. One big idea To allow women to earn the same as men is to implement pay transparency policies, which require companies to disclose the salaries of all employees, including their gender and race. This can help to identify, and address pay disparities and ensure that women are being paid fairly for their work. SDG 6 To ensure availability and sustainable management of water and sanitation for all by 2030 Globally, 2.2 billion people lack access to safe drinking water, and 4.2 billion people lack access to safely managed sanitation services. The UN have ascertained that Women and girls are disproportionately affected by the lack of clean water and sanitation, as they are often responsible for collecting water and are at risk of harassment and sexual violence while doing so. Imagine undertaking a long, and often arduous journey, and not being safe while collecting basic resources. Three take aways Every year, 361,000 children under the age of five die due to diarrhoea, which is largely caused by poor sanitation and hygiene. In developing regions, 80% of wastewater is discharged untreated into the environment, polluting rivers, lakes, and oceans. By 2050, at least one in four people are projected to live in a country affected by chronic or recurring shortages of fresh water. One big idea We need to enable local communities to take charge of their own water and sanitation needs by providing them with the necessary resources and training. Community-based solutions could include building rainwater harvesting systems, constructing wells, installing water filters, and promoting hygiene education. Decentralised solutions can also help to ensure that water and sanitation services are tailored to local needs, are cost-effective, and can be easily maintained over the long term. SDG 7 This goal is focused on ensuring that everyone has access to energy services that are affordable, dependable, and sustainable by 2030. Access to modern and affordable energy services is critical for achieving sustainable development and improving the lives of people around the world. However, despite significant progress in recent years, there are still many disparities in access to energy services between developed and developing countries. Around 789 million people worldwide still lack access to electricity, and 2.8 billion people rely on traditional biomass for cooking and heating purposes. Three take aways Around 2.8 billion people still rely on traditional biomass for cooking and heating, which is associated with indoor air pollution and negative health impacts. Despite significant progress in the deployment of renewable energy technologies, fossil fuels still make up much of the world’s energy mix, with coal being the most significant contributor to global CO2 emissions. The renewable energy sector has seen substantial growth in recent years, with global renewable energy capacity reaching 2,799 GW by the end of 2020 . Investing in renewable energy infrastructure is a key strategy for achieving SDG 7. Aim to ensure access to affordable, reliable, sustainable, and modern energy for all. Achieved by investing in renewable energy infrastructure, governments and private sector organisations can promote the use of clean and sustainable energy sources, reduce greenhouse gas emissions, and mitigate the impact of climate change. SDG8 Sustained and inclusive economic growth is necessary for achieving sustainable development. Global unemployment increased by 33 million people between 2019 and 2020 due to the COVID-19 pandemic. The pandemic has caused widespread business closures, disrupted global supply chains, and reduced consumer demand, leading to job losses and increased unemployment rates around the world. Three take aways In 2020, an estimated 8.8% of the global working hours were lost, which is equivalent to 255 million full-time jobs. The global youth unemployment rate was 13.1% in 2020, which is three times higher than the adult unemployment rate. In 2020, an estimated 71% of the world’s workers were employed in the informal economy, which is characterised by low wages, poor working conditions, and limited social protections. One big idea Providing education and skills training programs can help individuals develop the skills and knowledge needed to access better paying jobs and improve their economic opportunities. This can also benefit businesses by providing them with a more skilled and productive workforce. Governments, non-governmental organisations, and the private sector can all play a role in investing in education and skills training programs, such as vocational training, apprenticeships, and adult education programs. These programs can be tailored to meet the specific needs of different populations, including women, youth, and vulnerable groups, and can also be integrated with other initiatives to promote entrepreneurship, innovation, and job creation. SDG 9 Encompasses three important aspects of sustainable development: infrastructure, industrialisation, and innovation. This goal recognises the importance of industrialisation and innovation in achieving sustainable development and the need for resilient, adaptable, and sustainable infrastructure. Increasing access to affordable, reliable, and modern energy services and enhancing industrialisation while promoting innovation in all sectors. The achievement of this goal is critical in ensuring that everyone has access to decent work and economic opportunities, which are essential for achieving sustainable development. Three take aways As of 2018, only 42% of the global population had access to the internet. (Source: International Telecommunication Union) In 2019, the global renewable energy sector employed over 11 million people, an increase of 1.5 million from the previous year. In 2019, only 30% of developing countries had access to digital payments, which can help promote financial inclusion and economic growth. One big idea Promote sustainable and resilient infrastructure development. This can be done by investing in the development of sustainable infrastructure, such as renewable energy systems, energy-efficient buildings, and sustainable transportation networks. It needs to be inclusive and accessible to all. This means considering the needs of marginalised and vulnerable communities, such as those living in poverty or in remote areas and providing access to essential services such as healthcare and education. SDG 10 Goal adopted in 2015 to reduce inequality within and among countries by addressing discrimination, exclusion, and economic disparities through policies and actions. In 2020, income inequality was at a decades-long high, with the top 1% owning 43% of global wealth. Despite progress, people with disabilities face significant barriers to full societal participation, such as limited access to education, healthcare, and employment opportunities. Three take aways As of 2021, an estimated 8.6% of the world’s population (or around 700 million people) lived in extreme poverty, defined as living on less than $1.90 a day. In many countries, women and girls continue to face significant barriers to accessing education, healthcare, and economic opportunities. For example, globally, women earn on average 23% less than men, and they are also more likely to work in low-paying jobs and in the informal sector. Racial and ethnic inequalities also persist in many countries. For example, in the United States, Black and Hispanic workers earn on average around 30% less than White workers, and they are also more likely to be unemployed or underemployed. One big idea Implement progressive tax policies. An advanced tax system is designed to ensure that those who earn more pay a higher percentage of their income in taxes than those who earn less. This can help reduce income inequality by redistributing wealth from the wealthiest individuals to those less well off. SDG 11 Aims to create Sustainable Cities and Communities that are safe, resilient, and inclusive. Over half of the world’s population lives in urban areas, and this number is projected to increase to two-thirds by 2050. This emphasises the need to develop sustainable and resilient cities. Three take aways Most of the world’s population does not have access to adequate housing. In 2020, around 1.8 billion people were estimated to be living in inadequate housing. Air pollution in cities is a significant health risk, with over 90% of the world’s urban population breathing polluted air. In 2018, 2 billion people did not have access to safe drinking water, with many living in urban areas. One big idea Invest in sustainable transportation systems to reduce greenhouse gas emissions, ease traffic congestion, and promote safer and more efficient mobility. This can include building bike lanes, pedestrian walkways, and public transportation systems that are affordable, accessible, and powered by clean energy. By prioritising sustainable transportation, cities can not only reduce their environmental footprint but also improve the quality of life for their residents by providing them with safer, more efficient, and affordable transportation options. SDG 12 To enhance economic and social well-being while reducing the environmental impact of economic activities. In addition to the environmental and social impacts of food waste, it also represents a significant economic loss. The economic cost of food waste is estimated to be around $1 trillion per year globally, with losses occurring at every stage of the food supply chain, from production to consumption. This loss affects not only the food industry but also the wider economy, including governments, businesses, and consumers. Three take aways E-waste is the fastest-growing waste stream globally, with an estimated 50 million metric tons generated in 2019 alone. In 2019, global greenhouse gas emissions from the consumption of energy, including from the production of goods, reached a record high of 38.0 GtCO2, with industry accounting for approximately 40% of these emissions. Over 80% of the world’s wastewater is discharged back into the environment without being treated or reused, leading to water scarcity and pollution. One big idea One idea for SDG 12 is to promote the circular economy. This is a regenerative system aimed at minimising waste and maximising resource use. This can be achieved through initiatives such as reducing packaging waste, promoting reuse, and recycling, and encouraging the use of sustainable and biodegradable materials. SDG 13 To take urgent and significant action to combat climate change and its impacts. Global greenhouse gas (GHG) emissions have increased by over 50% since 1990, with carbon dioxide (CO2) emissions accounting for around 80% of total GHG emissions. This increase in emissions is mainly due to human activities, such as burning fossil fuels for energy, deforestation, and intensive agriculture. It is a major contributor to climate change and is the focus of SDG 13’s efforts to combat climate change and its impacts. Three take aways In 2019, the concentration of CO2 in the atmosphere reached 410 parts per million (ppm), the highest level in over three million years. 2020 was one of the three hottest years on record, and the past six years (2015-2020) have been the hottest six-year period on record. Climate change is affecting weather patterns, leading to more frequent and severe natural disasters. In 2020, there were 110 disasters related to weather and climate, resulting in 8,200 deaths and $210 billion in economic losses. One big idea A strategy could be to promote renewable energy sources and energy efficiency through policies that encourage the adoption of technologies such as solar and wind power and incentivise the development of new efficient technologies. Additionally, reducing emissions from transportation, industry, and buildings can also contribute to achieving SDG 13, by promoting public transportation, electric vehicles, and energy-efficient building designs and technologies. SDG 14 Conserve and sustainably use the oceans, seas, and marine resources for sustainable development. Marine and coastal ecosystems provide essential resources and services to people worldwide. These include food, tourism, transportation, and climate regulation. In addition, marine and coastal biodiversity supports the livelihoods of millions of small-scale fishers, indigenous peoples, and coastal communities. However, these ecosystems are under significant threat from human activities such as overfishing, pollution, coastal development, and climate change. Three take aways More than 90% of global fish stocks are either overfished or fully fished, indicating the need for sustainable fishing practices. Every year, an estimated 8 million tons of plastic waste end up in the oceans, causing harm to marine life and ecosystems. Ocean acidification, caused by the absorption of excess carbon dioxide by seawater, is occurring faster than at any time in the past 300 million years and negatively impacts marine life. One big idea One approach is to create Marine Protected Areas (MPAs) to preserve and manage marine and coastal ecosystems and biodiversity sustainably. This can be achieved by implementing policies and regulations to limit damaging human activities in specific areas, such as overfishing, pollution, and habitat destruction. Encouraging sustainable fishing practices and supporting small-scale fisheries can also contribute to ensuring the longevity of marine ecosystems and the livelihoods of those who rely on them. SDG 15 Protect, restore, and promote the sustainable use of terrestrial ecosystems. The International Union for Conservation of Nature (IUCN) estimates that around 1 million plant and animal species are at risk of extinction, with many facing extinction within decades if action is not taken. Three take aways Deforestation continues at an alarming rate, with an estimated 10 million hectares of forest lost each year, according to the Food and Agriculture Organisation of the United Nations (FAO). Land degradation affects around one-third of the world’s total land area, leading to decreased productivity and loss of biodiversity, according to the United Nations Convention to Combat Desertification (UNCCD). Illegal wildlife trade is a multi-billion-dollar industry that threatens the survival of many species, including elephants, rhinos, and tigers. One big idea SDG 15 can be realised by advocating sustainable land use and forest management practices. To do this, it is essential to establish policies and regulations that safeguard forests and other ecosystems and encourage community based forest management and restoration initiatives. Encouraging agroforestry and sustainable agricultural practices can reduce deforestation and land degradation and create economic opportunities for rural communities. Adopting a landscape approach to land use and forest management can contribute to achieving other sustainable development goals, including poverty reduction and biodiversity conservation. SDG 16 Promoting peaceful, just, and inclusive societies. Violence and conflict have continued to be a significant challenge in many parts of the world, affecting both developed and developing countries. In addition to the loss of lives, these conflicts often lead to the displacement of millions of people, exacerbating the humanitarian crisis. It is essential to address the root causes of these conflicts, including political, social, and economic factors, to prevent their recurrence. Three take aways Corruption: According to the World Economic Forum, corruption costs the global economy more than $2.6 trillion per year, and it is estimated that more than $1 trillion is paid in bribes annually. Access to justice: About 5 billion people (or 2/3 of the world’s population) do not have access to justice, with women, children, and vulnerable groups being the most affected. Freedom of expression: According to Reporters Without Borders, journalists are being subjected to growing censorship and repression, with more than 60 countries rated as “bad” or “very bad” in terms of press freedom. One big idea Encouraging transparency and accountability in governance can be achieved by implementing open data initiatives, protecting whistleblowers, and ensuring public reporting on government spending and decision-making processes. This fosters better awareness among the public about government actions, allowing them to hold leaders accountable for their decisions. Ultimately, this helps to combat corruption, increase confidence in institutions, and ensure the efficient and effective use of resources. SDG 17 Strengthen global partnerships and cooperation to support the achievement of all the other SDGs. SDG 17 aims to enhance the implementation of sustainable development and revive the global partnership towards this goal. Despite some progress, there is still a significant amount of work that needs to be done to ensure sustainable development implementation. Three take aways In 2020, foreign direct investment (FDI) flows fell by 35% due to the COVID-19 pandemic. This decrease was particularly sharp in developing countries, where FDI flows declined by 30%. The global average tariff on agricultural products was 18.8% in 2019, which is more than three times higher than the average tariff on non-agricultural products (5.9%). This makes it difficult for small scale farmers in developing countries to access international markets. n 2020, the World Trade Organisation estimated that trade in goods and services would decline by 9.2% due to the COVID-19 pandemic. One big idea One potential solution to support SDG 17 is to create a worldwide platform that encourages and facilitates partnerships between multiple stakeholders for sustainable development. This platform would enable governments, civil society organisations, the private sector, and other interested parties to share their best practices, align their efforts, and pool resources to achieve the SDGs. It could offer a range of services, including matchmaking to pair organisations and individuals with complementary skills and expertise and provide training, mentorship, and other capacity-building support to help organisations develop the skills and knowledge necessary to participate effectively in partnerships. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

The 5 Golden Rules Of Great Customer Service Are you doing everything you can to help your customers? What else could you be doing? With the summer break looming it’s time for hotels and activities companies to start reviewing whether they are doing everything they can to attract new customers. Published on: 2 Apr 2015 With the summer break looming it’s time for hotels and activities companies to start reviewing whether they are doing everything they can to attract new customers. Elsewhere, at about the same time, retail businesses start thinking about how to make the most of footfall during the summer months. The tourist season is a short one and many businesses are heavily dependent on having a good season to keep their business afloat. However, have you ever had a call that goes like this? “Hello, Complacency Hotel, how can I help you?” “Hello, I would like to check your availability for the 29th February please” “What sort of room are you looking for?” “errr…” “Double, Single, Standard Double, Executive Double or Suite” “Just double thank you” “We have no doubles available for the 29th February” “Oh, ok. Thank you, bye” And the reservation is lost and the booking gets snapped up by Proactive Park Hotel down the road. Following the five golden rules of giving a great customer service experience could have not only saved that particular booking but could have resulted in repeat custom, and maybe even a booking for an executive double or even a suite, increasing that customer’s spend from maybe £300 to several thousand pounds over the course of a few years…and then there’s all the people they might have told about their wonderful stay… The 5 golden rules of customer service 1) Keep it professional Ensure your staff are not distracted by personal conversations or text messages. Limit mobile phones not needed for business purposes to the staff room and personal calls to a minimum. As a consumer there’s nothing more irritating than the till operator or call handler chatting to their sister/friend/boyfriend or even colleague whilst you stand there waiting to be helped. 2) Convey a consistent brand persona Train your customer service teams to project a consistent professional and efficient image. This will increase confidence within your customers and enhance the customer experience.a. Pay attention to how staff answer the phone b. Identify the information they need and ensure that you know where they can get it.c. Review your systems. An ineffective IVR will get rid of your customers faster than you can say ‘can I help you’. 3) Solve issues or concerns quickly. People are usually quite understanding about mistakes and problems occurring but incompetence in the resolution is a lot less forgivable. Find out how they would like the situation to be remedied and deliver it if you can (and if it’s reasonable). If you can’t then see consider how else you can remove any inconvenience that the customer has encountered as a result of the issue. 4) Know your products and services and get your teams trained in closing sales. Better knowledge of products and services means more than just additional money in your coffers. It also means more ways that your staff can help your customers. 5) Treat your customers like individuals. They have interests and personalities, questions and concerns. Addressing them as people and engaging them in conversation can go a long way towards building rapport and getting that sale as well as improving their experience of your business. You can achieve this through learning customer empathy. By this we mean, using techniques to understand the needs and feelings of your customers so you can treat them as the authentic individuals they are. These rules can be applied to any business, not just hotels and restaurants. By obeying the five golden rules of customer service you will find your conversions increase and your reputation improves overnight. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

What Everyone Must Know About Industry 4.0 Also known as the Fourth Industrial Revolution, Industry 4.0 can be best summarised as the digitisation of industries. It is most often used to refer to changes throughout the manufacturing and production industry, but the technologies involved have far-reaching implications for various industries. Published on: 5 Mar 2024 Often mistakenly thought of as another business buzzword, it couldn’t be further from the truth. Industry 4.0 is here — we’re living in it. Long gone are the steam engines and assembly lines first associated with industrial revolutions. The fourth era sees computers and automation come together to create new ways of communication and working. What Everyone Must Know About Industry 4.0 We’ll start with the basics — what is industry 4.0? Also known as the Fourth Industrial Revolution , Industry 4.0 can be best summarised as the digitisation of industries. It is most often used to refer to changes throughout the manufacturing and production industry, but the technologies involved have far-reaching implications for various industries. The digitisation mentioned above refers to smart technologies capable of a variety of new feats like contextualising information, making decisions and analysing data beyond human comprehension. The need for Industry 4.0 is pretty straightforward. Industries are always advancing and adopting new technologies to work more efficiently. The use of these new technologies can help boost innovation, speed production and react faster to market demands to name just a few. The nine big advances in technology that are driving Industry 4.0 are: The Industrial Internet of Things Autonomous Robots Simulation Augmented Reality Big Data Analytics Cybersecurity Horizontal and Vertical System Integration The Cloud Additive Manufacturing The Industrial Internet of Things A very vague title, but quite a straightforward concept. The Industrial Internet of Things refers to using the internet to connect all parts of a business. This allows machine to machine communication. We’re seeing it implemented most in factories, where machines communicate with each other through wi-fi to do things like monitor, collect, exchange and analyse data. These insights are then used to drive better business decisions. Autonomous Robots Autonomous robots have been around a while. In fact, the first one was made all the way back in 1948. But as the technology driving them has advanced, autonomous robots offer new opportunities and capabilities for businesses. Most obviously, they can work faster. But they can also work smarter. They can interact with each other ( through the Industrial Internet of Things ) and adjust their actions from this data. So for example, old autonomous robots have mainly been used in mass production, which is very helpful. However, if a product was produced incorrectly, autonomous robots would just continue production until a human noticed the error and the company is stuck with the mass produced incorrect product. Whereas new technology autonomous robots are able to recognise errors or mistakes and communicate it to other machines. Simulation Engineers have used simulations for a long time now. But this technology is only just expanding to industry. There are many possible uses for simulations. From having a digital copy of a real product they can test to using simulations of entire factories to test new ways of working, the possibilities are vast. Augmented Reality Augmented reality, or AR, is a new technology comparatively to most. It’s most commonly known throughout the gaming industry with popular games like Pokemon Go using this technology to create new, interactive experiences for users. But it also has great use in businesses. For example, selecting parts in a warehouse using robotics. The possibilities are plentiful for each unique industry. Big Data Analytics Big data analytics is probably the most well-known technology of Industry 4.0. This technology refers to a machine that can gather information and data to create correlations, trends and more. A great example of this is Google Ads. They’ve been increasingly moving towards what they call “smart shopping” ads, where everything from bids to keywords are automated. While cynical marketers see this as a move for Google to gain more ad revenue, the reality is their machine learning can process far more data than a human. So what might take a person weeks to analyse and action, takes the machine mere moments. Big data analytics can give businesses useful insights into internal and external operations, to help them make smarter business decisions. Cybersecurity Cybersecurity isn’t a new technology by any means. All businesses should be aware of it by now. But as these technologies expand and as we increasingly move towards a digital landscape, cybersecurity must keep up. Horizontal and Vertical System Integration This technology is mainly used in smart factories, but that isn’t to say it couldn’t have possible uses in other industries as time goes on. We’ll break it down to explain it’s current use. Horizontal integration refers to the networking of machines and systems within a manufacturing line. While vertical integration refers to the process of connecting all levels of production. So this connects the information gathered at each level through horizontal integration to every level of business and even suppliers or customers. A good example of this is the food industry. There are many quality standards that need to be met and these need to be checked at every level. Horizontal integration can be used to ensure all machines on the manufacturing line have met a given standard and vertical integration can be used to share that information with all relevant parties. It saves the employees involved a lot of time checking, and double-checking, as the information is shared with all relevant parties immediately. The Cloud You’ve probably already heard of the cloud. Simply put, it’s things you can access remotely over the internet. A great example of this is Google Drive. This is a cloud-based storage system. Many companies and employees use it as they can increasingly access shared information, anywhere. Cloud sharing has big implications for industries. Instead of endless email chains sharing information, new processes can be created so that information is readily available for all relevant parties. Additive Manufacturing Additive manufacturing is an exciting technology that we’ve barely scratched the surface of. It refers to the ability to produce low cost items in-house. The most famous example of this currently is 3D printing. 3D printers have exploded in popularity, but for a long time they were too expensive to be a reasonable investment for many companies. As the price has come down, more businesses have invested in them to create their own products in-house. This has big implications for businesses. It could help with sourcing specific parts, custom orders and reducing product shortages to name just a few. How Will Industry 4.0 Affect Your Business? As you can see, the term Industry 4.0 is an all-encompassing term that includes many different technologies and the potential for those technologies is vast. But in general, Industry 4.0 includes interoperability, information transparency, technical assistance and decentralised decision-making. Every business should be reviewing how these technologies could help them gain a competitive edge and become more efficient. But it’s impossible to give an example of how the technology might potentially help each sector and individual company. So do the research. Industry 4.0 Is Ongoing Now you know what everyone must know about Industry 4.0, make sure you look into how it will affect your business. Businesses that refuse to invest in new technologies because of the initial cost will fall behind in terms of business productivity and profitability in the long-run. While those who take the plunge now will gain the edge over their competitors that will allow them to out-innovate them for years to come. 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How To Increase Estate Agency Profitability Learn how to increase estate agency profitability through increased productivity with 5 simple tips. Published on: 29 Nov 2018 In this new online property world, when using a High Street agent customers will expect and deserve exceptional levels of customer service and transparency if fees will be 5+ times that of online rivals. How to increase Estate Agency profitability: 5 tips Recognise you’re finding someone a new home, not trying to get them registered. Show you care about them first before yourself or your properties. Check those feelings! Feeling stressed? The caller will sense it. Use your name when taking a call, twice! The first time you’re the company, the second time, you’re you. Log those calls, you need all the local buyers you can get. Work as a team and address this challenge head-on together then you will be one of the few winners, not the many losers. Lastly, consider business coaching for estate agents as leading a team can be a lonely place and an independent, outside view can help keep you on track and improve your business performance. P.S. You need to create a culture, a mindset of exceptional customer service and continuous business improvement to make this stick for the long term. We book and buy our holidays and hotels online now. We’re spending more and more time and money online. This year we will hit “Peak Cash” according to The Guardian, digital payments will exceed cash in 2018 . The way we buy, sell and rent our homes is changing too. The way we live is changing so fast, the world is changing fast, we are going through the biggest revolution ever but it hardly seems to get a mention anywhere by anybody. The industrial revolution was a big event but would did that do? It replaced the horse with horsepower, animals with machines. What is happening today is that and some. According to the World Economic Forum we are in the 4th Industrial Revolution. Soon we will all be driving around in electric cars or hopping in a self-drive car or in a pilot-less drone or going on a holiday or a tour in space. Artificial Intelligence will be listening to us, obeying us, following us, curing us and making us all very nervous, I’m sure. To call this the 4th Industrial Revolution then is to misrepresent or understate what’s happening. The first revolution was mechanisation because somebody invented the steam engine, the second revolution was electrification because somebody invented the electric motor and a light bulb, the third was digital because somebody invented the transistor which gave birth to the PC and modern computers. In each case something got invented then used. And that was that. This “4th Industrial Revolution” has no single invention behind it. It is happening because massive computing power is being meshed with massive communications power. People can work together around the world easily and come up with new ideas then test them quickly to see if they are viable. We can simply fail faster than ever before, at a rate that is catapulting the rate at which new things become possible, new discoveries are made. So, let’s not call it the 4th Industrial Revolution, it’s a new beginning, the end of the past, so I’m calling it the Genie Revolution, the genie of human ingenuity is finally and fully out of the bottle. I digress, let’s get back to homes and houses. In amongst all this, the Estate Agency and Letting Agency market is changing, threats are many from Online and Hybrid Agents, other High Street agents improving their service, the abolition of Letting and Estate Agent fees and a slowing market. Previous Next Start Your Business Improvement Journey Our business improvement programme and smart operations provide clarity and a clear pathway forward for you and your team. Get Started

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