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Navigating Global HR Compliance For Mid-Sized Companies Expanding Internationally

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Expanding your business into international markets is an exciting step for mid-sized companies looking to grow and reach new customers. However, as you enter new countries, you’ll encounter a range of challenges, particularly when it comes to human resources (HR). Ensuring compliance with local labor laws, managing employees in different regions, and creating a seamless HR experience across borders are all critical components of a successful international expansion.

Here’s a guide to understanding global HR compliance, how to support your HR team, and how outsourcing to a global HR service could simplify the process.

The Complexity of Global HR Compliance

When operating in multiple countries, each region comes with its own set of regulations and legal requirements. These laws vary greatly depending on the country and sometimes even on the specific region within a country. For instance, employee benefits, taxation policies, compensation, and termination processes are all subject to local laws. Failing to comply can result in legal penalties, damage to your company’s reputation, or costly lawsuits.

Here are some key areas of global HR compliance that mid-sized companies need to pay attention to when expanding internationally:

Labor Laws and Employment Regulations.

Each country has its own set of labor laws covering a wide range of factors such as minimum wage, working hours, overtime, employee benefits, and workplace conditions. A failure to comply can not only result in fines but can also affect the employee-employer relationship, potentially leading to disputes and decreased morale.

For example, countries in the European Union (EU) have strict labor protections in place, including mandatory paid vacation, parental leave, and rules regarding redundancy procedures. On the other hand, in countries like the U.S., these regulations are less stringent in comparison, with fewer national mandates around paid leave and worker protections.

Taxation and Withholding.

Each country also has different tax policies and withholding requirements for employees. This includes income tax, social security contributions, and other mandatory deductions. Understanding how to handle tax compliance in each country is crucial for avoiding penalties and fines. For example, in some countries, employers are responsible for contributing to social security or pension plans, while in others, employees are required to contribute directly.

Data Protection and Privacy Laws.

As companies expand globally, they often handle employee and customer data across multiple borders. Many countries have stringent data protection laws in place, such as the European Union’s General Data Protection Regulation (GDPR). This regulation imposes strict rules on how personal data must be collected, stored, and processed, with heavy penalties for non-compliance.

For example, under GDPR, companies must ensure employees’ data is only collected for specific purposes and can be accessed only by authorized personnel. Similarly, the U.S. has state-specific laws, such as California’s CCPA, which also focus on data privacy and consumer rights.

Supporting Your HR Team in an International Expansion

As your company scales internationally, supporting your internal HR team becomes critical. Managing a diverse, globally dispersed workforce requires not only an understanding of local regulations but also effective systems, communication, and training.

Streamlining Communication Across Borders.

HR teams should be equipped with effective communication tools to manage employees in different time zones. Technologies like global HR software, collaboration tools, and communication platforms can help connect HR managers with employees worldwide. This ensures that your HR team can easily share updates, manage remote teams, and maintain a consistent experience across borders.

Cross-Cultural Training and Sensitivity.

Understanding cultural differences is essential when managing an international workforce. In some countries, business norms can differ significantly, which can affect employee expectations, work hours, and communication styles. Offering cross-cultural training and sensitivity programs can help your team understand cultural differences and ensure smoother operations in each market. This training helps bridge gaps and ensures that employees feel supported regardless of where they are located.

Standardizing Global HR Practices.

To maintain consistency and clarity across global offices, it’s important to standardize HR processes where possible. This includes defining clear procedures for recruitment, onboarding, employee reviews, performance management, and benefits. Standardizing these practices helps create an efficient, unified HR system that can adapt to different local conditions while ensuring consistency across the board.

The Benefits of Hiring a Global HR Service

Managing HR across multiple countries can be overwhelming, especially for a mid-sized company just beginning its international expansion. That’s where global HR services come in. These services offer expertise in local and international HR compliance, making it easier to navigate the complexities of global workforce management.

Here’s why outsourcing HR can be a game-changer for your global expansion:

Expert Guidance on Local Regulations.

A global HR service can help you navigate the legal complexities of international employment laws, ensuring that your company stays compliant with regulations in each country you operate in. They can also advise on local taxation, benefits, and labor laws, reducing the risk of non-compliance.

Efficiency and Cost Savings.

Outsourcing HR operations to a global HR service can save your company time and money. Instead of dedicating in-house resources to managing HR in multiple regions, a global HR provider can streamline payroll, benefits administration, recruitment, and compliance, all while ensuring adherence to local laws. This can result in a significant reduction in operational costs and administrative overhead.

Scalability.

As your company grows, a global HR service can easily scale with your business. Whether you’re adding new employees in existing countries or expanding into new markets, a global HR service has the infrastructure and expertise to help you grow seamlessly. This scalability ensures that HR operations remain efficient as you expand your workforce.

Conclusion

Scaling your business globally presents immense opportunities for growth, but it also comes with a variety of HR challenges that can quickly become overwhelming. Navigating international labor laws, managing compliance, and ensuring effective communication across borders are just a few of the hurdles you’ll face.

By leveraging global HR services, you can streamline your operations, reduce compliance risks, and free up internal resources to focus on scaling your business. Outsourcing HR is not just a cost-saving measure — it’s an investment in your company’s ability to succeed on the global stage.

 

No One Buys What They Don’t Understand: 3 Lessons Learned From Launching In Untapped Markets

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by Howard Enders, COO of The Estate Registry

When beginning to explore ways to bring new products into untapped sectors, entrepreneurs need to recognize that few consumers immediately embrace a concept they’ve never heard of. The key, I found, is not just having a great idea but making sure potential customers thoroughly understand how that idea solves their actual problems.

I’m happy to share these three core strategies I’ve seen work effectively, especially for young entrepreneurs eager to transform unfamiliar territory into sustainable business growth.

1. Build Awareness to Increase Demand.

The initial hurdle in a new market is that most people don’t know your product exists. Even if they do, they may not perceive why they should care. The first step is defining who your ideal customer is. For instance, if you’re launching a digital budgeting tool in a region that relies heavily on cash transactions, focus on individuals or businesses that already struggle with manual record-keeping.

Once your target group is identified, emphasize concrete benefits. If your platform saves two hours a week in data input, highlight the direct advantage in productivity. If it eliminates a common pain point, such as misplacing receipts or overspending without tracking, illustrate how your solution prevents those occurrences. Facts and metrics resonate strongly. This way, you’re not just saying “This is new” but “this is why it matters.”

Focus on communication channels your audience already trusts. For younger demographics, this may be social media or community-based apps. For more traditional users, local business forums or even word-of-mouth could be more effective. Your goal is to remove any guesswork and ensure people hear about your offering through platforms they find reliable.

2. Address Misconceptions and Fill in the Gaps.

In an untapped market, it’s common for misconceptions to circulate. Some might assume your product is overly complex or too expensive. To address these concerns systematically, rely on feedback loops. Send out quick surveys, host small Q&A webinars, or invite focus groups. This will quickly highlight which aspects of your product are being misunderstood.

You may also publish concise explanations of your product or service. Rather than distributing lengthy documents, aim for short, clear resources that respond to specific questions. A series of quick “how-to” videos or easy-to-read guides can be enough to correct incorrect assumptions. For example, if people assume your tool is only meant for large businesses, show how freelancers or small local shops can benefit, too.

As you learn about recurring misconceptions, update your marketing materials and FAQs in real time. Each clarification you provide to a confused prospect can become a standard talking point for future customers. This iterative approach systematically reduces the likelihood of repeated misunderstandings.

3. Education is Important.

Even when your solution is objectively better, some users will stick to old methods out of habit. Without clear, fact-based education, they have no strong motivation to deviate from what’s familiar. Overcoming this inertia often hinges on demonstrating how your product surpasses existing alternatives in both functionality and practicality.

In reality, consumers in emerging markets are particularly cautious. Demonstrating your willingness to explain all critical details, including data security, cost transparency, or post-purchase support, goes a long way in establishing trust. Once customers recognize your product as credible and feel confident using it, they’re more likely to remain loyal and recommend it to peers, which is crucial for sustained growth.

Remember that educating customers isn’t a one-way street. Each time you clarify a new concept or reveal how your solution works, you also get to hear genuine reactions. This feedback cycle reveals areas for improvement that you might otherwise miss. It helps you refine your product, strengthen your messaging, and avoid stagnation.

Turning Curiosity into Demand

For young entrepreneurs aiming to break into markets with little existing demand or precedent, consumer education is indispensable. Building awareness, addressing misconceptions, and thoroughly illustrating why your product stands out can create a steady user base that not only understands your solution but also advocates for it.

In the end, the consistent effort to educate and learn from that process transforms unfamiliar territory into a viable, thriving market.

 

Howard Enders

Howard Enders is the Chief Operating Officer of The Estate Registry, where he leverages his extensive expertise in operations and management to drive growth and innovation. As a trusted leader, Howard collaborates with teams to implement strategic initiatives that ensure the security and effectiveness of the estate management process.

 

4 Tips For Building A Successful E-Commerce Brand

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Anyone with lots of time on their hands can build a purely digital business. The e-commerce industry is growing exponentially as consumers shop online. This creates ample opportunities for small entrepreneurs to exploit, The only catch is the amount of competition that persists. As much as it has gotten easier for people to build e-commerce brands, the pool of competitors is constantly growing, making it relatively harder for newcomers to cut through the noise.

That’s not to say you can’t try. It’s still possible to build an e-commerce brand that could succeed in the long run. Even if you’re facing more established online stores out there, you can still build a brand that can overcome such challenges. All it takes is knowing how to harness the right approaches and tools that can take your business to where it needs to be.

Here are four simple tips to help you build and nurture a thriving e-commerce brand that’s a cut above the rest:

1. Understand your target audience.

As with any other business concept, you need to have a good basis for everything you want to incorporate into your brand. The first place to get started is audience research. Consumer behaviors and market trends should be your biggest considerations when building your business. 

Aligning your products, services, and marketing efforts to the needs of your target audience will help you make the most of the time and money you will be spending for the long haul. For this reason, opt to conduct extensive market research focusing on analyzing how customers interact with your competitors and identifying their pain points. From there, you can come up with a value proposition and other brand essentials that will set you up for success. 

2. Building a compelling brand identity.

While doing market research, you should be able to generate key insights about your audience and use these insights as a reference for building your brand identity. Doing so helps you set your e-commerce business apart from everyone else in the market. When done well, it can also lead to developing components like taglines, calls-to-action, visuals, and marketing campaigns that aid in improving brand awareness. 

As you go about building your brand identity, come up with a brand kit that includes a compelling logo, typefaces, and color palette that best reflects your brand’s personality. From there, make sure you’re using all these elements consistently so everyone knows how different you are from your closest competitors. 

3. Build strategic alliances.

A big part of your e-commerce brand’s success is attributed to the quality of your networks. Keep in mind that it’s easy to fall short of your goals if you lack a support system consisting of individuals, organizations, and even vendors of business supplies for eCommerce companies. For this reason, always aim to build partnerships within and outside your industry and niche. 

You can find potential allies on platforms like LinkedIn but the best networking opportunities are always found in industry events. Look up seminars, conferences, and trade shows within your industry and consider building a presence in these events by setting up booths or simply taking part in discussions with other executives.

4. Put a premium on effective digital marketing.

The cornerstone of any e-commerce brand is its ability to use multiple channels to get its message across. While quality products and customer service are essential factors that contribute to the growth of your e-commerce brand, you still need a productive and cost-effective digital marketing strategy that generates interest and improves your business’s visibility. Without it, it can be difficult to build a following, let alone convert leads into sales. 

Apart from building a functional and attractive online store, you should also consider putting more time and resources into search engine optimization which can help bring in qualified and motivated buyers organically. Social media marketing is also one component you wouldn’t want to overlook. Especially if your e-commerce brand targets niche buyers, platforms like Instagram and X are great for enhancing online engagement. All it takes is producing social media content that’s compelling and relevant to your products and the needs of your buyers. 

Endnote

There’s no set formula for building a successful e-commerce brand. You just have to make sure you invest the right amount of time and money in the things on this list that are guaranteed to help your brand grow past its potential. 

 

Acquisition Execution Perfected: Applying The Five Percent Rule To Strategic Decision-Making

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by Anil Singhal, Co-founder, President, and CEO of NETSCOUT and author of “The 5% Rule of Leadership: Using Lean Decision-Making to Drive Trust, Ownership, and Team Productivity“

As merger and acquisition (M&A) activity ramps up in the year ahead, CEOs and senior leadership are under increasing pressure to ensure strategic decisions lead to successful business outcomes. Recent reports found that corporate M&A activity in the U.S. at the close of 2024 was up twelve percent as compared to 2023, with deal volume rising seven percent. Momentum is expected to pick up in 2025. EY predicts corporate M&A deal volume will see eight percent growth this year.

When it comes to these strategic investments, effective decision-making is critical. An important consideration is knowing precisely when CEOs should get involved in the process. After many years and many acquisitions, I have come to the considered conclusion that the most judicious time for the CEO to engage in the decision-making process is limited to the very beginning.  I call this the “Five Percent Rule.”

This framework for efficient leadership ensures time and resources are allocated effectively. This principle aligns closely with the Pareto Principle (80/20 Rule), reinforcing that a small percentage of effort — specifically, the first five percent of a decision-making process — drives the majority of results. By understanding and applying this rule, businesses can streamline operations, minimize risk, and enhance strategic outcomes.

Timing Is Everything

One of the most significant insights from the Five Percent Rule is determining when a leader should get involved in a major decision like an acquisition. For many companies, CEOs engage in the process late, often after considerable effort has already been expended by their teams. This traditional approach increases the risk of wasted resources and potential momentum toward a suboptimal decision that does not align with strategic goals.

To clarify, when I suggest the CEO should be involved at the beginning of the acquisition process, I mean after initial assessment by a corporate development team. In my experience, these teams know what they are doing, and CEOs must trust that they will winnow out deals which would not be synergistic to the business. As CEO, I do not want to waste my time getting involved prematurely.

Typically, when the corporate development team comes to the CEO with an acquisition candidate, many additional stakeholders within the organization get involved. But I have learned from experience that this is when the five percent timeline begins. Before any formal discussion or due diligence starts, I become engaged in the decision-making process. The best use of my time is this initial engagement where I can help determine whether the deal is even worth pursuing.

The next ninety percent of the process is handled by the appropriate teams, with the CEO returning for the final five percent, which tends to be pretty much pro forma, dealing with final terms, Board approval, and closing matters.

A Closer Look at the First 5%

Many companies enter negotiations without a concrete understanding of their worth, making it essential for the acquiring company to set the terms. If expectations are misaligned, it is best to walk away early rather than waste resources on fruitless discussions. As CEO, not only is it my job to lead the negotiations, it is also a fiduciary responsibility.

Surprisingly, many companies enter negotiations wanting to be acquired, but having no idea what their market value is. This may be because they have failed to undergo a self-audit, or they may simply be hoping that by playing coy they will be offered an amount far greater than what they might have asked for.  In the end, I only want a ballpark price range, which helps me determine if the conversation should continue. Determining what the acquired company is worth can be particularly challenging. This is where having extensive domain knowledge is critical to success and why a CEO must get involved in the first five percent of the process because he or she most likely has worked in this industry longer than anyone else in the company.

As part of this early discussion, one of the common questions we ask is why the company wants to sell and why they want to sell to us. I am less concerned with the specific answers, and more interested in their thought processes. These preliminary questions are important because they open a pathway to a deeper dialog, one that enables us to get a feel for the personalities of the players on the other side and the nature of the assets we may be buying.

During the early Five Percent Rule time period, we are not expecting deep proprietary information. At this stage we are building trust and transparency, which creates velocity. Even during the first meeting, I can generally get a good sense of the inner workings of the other company, which lets me determine whether our investors and Board will like the deal or not.

Once a potential price is agreed upon and both sides see a strategic fit between the two companies, the CEO’s role becomes more of a sales job. This involves telling counterparts about the history and culture of the business. I typically spend much of my initial five percent doing more selling than negotiating. This is done to foreclose our counterpart from considering any other potential suitors. Once the general guidelines have been established, I leave the final negotiating to the team, returning only when we need to close.

By applying the principles of the Five Percent Rule, CEOs can enhance decision-making, maximize efficiency, and set the strategic direction of the business. The key lies in disciplined, early engagement and strategic focus — ensuring that every move contributes to long-term success.

 

anil singhal

Anil K. Singhal is the co-founder and CEO of NetScout, a software developer that makes products to help customers monitor the reliability and security of their business networks. He is the author of the best-selling book “The 5% Rule of Leadership: Using Lean Decision-Making to Drive Trust, Ownership, and Team Productivity“.

 

 

From Shadows To Spotlight: Revitalizing Cities Through Haunted Adventures

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Revitalizing cities through Haunted Adventures? Why not?

Revitalizing cities through Haunted Adventures? Why not?

What gives a city its character? Each city has a unique flavor. You feel it the moment you step off the airplane: the people, the foods, the streets, and the scents. But what gives a city its flavor and uniqueness are, above all, the stories and legends of the city, which shape its personality and charm.

Upstart ghost tourism companies, which offer ghost tours and haunted pub crawls across the US, bring ancient legends to life and contribute to the vibrancy of some of America’s most famous historical cities. 

Preserving History and Local Legends

[Copyright The Lizzie Borden House]

Every story has its legends. These legends aren’t just stories to be told to tourists; they were the experiences of those who lived, worked, and dreamed there. 

Unfortunately, these legends often die out over the generations as the memory of those involved fade away. Our mission is to preserve their stories and keep these people alive. The stories we tell delve deep into the history of each location, recounting the everyday lives of the people who contributed to the city’s character. Many of their ghosts linger on, yearning for their stories to be told to future generations. 

Haunted houses can be adventures all by themselves.

[Copyright The Villisca Axe Murder House]

Our work with historic haunted houses takes this a step further. We restore and preserve real, historic haunted houses such as the Lizzie Borden House and the Villisca Axe Murder House. The Villisca Axe Murder house, for example, the site of the gruesome Villisca axe murders, remains in its original condition. 

Many of these properties were left forgotten, slowly deteriorating as they constantly switched owners. Our work breathes new life into these historical structures. We allow guests to book individual rooms instead of limiting them to the whole house, as was the case in the past, thus broadening access to a larger percentage of the population. 

In addition, in many cities, we offer tours that go beyond ghost stories and explore new and unique aspects often neglected by other tourism companies. A good example is our World of Pirates Experience in St. Augustine, where guests get to visit the historic forts and taverns frequented by outlaws of the past and learn about the espionage, rebellion, and high-sea adventures that characterized the Golden Age of Piracy in America.

Boosting Local Tourism

Ghost tours and haunted stays attract a wide range of visitors, from paranormal enthusiasts to history buffs to families looking for something unique to do on vacation. By providing these experiences, we help draw tourism dollars to local economies.

Tourists who take part in our haunted pub crawls, such as our Charleston Terrors haunted pub crawl, often spend money on drinks at the bars and pubs we stop at, as well as on other nearby attractions and small businesses before and after the tours. This creates a ripple effect that boosts the local economy. 

And, since we run our tours nightly every day of the year, rain or shine, we help boost tourism year-round. While some attractions may be seasonal, the intrigue of the supernatural knows no off-season. Whether it’s a chilly October night or a warm summer evening, our guests are eager to explore the haunted side of the cities they visit.

Supporting Local

As a veteran-owned small business, we focus on giving back to the community. We support and promote local businesses during our food tours and haunted pub crawls. We hire local guides, providing flexible employment opportunities, including veterans. 

Making Every Visit Unforgettable

What makes a city unforgettable isn’t just what you see but how it makes you feel. Through ghost tours and haunted house stays, we create moments that linger long after the visit is over. Guests leave with goosebumps and a newfound connection to the places they’ve explored.

From spine-chilling tales to awe-inspiring history, our experiences offer a depth that’s hard to find elsewhere. They leave with a lasting love and appreciation for the city itself.

Our tours are also a social experience. We focus on building connections between locals, travelers, and ghost hunters from around the world. 

[Main image credit: Copyright US Ghost Adventures]

 

Effective Strategies For Creating A Positive Employee Enrollment Experience

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by Frank Mengert, founder and CEO of ebm

Open enrollment season can be a hectic period for both employees and HR departments. It’s that time of year when employees get to enroll into or adjust their benefit packages, covering everything from health and dental plans to life and vision insurance. 

Since this is often the only chance employees have to make changes to their plans, other than during significant life events like adding new dependents, HR teams can often be bogged down with a lot of tasks to get done in a short amount of time. And missing important deadlines is rarely an option, as businesses have a limited window to get necessary employee updates to their carriers.

While these periods can be a bit stressful and demanding for some businesses, there are ways teams can make this time of year much less demanding. With a little bit of forethought and well-executed planning initiatives, you can simplify your open enrollment process and create a much more positive experience for everyone involved.

Pre-Enrollment Planning and Preparation

When it comes to open enrollment, it’s a good idea to get the ball rolling sooner rather than later. This allows teams plenty of time for preparation and ensures communication isn’t rushed while maintaining a timing buffer in the event you need to troubleshoot any issues before the actual enrollment window opens up. This is a great way to avoid experiencing that last-minute chaos that adds more stress on HR teams as they handle their benefits administration.

A good rule of thumb when planning for open enrollment is to announce upcoming supporting procedures to all employees at least six to eight weeks before it begins. But planning even three months out isn’t uncommon for many larger organizations.

At this point, it’s important to let your team members know the important dates, deadlines, benefit options, and any changes compared to the previous year. Giving them ample notice ahead of time allows them time to ask questions or voice any concerns, making sure they’re well-prepared for any required benefits procedures.

Once you’ve made the initial announcement, continue to send reminders as the enrollment period gets closer and during the enrollment window itself. You should use a variety of different communication methods when doing this to make sure everyone receives them. This could include using internal newsletters, emails, or your company intranet. The important thing to remember is that your notification messages should be short and to the point. Bombarding everyone with too much information all at once can be confusing and counterproductive.

Increase Employee Engagement

Although passive enrollment – meaning employees just let their coverage options auto-renew without review – might seem like a time-saver, it’s not the most effective approach. Active enrollment makes sure there is the right amount of attention given to employees from the very beginning. By requiring them to actually review all of their previous selections and weigh them against their current needs, employees are much more likely to be satisfied with their choices as the year progresses and not regret their lack of attention.

Employee benefits education can also help to improve employee engagement levels during open enrollment. Webinars, for example, hosted by benefits brokers can offer a more comprehensive overview of different benefit options and address frequently asked questions related to family healthcare coverage, coverage tiers, and associated costs.

Individual consultations over the phone with a benefits specialist can also help to provide more personalized support for employees. Benefits call centers can be a great resource for getting more information, or getting more guidance on benefits-related topics. This also is a great way to reduce the administrative workload in the HR department, which can focus on other important initiatives rather than answering multiple employee questions.

For employees who prefer a self-service approach to picking their coverage options, decision support tools like monthly premium calculators or plan comparison charts are also very beneficial. These tools let employees evaluate their options on their own time and based on their individual circumstances.

Building Strong Partnerships

Open enrollment periods can have their own set of challenges for different types of companies. Having a technology partner who specializes in benefits administration can be a valuable resource during this period. These partners help businesses implement technology solutions that simplify benefits management and create more efficient HR procedures.

A great technology partner can also help to deliver continuous support to help tackle any issues that might come up during the year. This support can be invaluable as it allows businesses to optimize their benefits management strategy and anticipate potential challenges before open enrollment even starts, rather than waiting and reacting to problems after they happen.

Review Annual Performance and Make Improvements

After the current enrollment period ends, it’s important to start preparing for the next one as soon as it makes sense. This includes reviewing any changes to legally required employee benefits each year, as well as setting goals ahead of time for improving open enrollment processes.

You should establish specific, measurable objectives, such as lowering the number of errors, increasing employee satisfaction with the benefits selection process, or getting more balanced usage rates for all your offering types.

One way to do this is by documenting your key performance indicators and tracking their progress throughout the year to make sure you’re meeting all your goals. Some important metrics to consider include enrollment percentages, employee satisfaction scores, and the number of HR responsibilities that are handled manually versus those that are automated.

Make sure that you’re actually using the information gathered from employee feedback or your tracked metrics to make continuous improvements to your open enrollment processes.

Help Better Prepare Your Business for Open Enrollment

Getting through annual open enrollment periods can be challenging without the right plan in place. However, taking a more proactive approach will help HR teams identify and resolve potential issues much earlier, helping to provide a smoother experience for everyone involved in the process.

 

Frank Mengert continues to find success by spotting opportunities where others see nothing. As the founder and CEO of ebm, a leading provider of employee benefits solutions, Frank has built the business by bridging the gap between insurance and technology driven solutions for brokers, consultants, carriers, and employers nationwide.

 

FXSI Surges In 2025: A New Player In The Trading Game

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FXSI

FXSI

In 2025, the trading world’s got a fresh name on its lips: FXSI. This platform’s been quietly stacking chips since the year kicked off, and now it’s breaking out as a new player in a game that’s anything but tame. With a tight focus on four markets — Commodities (oil, grains, no precious metals), Stocks, Indices, and Forex — plus five account tiers, 24/5 support, and a blog with a download center, FXSI’s making waves. Traders are jumping in, forums are humming, and it’s clear something’s clicking. So, what’s driving this surge?

The timing’s no fluke. Markets are a mess — stocks are reeling from tariff threats, forex is bouncing with inflation jitters, and commodities like oil are spiking on supply fears. FXSI’s stepping into this chaos with a lean, mean setup that’s catching eyes from New York to London. It’s not just another platform; it’s a contender that’s hitting the ground running in 2025.

A Hot Start in a Wild Year!

FXSI’s surge isn’t coming out of nowhere. Since January, the buzz has been building — trader chats are lighting up, and sign-ups are reportedly climbing fast. The team hasn’t dropped hard numbers yet (they’re probably too busy keeping the lights on), but the word on the street is clear: this platform’s pulling crowds. Why now? Look at the headlines — oil’s nudged past last year’s highs this week, the S&P 500’s tech stocks shed 4% in a day, and forex pairs like EUR/USD are swinging like pendulums. It’s a trader’s playground, and FXSI’s got the keys.

Their four-market lineup’s a big hook. Commodities trading are on fire — oil’s up with Middle East tensions, grains are jumping as weather trashes harvests. Stocks are a rollercoaster—big names like Tesla are taking hits, but opportunities are popping. Indices let you ride the broader waves, and forex is a lifeline when currencies shift overnight. It’s not the widest spread—no crypto or futures here — but it’s tight, focused, and right in the thick of 2025’s action.

Accounts That Open Up:

FXSI’s five account tiers — Basic, Silver, Gold, Platinum, VIP — are another spark in this surge. They’re built to pull in everyone, from the guy dabbling in forex to the pro juggling stocks and oil. Here’s the quick take:

  • Basic: Low entry, simple start — perfect for testing the waters.
  • Silver: A bit more juice — maybe tighter spreads for the part-timer.
  • Gold: Faster trades — suits the daily grinder watching indices.
  • Platinum: Big leverage — for the serious player hitting commodities hard.
  • VIP: Top-tier perks — tight margins for the heavy hitters.

It’s a ladder that’s working magic. Traders say it’s easy to jump in with Basic and scale up as you get comfy — no steep learning curve, just a straight shot from rookie to elite. That range is reeling in a diverse crowd, and it’s fueling FXSI’s rise as a new kid on the block.

Playing to the Chaos

What’s really powering this? FXSI’s knack for keeping it simple in a complex game. When stocks tanked last week on tariff rumors, users flipped to forex as the dollar wobbled — all on one platform, no app-hopping needed. Oil’s spiking? Jump into commodities without missing a beat. The execution’s fast — traders are whispering it’s snappy enough to catch a forex swing or a stock dip before it’s gone. In a year where markets are flipping hourly, that agility’s a goldmine.

The 24/5 support’s a backbone too. Monday through Friday, they’re there — day or night. A quick ping at 3 AM PDT yesterday got me a human in minutes, sorting a fake “trade glitch” with ease. Weekends are quiet, but with FXSI’s markets mostly chilling then, it’s not slowing the hype. It’s a platform that’s moving with the chaos, not against it.

Resources That Keep It Real

FXSI’s blog and download center are quieter stars in this surge. They’re pumping out practical stuff — why oil’s up, how to play a forex pair, what’s driving the Dow. It’s not flashy, but it’s timely; a post on yesterday’s commodity jump was dead-on, with numbers you could trade off. The downloads — guides on stocks or indices—keep it basic but useful, especially for newbies finding their feet.

Traders say it’s keeping them sharp without drowning them in noise. In a game where info’s king, FXSI’s handing out just enough to stay ahead — nothing overwhelming, just the meat of it. That balance is clicking with a crowd that’s tired of bloated platforms.

Going Global, Step by Step

This isn’t just a U.S. story — FXSI’s stretching its legs worldwide. North America’s hooked on stocks and forex, Europe’s leaning into indices, Asia’s digging commodities like oil. The 24/5 support’s a universal win — time zones don’t faze it — and the platform’s lean design plays anywhere. Emerging markets are chiming in too; I’ve seen South African traders raving about forex pairs on X. It’s a slow burn, but FXSI’s building a global footprint, one trader at a time.

The Next Move in the Game

FXSI’s not stopping here. Whispers are floating — new tweaks might drop soon, maybe sharper tools for forex or a mobile boost. They could link up with a data crew to juice up their blog’s edge. The game’s crowded — big names like eToro aren’t sleeping — but FXSI’s carving a lane with its no-nonsense vibe. As 2025 rolls on, with markets showing no sign of calm, this new player’s got room to grow.

A Surge That’s Just Starting

FXSI’s surging in 2025 because it’s hitting the sweet spot — four hot markets, accounts for all, support that’s there, and resources that cut through the noise. It’s not perfect — fee details are fuzzy, and the scope’s tight — but it’s a new player that’s playing the game right. Traders are buying in, and the momentum’s real. This isn’t a flash; it’s a spark that could light up the year. FXSI’s in the ring — watch it swing.

 

Hibu Reviews From Small-Business Owners Show Consistent Results

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Small-business owners manage countless responsibilities every day, from managing employees and inventory to handling customer service and accounting tasks. With so many operational demands on their plates, finding time to develop and implement effective marketing strategies often falls to the bottom of the priority list.

Recent Hibu reviews from various service industry entrepreneurs highlight a common theme: how dedicated marketing support allows them to focus on running their businesses while building the visibility needed to sustain growth.

Consistent Patterns in Hibu Reviews

Hibu, a U.S.-based digital marketing agency serving over 70,000 customers, specializes in helping companies in essential service industries, such as home-repair contractors, auto shops, legal offices, and medical practices. Its comprehensive approach offers everything from website development and search engine optimization to social media marketing and online reputation management.

The company is different because Hibu packages all these services into an integrated, proprietary solution specifically designed for small and medium-sized businesses. There are no piecemeal offerings or complicated contracts — just a straightforward take on digital marketing.

The results of this appear consistently throughout client feedback.

Service businesses particularly value measurable improvements in customer acquisition. “Great service,” noted one plumbing service owner. “Their representative is very thoughtful, responsive, and continues to help my business grow and be seen. I’ve tried many services, and this one has the best results! Would recommend to anyone who wants to grow their business and stay relevant in a digital advertising world!”

This sentiment echoes throughout Hibu reviews from various industries. An excavation and trucking company operator stated, “We are very happy from the services provided by Hibu. [The agency] goes above and beyond to make sure we are getting the most out of our advertising budgets. They also push to make changes and upgrades to the website and our marketing strategies.”

For businesses investing in digital marketing for the first time, the guidance proves particularly valuable. “Hibu has done a great job redesigning our website and helping us advertise for the first time,” an optometry practice administrator shared. “They communicate well and explain how the various options in advertising would best benefit our business.”

Many reviews highlight the lasting value of consistent marketing support. “I have used Hibu for over five years now,” said the owner of a Pacific Northwest-based pest control business. “Their team has always been super helpful and has always done a great job explaining things. When I first started my business, they took a lot of the fear associated with the advertising off my shoulders. Hibu itself has been super responsive; they always answer the phone and never take a long time to solve problems.”

This long-term relationship focus creates a significant business impact over time. “Hibu has made it easy to turn our website into something we are proud of. We are constantly working with them to make changes and improvements, and we value their team’s helpfulness, timeliness, and skills so much,” stated an electrical services company manager.

Professional Guidance Makes the Difference

The relationship between business owners and their dedicated marketing specialists appears central to success. “Our Hibu representative has been exceptional!” reported a specialty retail shop owner. “Their team is incredibly professional, friendly, and knowledgeable. They’re always on top of our marketing campaigns, ensuring we get the results we expect.”

This retailer particularly valued the clear communication.”The onboarding process was smooth, and they provide transparent data about our services and performance. Their regular communication keeps us informed and confident in our digital marketing strategy,” noted the owner, who also highlighted the practical benefits.

“The Hibu platform itself offers comprehensive digital marketing solutions that have been easy to use. We appreciate the ability to make ad changes ourselves, with helpful support available when needed. Our marketing campaigns have been simple yet effective, and we’ve even received compliments from customers about our new online presence.”

Many business owners admit to trepidation before experiencing results. “I had an appointment scheduled earlier in the year to meet with Hibu,” an HVAC company owner shared. “Before their arrival, I had already decided I was NOT interested; I’d heard it all before.”

But positive results quickly replaced his skepticism. He explained, “However, shortly after meeting their representative, my perspective completely changed. Their professionalism, expertise, and genuinely helpful approach made all the difference. They took the time to listen, answered all my questions, and never pressured me. It’s been 6 months now, and I have no regrets. They have been there every step of the way, as promised.”

For insurance agencies, which heavily depend on trust and reputation, the support proves particularly valuable. “Wonderful company to work with and are always ready to help,” noted a North Carolina-based insurance agency. “They take the time to listen and are always available.”

The responsive support provided by Hibu consistently appears as a key satisfaction factor. “Their representative has singlehandedly convinced us to stay with Hibu,” explained a steel sales company manager. “Not only that, we are strongly considering upping the amount of business we will be doing with the company.”

The Wisconsin-based company particularly values personalized attention. “They are quick to reply to questions, and their in-person meetings are always informative. When they learn something new about how our company operates, they immediately plug us into a Hibu feature that we have been underutilizing. We feel like we are getting our money’s worth and then some.”

What distinguishes these success stories is Hibu’s comprehensive method of providing digital marketing services. Rather than focusing on isolated tactics, the agency integrates website development, search optimization, social advertising, and review request campaigns into a coherent strategy tailored for each business.

This integration eliminates the fragmentation that often undermines small-business marketing efforts. By managing all digital assets with a single team, businesses maintain consistent messaging and branding across all platforms while reducing the management burden on owners.

For service businesses facing intense local competition, this comprehensive approach provides significant advantages over businesses still relying on fragmented or outdated marketing methods.

 

Small Business Guide To Navigating Diversity After Affirmative Action

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by Randi B. of “Truthing with Randi B.”

In June, 2023, the Supreme Court ended race conscious admissions processes at colleges and universities across the country. This year, with the federal government abolishing DEI, some corporations have followed suit. It’s a confusing time for small business owners with many asking,”Is my DEI program next on the chopping block?” 

But here’s the thing. Your DEI initiatives aren’t dead. Your values are still the same and you still have a diverse mix of employees who all want access to new opportunities, and to feel valued and included. DEI is alive and well, it just needs a makeover.

The Supreme Court ruling specifically targeted college admissions at Harvard and UNC. It didn’t erase workplace protections like Title VII or federal contractor obligations. What is new is targeted scrutiny. Now companies are being targeted, some receiving intimidating letters about their diversity programs, and new legal challenges are popping up. 

So what’s a small business to do? 

Here are 3 tips for small business owners to navigate diversity after affirmative action and DEI:

1. Don’t Worry About Numbers.

While in the past, diversity was sometimes tracked with numbers, true diversity goes far beyond counting heads. Real diversity is all about creating equal access for everyone regardless of gender, race, health or sexual preference, not about hitting racial quotas. 

In a new post affirmative action world, don’t focus on your staff demographics. Instead, look at where you are recruiting. What job boards are you posting to? Have you trained your interviewers to recognize unconscious bias? It’s important to make sure that everyone gets a fair shot at any open positions without raising any legal red flags.

2. Rethink What Diversity Means.

Diversity was never meant to focus solely on race. There are a number of other factors to consider including:

  • Socioeconomic background
  • Gender identity
  • Age differences
  • Disability status
  • Military experience
  • Educational pathways

When we broaden our perspectives, we not only reduce the possibility of legal battles, but we also gain business benefits of having a diverse team including increased creativity, innovation, engagement and access to a broader talent pool. 

3. Document Everything.

Regardless of your intention behind your hiring practices, documenting everything is essential. When making any hiring or promotion decisions, clearly record the factors that influenced your decision. This both covers you legally and helps you to make the right ethical decisions.

4. Look Into Your State’s Guidelines.

In today’s diversity landscape, it does matter where your business is located. There are states like New York and Delaware that continue to strongly protect diversity initiatives and states that are working actively to restrict them. Understanding your state’s climate will help you operate and adapt accordingly. 

Regardless of rollbacks and Supreme Court decisions, the case for diversity in business remains incredibly strong. Diverse teams make better decisions, different perspectives fuel innovation, and inclusive work places attract top talent.

The key isn’t to abandon DEI and diversity efforts, but to evolve with them. Focus on creating equal opportunities, and remember that diversifying your workplace was never meant to be about checking a box. It’s about creating an environment where everyone can contribute their best work and advance based on merit.

 

Randi B

Randi B. is a renowned speaker, author, and go-to expert in the inclusivity and diversity fields. As the visionary behind the “Truthing with Randi B.” brand, she encourages everyone to live unapologetically in their own Truth, just as she does, and to learn from the Truths of others by having open conversations. With 22 years leading an award-winning change management company, Randi’s expertise spans government clients and Fortune 500 companies across seven countries and 41 states.

 

7 Ways Your Encrypted Messaging App Isn’t Protecting Your Privacy

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by Kee Jefferys, Co-founder of Session

In today’s digital age, instant messaging has become an integral part of our lives. We rely on these platforms for everything from casual chats to mission-critical communications. While many popular messaging apps boast “end-to-end encryption,” the reality is that they often fail to provide true privacy. The issue lies not just in the content of your messages, but in the vast amount of metadata these platforms collect.

In an era of mass surveillance, data breaches, and digital tracking, privacy-conscious users have turned to encrypted messaging apps to secure their conversations. However, while many platforms market themselves as private and secure, the reality is that they often fall short of providing true anonymity. Even the most well-known apps — like WhatsApp and Telegram —still leave users exposed in ways they may not realize.

Here’s why your encrypted messaging app might not be as private as you think.

1. Metadata Collection: The Silent Tracker.

Even with end-to-end encryption, apps like WhatsApp and Telegram collect metadata, including your IP address, phone number, timestamps, and who you’re communicating with. This data can be just as revealing as the message content itself, allowing governments, corporations, and hackers to track your activities.

End-to-end encryption protects message content, but it does nothing to stop metadata collection, which can include information like:

  • Who you are messaging
  • When you send and receive messages
  • Your IP address, location and phone number
  • The device you use

Even if a service cannot read your messages, it can still compile detailed behavioral profiles based on metadata alone. Governments, corporations, and malicious actors can analyze this data to track movements, map social networks, and infer behaviors.

2. Personal Identifier Requirements Compromise Anonymity.

Apps like WhatsApp, Telegram and Signal require a phone number for registration. This links your online identity to your real-world identity, compromising your anonymity. For journalists, activists, or individuals in sensitive situations, this can be a serious risk.

3. Centralized Servers Are Vulnerable to Surveillance and Attacks.

Many popular messaging apps rely on centralized servers, creating a single point of failure. These servers are vulnerable to government requests, data breaches, and corporate misuse, putting your data at risk. Centralized servers pose risks for significant exposures, including:

  • Hacks and Data Breaches: If a centralized server is compromised, vast amounts of user data can be exposed.
  • Single Point of Failure: A centralized infrastructure makes it easier for despotic governments or hackers to shut down or intercept communications.
  • Government Requests: Authorities can compel these companies to provide user data or enforce censorship.

4. Compromised Anonymity: Not All Encryption Is Equal.

While some apps advertise end-to-end encryption, they may not be using it by default in all scenarios. For example:

  • Telegram does not use end-to-end encryption by default, users must specifically use “Secret Chats” to enable end-to-end encryption, this allows the Telegram server operators to read the content of the vast majority of messages stored on its servers.
  • Some apps use proprietary encryption methods that have not been independently audited.
  • Some platforms allow unencrypted backups, meaning your messages can be accessed if a backup is compromised.

5. Tracking Pixels and Link Previews Leak Data.

Some apps generate link previews by fetching URLs in the background. This can expose your IP address to third parties or even result in unwanted metadata leaks. Tracking pixels embedded in messages can also report when, where, and by whom a message was viewed.

6. Logging and Data Retention Policies.

Even if messages are encrypted, some services keep logs of:

  • Login activity
  • Connection times
  • IP addresses
  • Contacts lists

If this data is stored, it can be subpoenaed, hacked, or otherwise exploited.

7. Lack of Transparency.

While some apps use robust encryption protocols, their closed-source nature limits transparency. Without public scrutiny and independent audits, it’s difficult to verify their security claims.

How to Choose a Truly Private Messenger

If you’re serious about privacy, you need a messaging app that prioritizes security beyond just encryption. Here’s what to look for:

  • No Phone Number or Email Required. Your messaging app should not require personally identifiable information like a phone number or email address to register. Instead, look for apps that generate anonymous cryptographically secure identifiers, fully protecting your anonymity.
  • Decentralized Infrastructure. Choose a platform that operates on a decentralized network rather than centralized servers. This reduces the risk of surveillance, censorship, and single points of failure. Optimal solutions use community-operated nodes to route and store messages. This eliminates single points of failure and enhances censorship resistance.
  • Metadata Minimization. A truly private messenger should collect and create as little metadata as possible—or none at all. Look for a “no logs” policy and open-source transparency. Ensure that even the developers of the app don’t know who you’re communicating with.
  • Open-Source and Audited Encryption. Only trust messaging apps with publicly available, open-source encryption protocols that have been independently audited. Open-source code allows for public scrutiny and independent audits, which ensures transparency and builds trust.
  • Onion Routing or Multi-Hop Encryption. For enhanced privacy, apps should use onion routing or multi-hop routing to obscure sender and receiver identities. This technology masks your IP address and location, adding an extra layer of privacy making it extremely difficult to track you.
  • Non-Profit Governance: Give precedence to apps run by non-profits and foundations, which can ensure that the app’s development is driven by privacy and security, rather than extracting value from users’ data.

If you value real privacy, don’t just settle for encryption — demand anonymity, decentralization, and complete metadata resistance. By eliminating the creation and collection of metadata, users can send messages — not metadata. In a digital landscape where privacy is constantly under attack, choosing a truly secure messaging app is more critical today than ever before.

 

Kee Jefferys

Kee Jefferys is Co-founder of Session — an end-to-end open-source, privacy-focused encrypted messaging app that prioritizes anonymity, security, and decentralization while maintaining the familiar features of mainstream messaging applications but prohibiting sensitive metadata collection that others allow. He can be reached at https://getsession.org.

 

How To Make Leadership Coaching Strategies Scalable And More Impactful

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by Darrin Murriner, Co-Founder and CEO of Cloverleaf

Leadership coaching is one of the most effective ways to develop strong, capable leaders — yet, in many organizations, it’s still reserved for executives. The reality is leadership happens at every level. First-time managers, mid-level leaders, and senior executives all face moments where they need guidance, perspective, and support to navigate challenges and grow.

But leadership development doesn’t happen by accident. Great leaders aren’t just born — they’re shaped through self-awareness, feedback, and continuous coaching that helps them improve how they communicate, make decisions, and develop their teams.

Yet most companies don’t provide leadership coaching where it’s needed most:

For leadership coaching to truly work, it can’t just be a one-off experience or a luxury for a select few. It needs to be practical, relevant, and integrated into the daily moments where leadership actually happens — whether that’s navigating team conflict, giving tough feedback, or adapting to change.

The question isn’t whether leadership coaching is valuable — it’s how to make it work for more people in a way that’s meaningful, actionable, and built to last.

What Is The Goal Of Leadership Coaching

Leadership coaching is the process of helping leaders improve how they interact with others, make decisions, and develop their teams. It’s not just about individual self-improvement — it’s about equipping leaders to create real impact in their organizations.

A great leader isn’t someone with all the answers. It’s someone who knows how to ask the right questions, adapt to different situations, and bring out the best in others. Leadership coaching provides structured guidance to help leaders grow — not in isolation, but in the context of their teams, their challenges, and their day-to-day decisions.

3 Ideas That Strengthen Leadership Coaching’s Impact

Most leadership coaching follows a traditional, one-on-one model — focused on individual growth, often reserved for executives or high performers. But practicing leadership isn’t just a top-level function — it can happens at every level of an organization.

1. Leadership coaching should be accessible at every stage.

From first-time managers to senior executives. When mid-level leaders don’t get coaching, they’re left to figure things out alone, which weakens teams and slows progress.

2. Leadership coaching isn’t just about the leader — it’s about the team.

Leadership doesn’t happen in a vacuum. Effective coaching helps leaders understand their teams’ unique dynamics, improve collaboration, and create an environment where people can thrive.

3. Leadership coaching should be integrated into daily work — not just scheduled sessions.

Leaders don’t need advice weeks after a tough conversation — they need guidance in the moment, when it matters most.

Great Coaching Can Lead To A High-Performing Culture

Self-awareness that leads to action.

Leaders need more than just insight into their strengths, biases, and blind spots — they need to know how to apply that awareness in real interactions. Coaching ensures that self-awareness isn’t just theoretical, but something leaders can actively use to make better decisions and foster stronger teams.

A focus on building strong teams.

Coaching isn’t just about making a leader better — it’s about helping them bring out the best in others, develop talent, and build trust. When leaders are supported through coaching, they create environments where people feel heard, valued, and empowered to perform at their best.

Actionable feedback, not vague theories.

Effective leadership coaching offers practical, real-time insights leaders can apply immediately — not just high-level concepts about leadership. The best coaching doesn’t just teach theory; it helps leaders navigate the complexities of managing people, giving feedback, and driving change in the moment

Scalability and consistency.

Coaching should be continuous, relevant, and available to every leader — not a one-time experience for a select few. When coaching is integrated into daily work, it becomes a consistent driver of growth, rather than an occasional intervention.

The impact is real. One study found that for every $1 spent on coaching, companies saw a return of over $7. Coaching doesn’t just develop better leaders — it leads to smarter decisions, stronger teams, and better business outcomes. When leaders are equipped with the right coaching, they reduce costly mistakes, improve retention, and create cultures of accountability that drive long-term success.

Impactful leadership coaching strategies realize it isn’t just about developing individuals — it’s about changing how leadership happens in an organization. When development opportunities are embedded into daily work — instead of separate initiatives — the effects of coaching start to drive real, lasting change.

4 Principles That Make Leadership Coaching More Effective?

Coaching is about helping leaders apply new learning and discovery to improve team dynamics, decision-making, and workplace culture. But for coaching to drive lasting impact, it has to be personalized, relevant, team-centered, and continuously reinforced.

Let’s break down the key principles that make leadership coaching effective.

1. Personalization: Coaching Should Be Tailored to the Leader and Their Team.

No two leaders — or teams — are the same. Coaching should be customized to individual strengths, leadership styles, and team dynamics rather than following a generic framework.

How personalization makes leadership coaching more effective:

Self-awareness is At The Core Of Better Leadership.

Leaders who understand their own tendencies, strengths, and blind spots can make better decisions, communicate more effectively, and create environments where people thrive.

  • Behavioral assessment platforms with tools like DISC, MBTI, or Enneagram help leaders understand their natural tendencies, communication styles, and decision-making patterns.
  • Strength-based assessments (like CliftonStrengths®) highlight what energizes leaders, helping them maximize their potential.
  • When assessment insights can be layered, even better! Leaders get a multi-dimensional view of themselves and their teams — leading to more targeted coaching and better results.

Leadership Coaching Should Adapt to the Team, Not Just the Leader.

Leadership isn’t just about self-improvement — it’s about building strong teams. Coaching should help leaders:

  • Recognize and adapt to different working and communication styles within their team.
  • Navigate team dynamics more effectively, building trust and collaboration.
  • Lead in a way that aligns with their team’s strengths—not just their own.

When leaders and teams can both be part of the coaching process, the impact is deeper and longer-lasting. Assessments are just one tool that can make coaching more personal, actionable, and relevant—leading to stronger teams and better leadership at every level.

2. Contextual Relevance: Coaching Should Happen When It Matters Most.

Leadership isn’t learned in a vacuum. Leaders need coaching in the moments where leadership skills are required — when they’re giving feedback, navigating conflict, or making tough decisions.

Why Timing Matters in Leadership Coaching.

Often, coaching opportunities happen out of sync with the actual leadership challenges the individual is facing. A one-hour session weeks before or after a tough conversation doesn’t help a leader navigate it in real time.

Leaders need coaching in the moment, when decisions are being made, feedback is being given, and challenges arise — not weeks later when the details are fuzzy.

Leaders don’t have time to dig through notes from past coaching sessions. They need quick, relevant guidance when they’re about to have a one-on-one, handle a conflict, or make a big decision.

Digital coaching tools can integrate coaching insights directly into platforms like Slack, Outlook, Gmail, and team dashboards, so leaders get nudges right when they need them — not as an afterthought.

Instead of hoping leaders remember what they learned in a coaching session, automating coaching nudges makes insights part of their daily workflow, helping them adjust, improve, and lead better day in and day out.

3. Team-Centered Coaching: Leadership Coaching Should Strengthen the Entire Team.

A leader’s success isn’t measured by their individual growth — it’s measured by how well they develop and empower their team. Coaching should help leaders strengthen collaboration, build trust, and bring out the best in others.

This shift from individual leadership coaching to collective leadership coaching is gaining momentum. Many organizations are recognizing that coaching shouldn’t just focus on one leader at a time — it should strengthen leadership across an entire team or organization.

Organizations Are Moving Toward Collective Leadership.

  • According to DDI’s 2023 Global Leadership Forecast, only 12% of companies feel confident in their leadership bench strength.
  • To address this gap, progressive organizations are shifting toward group coaching and team-based leadership development that breaks down silos, encourages shared learning, and creates accountability among peers (td.org.)
  • Instead of viewing leadership as an individual skill, collective coaching builds leadership capacity across an entire organization—  ensuring teams, not just individuals, are equipped to lead.

Leaders Need Coaching on How to Motivate, Delegate, and Give Feedback.

  • Coaching is about equipping a leader to create an environment where people can thrive.
  • This includes how to provide feedback, resolve conflict, and navigate team challenges — not just how to improve their own leadership skills.

4. Continuous Reinforcement: Coaching Should Be an Ongoing Process, Not a One-Time Event.

One of the biggest gaps in leadership coaching is sustainability. Too often, coaching happens in isolated moments — a workshop, a quarterly session — but fails to create lasting behavior change.

How continuous coaching strengthens leadership development:

Reinforcement Drives Retention & Real Behavior Change.

  • Ebbinghaus’s Forgetting Curve shows that people forget up to 70% of what they learn within 24 hours unless it’s reinforced.
  • Micro-coaching nudges — like the ones Cloverleaf delivers — help keep leadership concepts top of mind and ensure they’re applied continuously.

Embedding Coaching Into Daily Work Makes It Scalable.

  • Leadership coaching shouldn’t be a separate initiative — it should be integrated into daily interactions.
  • With ongoing, accessible coaching, leaders don’t just get support when they schedule it — they get continuous, relevant insights that shape how they lead every day.

Leadership coaching is most effective when it moves beyond one-size-fits-all approaches and becomes personalized, contextual, team-centered, and continuous.

Organizations that embrace these coaching principles by leveraging assessments, contextual insights, and continuous reinforcement — will develop stronger leaders, more engaged teams, and a leadership culture that scales across every level.

How to Scale Leadership Coaching Beyond the C-Suite

Most leadership coaching is still reserved for senior executives. Traditional coaching models — like one-on-one coaching engagements — are expensive, time-consuming, and difficult to scale. As a result, mid-level managers and first-time leaders often don’t get the support they need.

But leadership isn’t just a top-level function. If coaching is only available to a select few, organizations miss a massive opportunity to strengthen leadership across the board.

To scale leadership coaching in a way that’s both effective and sustainable, organizations need a model that:

  • Supports leaders at every level, not just executives.
  • Provides on demand, relevant coaching — not just scheduled sessions.
  • Uses technology to make coaching accessible, personalized, and continuous.

Why Many Coaching Models Cannot Scale

One-on-one coaching has long been the standard, but it comes with significant limitations when it comes to scaling:

High Cost: Executive coaching engagements can cost thousands of dollars per leader, making widespread adoption unrealistic.

Limited Reach: One coach can only support a handful of leaders at a time, leaving many managers without guidance.

Lack of Continuity: Coaching sessions happen in intervals, leaving gaps where leaders struggle to apply what they’ve learned.

Companies looking to expand leadership development across their organization need a more scalable, accessible, and embedded approach to coaching.

How to Scale Leadership Coaching Without Losing Impact

Think Of Leadership Coaching Beyond The Executive Level.

Leadership development shouldn’t just be for the top 10% of the company. Mid-level managers, first-time leaders, and high-potential employees also need structured guidance, feedback, and coaching.

  • Instead of limiting coaching to a few individuals, organizations should make leadership coaching a core part of development at all levels.
  • Group coaching, collective development, and technology-driven coaching nudges can make leadership support accessible to a much larger audience.

Leverage Technology to Democratize Coaching Opportunities.

Leadership coaching can be expensive, time-consuming, and hard to scale. One-on-one coaching engagements can cost thousands of dollars per leader, making it unsustainable to provide coaching across an entire organization.

Technology helps remove these barriers, making coaching more cost-effective, accessible, and scalable without sacrificing personalization.

Reduce Cost Without Losing Impact.

One-on-one coaching can cost thousands per leader. Scalable coaching tools provide consistent, high-quality coaching insights at a fraction of the cost.

Eliminate Scheduling Bottlenecks.

Coaching often relies on pre-scheduled sessions, leaving leaders without support when challenges arise. Digital coaching tools provide on-demand insights when leaders need them most.

Shift from Episodic Coaching to Ongoing Development.

Leadership coaching is less effective when it is experienced as one-and-done event. For real impact, coaching must be continuous, integrated, and reinforced over time.

Micro-Coaching Nudges Keep Leadership Skills Top of Mind.

Instead of relying on infrequent sessions, coaching should be woven into daily work through real-time insights and reminders.

Leadership Development Must Align with Real-World Challenges.

The best coaching happens in the moment—when leaders are making decisions, giving feedback, or navigating conflict.

By leveraging technology, expanding access, and making coaching continuous, organizations can equip every leader with the support they need to develop, lead effectively, and build stronger teams.

Coaching More Leaders, Strengthening More Teams

Leadership coaching has the power to transform organizations—not just by improving individual leaders but by creating stronger teams, better communication, and cultures where people thrive.

With new approaches and technology, coaching is no longer limited to a select few. It can be personalized, continuous, and embedded into daily work, making leadership development more impactful than ever before.

When more leaders get the coaching they need, workplaces become more connected, teams work better together, and cultures become places where people want to stay and grow.

 

Darrin Murriner is the co-founder and CEO of Cloverleaf – a technology platform that brings automated team coaching to the entire enterprise for better collaboration, improved employee relationships, and a more engaged workforce. Darrin is also the author of Corporate Bravery, a book focused on helping leaders avoid fear-based decision-making.

 

As A Rookie, You’ll Rise Faster By Learning From The Masters

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Build on your leadership team and see them grow.

Build on your leadership team and see them grow.

by Michael Cerda, author of “Build Something: Building Products, Business & Culture – A Journey of Hard-Won Lessons and Impactful Outcomes“

In early 1995, I graduated college, got married, and moved to San Francisco to start my first professional job. And I had no idea what I was doing.

The job was for an Inside Sales Representative for PixelCraft, a Xerox-backed startup in an industrial park near the Oakland airport. My job? Cold calls. Lead generation. Closing deals over the phone. I knew nothing about sales, but I did know that I had to figure it out — fast.

Though I’d been comfortable performing on stage with my band, selling over the phone felt different. There was no crowd, no applause — just me, a list of names, and the very real possibility of rejection. I was naturally shy, and the idea of pitching people I didn’t know felt overwhelming. But I also knew that sales was my fastest route to financial security, and with a young family to support and debt piling up, failure wasn’t an option.

So, instead of figuring things out the hard way, I decided to pay close attention to the seasoned pros around me.

At PixelCraft, the company had a small but experienced outside sales team — Ron, Bill, and Guy. Each had a distinct approach, and while none of them were assigned to mentor me, I treated them as unofficial teachers.

Ron was relentless. He wasn’t a flashy talker — he was disciplined. He wrote everything down, tracked every lead, and followed up relentlessly. He once told me, “Most people focus on saving money when they should be focusing on making more.” That stuck with me.

Bill was the relationship guy. He wasn’t running spreadsheets or analyzing sales trends — he was building trust. Whether it was a round of golf, a casual drink, or just a quick check-in call, he made customers feel valued. He always left a voicemail, even if it was his third or fourth attempt. “If you don’t leave a message, how do they know you care?” he’d say.

Guy was all about style. He didn’t just close deals — he made an impression. He sent gifts, booked high-end dinners, and always made the interaction feel premium. He wasn’t just selling; he was positioning himself as someone people wanted to do business with.

At first, I was just watching and listening, trying to make sense of what made each of them successful. But then, I started pulling pieces from each of them into my own style.

I followed Ron’s methodical follow-up, Bill’s relationship-first mentality, and Guy’s ability to command presence. But I also realized something important — it wasn’t just about what you said, but how you controlled the conversation.

I started to recognize that the most successful salespeople set the tone early. They didn’t just enter a conversation — they took control of it in a way that felt natural and engaging. This wasn’t about being aggressive, but about creating momentum.

I started applying what I now call “Advantage Tempo” — the ability to bring every conversation onto your home court from the very first interaction. Here’s the difference:

The Rookie Mistake – “Hello, nice to meet you. Where shall we begin?”

Advantage Tempo – “Hello, great to finally meet you. I’m thrilled with our success so far, and I want to take it to the next level with you. Let’s start by updating you on our latest scanner capabilities, then we can discuss tactics.”

The first approach is passive — it hands control to the other person. The second approach establishes direction, energy, and intent. You’re leading, not following.

This didn’t just apply to sales; it applied everywhere — meetings, negotiations, emails. Even the way I structured follow-ups. The more I set the tone, the better my outcomes became.

Even my writing improved. I stopped sending emails that just dumped problems on people. Instead, I framed issues with a solution-oriented mindset.

As I refined my approach, I started to get noticed. One day, our VP of Sales, Barry Dearborn, called me into his office. Barry was the classic head of sales — fast-talking, sharp-dressed, usually found making loud deals from an airport lounge. He leaned in and said: “Kid, what do you say we create a ‘New Business Bonus’? I’ll pay you 2 percent commission on any new international deals you bring in.”

This was game-changing. Up until then, my commission structure was almost nothing. But now? Now I had a real opportunity to earn.

I started cold-calling overseas businesses, closing deals in Europe, Asia, and the Middle East by wire transfer. I wasn’t just working leads anymore — I was building a new revenue stream for the company.

Looking back, my first job at PixelCraft wasn’t just about selling scanners. It was about learning how to build relationships, communicate effectively, and create momentum. It was about understanding that sales isn’t just about numbers — it’s about psychology. It was about earning trust, staying persistent, and knowing when to push and when to hold back.

And ultimately, it was about figuring out my own Advantage Tempo.

I walked into PixelCraft as a rookie who was afraid of selling. I walked out with a foundational playbook for how to make things happen — by learning from the best, owning my rhythm, and setting the tone in every interaction.

That’s how you win.

 

Michael Cerdá

Michael Cerdá is a veteran product and technology leader who has served as Chief Product Officer and executive at several of the world’s most influential companies. He has also founded multiple venture-backed startups and holds two technology patents. His book “Build Something: Building Products, Business & Culture – A Journey of Hard-Won Lessons and Impactful Outcomes” reveals the untold true stories behind some of the most transformative technologies of our time. Learn more at www.build-something.com.

 

Adapting Track Lighting For Outdoor Retail Spaces And Markets

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store with track lighting

store with track lighting

Outdoor retail spaces present unique challenges and opportunities for lighting. Good lighting improves product visibility while also shaping a welcoming environment for shoppers. Retailers need to consider weather conditions, safety, and energy efficiency to make the most of outdoor track lighting.

What works well indoors may not always translate to outdoor spaces. Retailers need to plan carefully when using track lighting for retail stores, considering installation challenges and design strategies. Exploring different mounting methods and maintenance plans allows them to highlight products while creating a lasting impression on customers.

Challenges of Outdoor Track Lighting

Adapting track lighting for outdoor retail settings comes with several challenges. Weather resistance is key—fixtures must withstand rain, wind, and temperature changes without losing functionality. Unlike indoor spaces, outdoor environments can be unpredictable, affecting both safety and energy use. In coastal retail areas, for example, fixtures must be corrosion-resistant due to salt exposure, which can quickly degrade metal components.

Installation also requires planning. Structures need to be strong enough to handle the elements while complying with light pollution regulations. Smart positioning and protective enclosures can help mitigate these concerns, allowing lighting to serve its purpose without being disruptive. Adhering to local guidelines helps keep lighting both attractive and compliant.

Mounting Techniques for Track Lighting in Open-Air Retail Spaces

Freestanding poles and overhead structures provide a sturdy foundation for outdoor track lighting. These options offer flexibility in adjusting angles, so brightness is directed where it’s most effective. This focused approach minimizes unwanted light spill and keeps attention on the merchandise. Modular systems are beneficial, allowing for easy reconfiguration as layouts change.

A balance of creativity and practicality enhances the visual experience. Solar-powered lighting supports sustainability while lowering energy costs. Structures like pergolas can integrate lighting seamlessly, improving both aesthetics and functionality. Exploring different mounting methods helps shape a space that encourages customers to stay and browse.

Designing Lighting Layouts for Visibility and Shopper Comfort

Track light placement influences how shoppers experience their surroundings. Thoughtfully positioning lights reduces glare and shadows, creating an inviting setting. Angled fixtures instead of direct overhead lighting soften the glow, making browsing more comfortable. In boutique storefronts, carefully placed track lighting can highlight window displays, drawing customers in while preventing harsh reflections on the glass.

A combination of lighting styles contributes to a cohesive design. Ambient lighting, paired with focused task lights, improves visibility while adding balance. Motion sensors enhance efficiency by activating lights only when needed. Choosing the right color temperature also plays a role—warmer tones create a cozy atmosphere, while cooler tones energize specific areas.

Maintaining Outdoor Track Lighting for Longevity

Outdoor track lighting must be built to last. Fixture durability depends on resistance to the elements and consistent upkeep. Selecting lights with high IP ratings protects against moisture and dust. Materials that dissipate heat prevent overheating, keeping fixtures functioning longer. High-quality components not only withstand harsh weather but also help maintain efficiency over time.

A regular maintenance schedule is vital for keeping fixtures in good shape. Inspecting for wear, cleaning lenses, and securing electrical connections can prevent issues before they become problems. Protective barriers or coverings help shield lights from accidental damage, extending their lifespan.

Customizing Outdoor Track Lighting to Reflect Brand Identity

Well-designed lighting can enhance a brand’s presence and create a more memorable shopping experience. Unique fixtures and programmable features showcase a retailer’s identity while adding to the overall ambiance. Custom color schemes and playful shapes can reinforce a brand’s theme, making an immediate impact on visitors.

Smart lighting systems allow for flexible adjustments, adapting to different events or seasons with ease. Focused lighting on key displays directs customer attention, supporting the brand’s message. In a busy open-air market, dimmable options can create a softer glow in the evening to encourage a relaxed shopping experience while maintaining brighter light during peak afternoon hours. Adjusting ambiance based on time of day or foot traffic makes the space feel dynamic and inviting.

Outdoor track lighting should be practical, durable, and inviting. Well-placed lights make products stand out and create a comfortable shopping experience. Since outdoor spaces face weather challenges, using sturdy, weatherproof fixtures is key. Smart mounting and energy-efficient options help keep costs down while improving visibility. Regular maintenance prevents problems and keeps lighting working longer. Custom touches, like adjustable brightness or unique designs, help stores stand out and match their brand. A mix of good lighting choices and simple upkeep makes outdoor retail spaces more welcoming, helping stores attract and keep customers while making the most of their setup.

 

The Small Business Guide To Ownership Culture: Building A Team That Thinks Beyond The Paycheck

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by Dr. Matthew F. Wilson, founder of the Ownership Academy and author of “Ownership Unlocked: 4 Keys to Transform Disengaged Teams into Proactive, Results-Driven Champions” 

As a small business owner, you’ve likely stayed late handling tasks that “only you can do,” wondering why your team doesn’t show the same commitment to the business. After studying psychological ownership for over two decades, I’ve discovered that it doesn’t have to be this way. That’s because small businesses have a hidden advantage over large corporations: the ability to create a genuine culture of ownership.

This isn’t about legal ownership or equity sharing. It’s about creating an environment where employees develop psychological ownership — where they treat the business’s success as personally important. When employees think and act like stakeholders rather than just employees, small businesses achieve remarkable results despite limited resources.

What Ownership Looks Like

Before implementing changes, let’s consider what an ownership mindset actually looks like in practice. What might you observe? Employees with psychological ownership proactively solve problems without being asked. They make decisions with the business’s long-term health in mind. They take responsibility for outcomes rather than making excuses. You’ll notice their emotional investment in both successes and setbacks. And perhaps most tellingly, they regularly go beyond formal job descriptions when needed. The research confirms what I’ve seen firsthand: businesses with high ownership cultures enjoy significantly higher profitability and remarkably lower turnover.

Assess and Clarify

Start by assessing your current culture honestly. Do team members offer solutions or just identify problems? How often do employees take initiative without direction? When mistakes happen, do people take responsibility or make excuses? This assessment will highlight where your ownership culture needs attention.

Next, clarify your business’s purpose beyond making money. A small accounting firm exists “to give small business owners peace of mind,” not just “to prepare tax returns.” Creating an ownership culture will require that you clarify the “Why” of your organization so that you can help connect everyone’s work to something good and worthwhile: something beyond a paycheck.

Invite Ownership Directly

One of the most overlooked aspects of creating ownership is simply inviting it. Many employees don’t know they’re allowed or expected to take ownership. Schedule conversations where you explicitly invite team members to take ownership in specific areas. When they bring problems, resist providing immediate solutions. Instead, ask, “What do you think we should do?” When someone demonstrates ownership, acknowledge it specifically.

Create Real Influence

Without real influence, ownership is impossible. People need to see that they can affect outcomes if they are to feel like real stakeholders in your business. Delegate authority, not just tasks. Instead of asking someone to “update the website,” give someone ownership of the entire web presence with decision-making authority. Involve team members in decisions affecting their work. When they make suggestions, act promptly— Nothing kills ownership faster than watching ideas disappear into a black hole of “we’ll consider that later.”

Think Long-Term

True “owners” think long-term, so help employees see themselves as part of the company’s future. Instead of exit interviews when it’s too late, hold regular conversations asking what would make them want to stay long-term. Small businesses often can’t offer traditional corporate career paths, but they can provide growth through expanded responsibility or skill development. Consider profit-sharing that directly connects business success to personal gain.

For ownership to become cultural, it needs systemic support. Look for candidates with a track record of taking initiative. From day one, emphasize ownership expectations. Evaluate and reward ownership behaviors specifically, not just task completion. Identify and eliminate policies that undermine autonomy.

Start small, but start now. What’s one ownership conversation you could have with a key team member this week? Which decision area might you fully delegate? What key business metric could you share with your team that you haven’t before? The journey toward an ownership culture isn’t about grand gestures but consistent, thoughtful actions that signal your commitment to a different way of working together. When you take these steps, you’ll transform your team from employees who simply do their jobs into “owners” who help drive your business forward—giving your small business a competitive advantage that money can’t buy.

 

Matthew Wilson

Dr. Matthew F. Wilson is the author of “Ownership Unlocked: 4 Keys to Transform Disengaged Teams into Proactive, Results-Driven Champions” and founder of the Ownership Academy. With a Ph.D. focused on psychological ownership and decades of corporate experience, he helps organizations build cultures where everyone takes ownership.

 

 

Creating An Efficient Onboarding Experience For New Employees

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Introducing a new employee to your organization offers a vital opportunity to set a positive precedent. Establishing an effective onboarding process lays the foundation for future success and job satisfaction. One fundamental tool that supports this endeavor is a thorough hiring checklist. This checklist ensures that every step, from administrative tasks to cultural integration, is meticulously addressed, offering a smooth transition for HR teams and new hires.

Structured onboarding is more than a formality; it’s an introduction to your company’s core values and day-to-day operations. A well-executed program reduces the fears of starting a new job and cultivates an environment where new team members can thrive. This integration method determines future performance, impacting retention rates and overall employee morale.

Introduction to Onboarding

Employees’ first impression of your organization can influence their motivation and allegiance in the long run. Onboarding isn’t merely an administrative necessity; it’s a strategic process designed to align new hires with the company culture and operational objectives. A well-structured hiring checklist ensures a seamless onboarding experience, helping integrate new employees into their work environment, bridge skill gaps, and clarify roles and responsibilities. When approached thoughtfully, onboarding becomes a catalyst for employee engagement and retention.

Key Components of an Effective Onboarding Process

A comprehensive onboarding process targets multiple facets of an employee’s introduction to the company. From the outset, it must communicate the company’s vision, establish professional relationships, and outline job expectations. Each component should be addressed with the same importance as the logistical tasks, such as filling out paperwork. By focusing on an inclusive approach, you set a proactive foundation that fosters a collaborative and productive workforce right from the start.

The Role of Technology in Streamlining Onboarding

Integrating technology into onboarding can enhance efficiency and improve the new employee experience. Technologies like automated workflows handle the bureaucratic load, streamlining essential processes such as documentation and training modules. Virtual reality offers a revolutionary way to introduce new hires to the company’s premises and culture without setting foot on the grounds. According to insights from Forbes, implementing such advanced tools in onboarding not only accelerates administrative procedures but also increases engagement and retention, creating a seamless initial experience for new talents entering your organization.

Crafting Personal Connections from Day One

Personal connections play a crucial role in a successful onboarding process. Initiating these relationships can significantly ease a new hire’s transition, making them feel like an integral part of the team from day one. Implementing a mentor or buddy system allows for knowledge sharing, providing new employees with a point of contact for any uncertainties. Encouraging early interactions not only develops camaraderie but also fosters a sense of loyalty and inclusion, reflecting productivity and satisfaction levels.

Training and Development Opportunities

Presenting new employees with training opportunities and pathways for career growth is essential in maintaining their engagement and long-term dedication to the company. Providing access to courses, webinars, and workshops from the start empowers employees, showing them that the organization is committed to their personal and professional development. This approach enhances their skills and aligns with the organization’s growth objectives, ensuring that all team members are adequately equipped to exceed expectations and contribute to overall success.

Compliance and Policy Education

Understanding company policies and regulatory compliance is imperative for any new employee. Educating new hires about these areas using engaging, interactive methods like e-learning platforms ensures they absorb this crucial information. Making the learning process dynamic helps reinforce knowledge retention, which is vital for preparing employees to handle potential challenges effectively and ethically during their time at the company.

Benefits of a Structured Onboarding Program

Organizations implementing a structured onboarding program reap numerous benefits, including reduced employee turnover and enhanced performance. A process that clearly defines objectives, expectations, and resources right from the start positions new hires for success, ensuring they feel valued and equipped to contribute meaningfully to the organization. This strategic approach cultivates a work environment where employees are motivated, which is invaluable for building strong teams that contribute to the company’s long-term vision.

 

The Importance Of Having Quality Printing Supplies When Starting Out In Business

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Starting a new business is an exciting venture, but it can also be overwhelming. One of the often-overlooked aspects of setting up a business is ensuring you have the right equipment and supplies. While many entrepreneurs focus on office space, employees, and marketing strategies, the importance of quality printing supplies cannot be understated.

Whether it’s for printing promotional materials, contracts, invoices, or everyday office documents, having reliable and high-quality printing resources is essential for any successful business.

First Impressions Matter

When you’re just starting out, every interaction with a client or customer matters. One of the first ways a potential customer will engage with your business is through the materials you provide them, be it brochures, business cards, or quotes. Low-quality printed materials can give the wrong impression of your business, making it appear unprofessional or unpolished. High-quality printing supplies, such as premium paper and reliable printers, help to ensure your materials look sharp, professional, and aligned with your brand values.

Having good printing supplies also contributes to creating consistency in your business communications. Whether you are sending invoices, marketing materials, or internal documents, the consistency of colour, quality, and presentation is crucial in building trust with your clients and customers.

Reliability in Day-to-Day Operations

Many business owners underestimate the critical role printing plays in day-to-day operations. From managing correspondence to creating reports, invoices, or other documents, a printer is a staple in most offices. Without the right supplies, such as quality ink and paper, you could experience frequent downtime, poor print quality, or frustrating printing errors that waste both time and money.

For instance, using substandard ink cartridges can lead to faded prints, smudged text, or even damage to the printer itself. To avoid such issues, it’s essential to invest in high-quality ink cartridges that are designed for your specific printer model. Not only does this guarantee better results, but it also ensures the longevity of your printer. For example, ink cartridges from trusted suppliers can provide consistent, high-quality prints while reducing the risk of print errors or machine malfunctions.

Cost Efficiency in the Long Run

Initially, investing in quality printing supplies may seem like an additional cost, but in the long run, it proves to be a cost-effective strategy. Low-cost supplies might save you money upfront, but they can result in increased maintenance costs, wasted paper, and poor print quality that could damage your reputation.

Opting for quality printing supplies often reduces the frequency of printer malfunctions or the need for frequent replacements, saving you money over time. Furthermore, using high-quality ink and paper ensures that you don’t waste ink or resources, which is important for a business with limited budgets.

Enhanced Brand Image

For any business, branding is crucial. Quality printed materials reflect your brand’s professionalism and commitment to delivering top-notch services. Whether you are designing a business card, product brochure, or company letterhead, the quality of your printed materials plays a significant role in how your brand is perceived by the outside world.

If you print marketing materials in-house, investing in quality paper, ink cartridges, and a dependable printer ensures that your brand message is communicated effectively. Customers will associate the quality of your printed materials with the quality of the products or services you offer.

 

From Burnout To Breakthrough: Rethinking Leadership For A New Era

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by Jeffrey Beeson, founder of Ensemble Enabler and author of “Network Leadership: Promoting a Healthier World through the Power of Networks”

Imagine waking up one morning and realizing that the entire way you’ve worked and interacted with others is no longer valid. The systems, tools, and habits you relied on have suddenly been rendered obsolete. That’s exactly what happened to me during the pandemic. Disruption wasn’t just a buzzword I discussed in leadership workshops — it became the ground beneath my feet, shaking everything I thought I knew about work, connection, and leadership.

A Personal Aha Moment

In 2019, I wrapped up a two-year culture transformation program at a mid-sized automobile parts manufacturer. One key metric stood out: sick leave rates. At one plant, absenteeism had plummeted from 8.3 percent to 2.9 percent, far below the industry average of 5 percent. Yet at other plants, little had changed. Before I could fully analyze why, the pandemic hit.

Overnight, in-person interactions vanished, replaced by endless Zoom calls. Social connections — so essential to both well-being and productivity — were abruptly severed. The world felt disorienting.

Amid the chaos, something truly remarkable caught my attention: remote music-making. People from all over the world, isolated in their homes, began to gather online to create music together. In virtual choirs, individuals sang alone, each in their own space, yet when combined, their voices formed a powerful collective harmony. This experience struck me deeply: even in isolation, the collective was alive. It was a profound example of how networks can thrive and flourish — not despite disconnection, but through it. The individuals, though physically apart, were intricately linked; their contributions building something greater than the sum of their parts.

The message for me was clear: the age of networks had fully arrived.

At the time, I’d already begun delving into network science, and it dawned on me: ALL complex systems — whether ecosystems, the human brain, or organizations — are structured around network patterns.

If networks are the organizing principle of nature, why wouldn’t organizations, as complex systems, follow the same rules?

That was my first major insight: The future of leadership isn’t about managing hierarchies. It’s about activating networks that pulse with energy across an organization.

A Factory Manager’s Transformation

This wasn’t just an abstract concept. I saw it play out in real time at the automobile parts manufacturer.

When we investigated why one plant had such a dramatic drop in sick leave, the answer became clear: stronger personal connections. Employees felt more engaged, collaboration increased, and communication flowed freely. In contrast, at plants where absenteeism remained high, networks hadn’t strengthened in the same way.

The turning point? A shift in leadership. The plant manager, reflecting on his biggest lesson from the culture change program, said: “I realized I didn’t need to have all the answers — and I could admit that openly.”

By stepping away from a directive leadership style and embracing participatory decision-making, he unlocked the flow of energy, information, and trust across the plant. The results? Employees felt more valued, motivation soared, and collaboration thrived — leading to a healthier, more resilient workplace.

Rethinking Organizational Health

This experience led me to a second major insight: If organizations are living networks, their most critical asset isn’t efficiency or productivity — it’s health.

Traditionally, leaders define organizational health through financial metrics or wellness programs. But real organizational health runs much deeper. Based on my experience, truly healthy organizations share three key traits:

1. They are learning organizations.

Like living organisms adapting to their environments, businesses must continuously evolve. From the C-suite to the frontline, curiosity should be ingrained in the culture. When learning stops, adaptability ceases — leaving organizations vulnerable to disruption.

2. They thrive on collaboration and participation.

In nature, symbiosis — cooperation between organisms — drives evolution. The same is true for businesses. While competition has its place, survival in today’s complex world depends on an organization’s ability to collaborate, both internally and externally.

3. They are built on trust and integrity.

Trust is the lifeblood of a healthy organization. Employees, customers, and stakeholders must believe their voices matter and that decisions are made with fairness. Organizations that cultivate trust build stronger networks — and greater resilience.

Leadership as a Champion of Health

The pandemic forced me to reevaluate what leadership is really about. It’s not just about maximizing efficiency or hitting performance targets. It’s about fostering the health of the organization.

Just as a living organism depends on the free flow of energy, organizations thrive when motivation, engagement, and communication move freely. But when silos emerge and information gets blocked, organizational health suffers.

The transformation of the factory manager proved this in action. By embracing openness and relinquishing the need for control, he strengthened internal networks, increased employee engagement, and cultivated a more resilient workplace.

The Future of Leadership

Albert Einstein once said: “We cannot solve our problems with the same thinking we used when we created them.”

Today’s challenges demand a fundamental shift in how we lead. Organizations must move beyond rigid hierarchies and embrace their true nature as living, breathing networks.

The leaders of tomorrow won’t be those who cling to control. They’ll be the ones who foster learning, build trust, and ignite collaboration.

The pandemic was a wake-up call — an invitation to lead differently.

My personal transformation — and that of the factory manager — proves what’s possible when leadership embraces this new reality.

The future of leadership is not about managing structures. It’s about activating networks, championing health, and ensuring organizations don’t just survive, but thrive in an era of continuous disruption.

 

Jeffrey Beeson

Jeffrey Beeson has spent decades serving thousands of leaders and leading culture transformation initiatives for multi-national corporations. He is the founder of Ensemble Enabler, fostering agile organizational cultures and advanced leadership. His new book is “Network Leadership: Promoting a Healthier World through the Power of Networks” (Cambridge University Press, Dec. 31, 2024). Learn more at https://networkleadership.eu.

 

The Resilient Entrepreneur: Adapting And Innovating With Technology And Customer-Focused Marketing

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by Dave Charest, Director of Small Business Success at Constant Contact

The world of small business is always evolving, but in 2025, the latest wave of new entrepreneurs is navigating a particularly tough landscape with a mix of optimism and resilience. The latest report from Constant Contact, Small Business Now: Growth in Motion, reveals insights from over 1,600 small business owners across the US, UK, Australia, New Zealand, and Canada.

Despite dealing with economic uncertainty, these early-stage businesses are not just surviving — they’re setting themselves up for success by embracing technology, refining marketing strategies, and focusing on building lasting customer relationships.

Thriving Through Tough Times

It’s no secret that the economic climate right now is anything but easy. With external challenges like inflation and shifting consumer habits, it’s a tough world for any business owner. Yet, new entrepreneurs aren’t backing down. Instead, they’re diving headfirst into the challenge, and their focus is clear: Customer relationships.

According to the report, 63% of new entrepreneurs are turning to social media as their go-to marketing tool. But, here’s the interesting part: Even though social media is a top choice when getting started, a surprising 33% of these business owners today see email marketing as an untapped goldmine for conversions and customer loyalty. As these businesses mature, they’re broadening their marketing with channels like email and SMS, which are coming up strong as powerful tools to nurture those all-important customer relationships.

And, when it comes to tech, the numbers speak for themselves: 91% of business owners say that technology has played a crucial role in their success, and a whopping 72% plan to use AI for marketing this year. Technology isn’t just a nice-to-have; it’s a survival tool for small businesses — one that’s essential for growth.

Optimistic, But Realistic: The SMB Mindset for 2025

Entrepreneurs are feeling positive but cautious. Nearly half (45%) of small business owners believe their business will grow in the coming year, but many (55%) are also acknowledging the hurdles they’ll face. Rising costs, customer acquisition struggles, and shifting consumer preferences have a solid 35% of entrepreneurs seeing economic factors as a big potential roadblock. But, not to worry — small businesses are determined and resilient.

And, people are still choosing to start new businesses every day. Even though 52% of these business owners admitted that getting their business off the ground was tough, there’s a ton of excitement and pride in the air. A remarkable 95% of entrepreneurs said they’d do it all over again if given the chance — 71% said they’re excited about the future, and 57% proud of what they’ve accomplished.

Going Beyond Social Media: SMBs Expand Their Marketing Reach

Social media may dominate the marketing space for new businesses, but there’s a growing trend toward diversifying strategies. The majority of these entrepreneurs may still rely on social media as their main marketing tool, but many are branching out into channels like email and SMS to connect with their audience.

In fact, 33% of SMB owners view email marketing as an underutilized tool that could be key to turning leads into loyal customers. While social media gets all the attention — likely for its ease of use, accessibility, and affordability — email marketing can be a powerful revenue driver to support growth. Plus, email’s secret superpower is its ability to help build lasting relationships and customer loyalty. And, don’t forget SMS! Only 15% of SMBs are investing in it, even though SMS has proven to be one of the most engaging marketing channels available.

AI and Tech: The Secret Weapons for SMB Growth

Let’s talk tech — it’s a game-changer for small businesses. Early-stage small businesses are embracing technology like never before, with 91% agreeing that tech has been a growth driver for their businesses. And, AI is also leading the charge… Nearly two-thirds (72%) of SMB owners plan to use AI in their marketing efforts this year, and the areas they’re focusing on are pretty exciting.

  • 37% are using AI for content creation
  • 32% are diving into customer data analysis
  • 31% are leveraging AI to create personalized marketing experiences.

This isn’t just about automating tasks — it’s about making smarter, more data-driven decisions and connecting with customers in more meaningful ways. With this, 38% of business owners are planning to learn new marketing strategies, and over a quarter (28%) will use AI and automation to overcome challenges like customer acquisition and sales growth.

It’s clear that technology is becoming a key part of their competitive advantage, growth prospects, and overall success. Consider this: New small business owners who have the most confidence in their business growth this year are embracing AI more than others — indicating that confidence in business growth and the adoption of AI are closely linked. Of this high-confidence group, 41% plan to use AI for data analysis, and 39% will use it to personalize customer experiences, compared to just 25% of all others.

Looking Ahead: Innovating for Success in 2025

As these new and early-stage entrepreneurs continue into this year, their direction is clear: Reassess and refine strategies, embrace new technologies, and stay customer-centric and highly adaptable. By focusing on these areas, new small businesses are setting themselves up for long-term success — even in the face of an unpredictable market.

If you’re a small business owner yourself, the message is simple: Stay adaptable, keep innovating, and never stop connecting with your customers. The entrepreneurs who thrive in 2025 will be those who stick to sound business fundamentals, keep refining their marketing approach, and embrace new tools and technologies to stay ahead.

 

Dave Charest is the Director of Small Business Success at Constant Contact. In his role, Dave acts as an educator and an advocate for small business leaders, marketing professionals, and nonprofits by providing them with practical marketing advice that can help them achieve their goals.

 

 

New Business Owner’s Guide To California Worker’s Compensation

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workers compensation law

Starting a business in California oftentimes means tackling workers’ compensation responsibilities from day one. California law requires all employers to provide workers’ comp insurance, even if you have just one employee. Understanding these requirements isn’t optional. Compliance is essential for protecting your business, avoiding penalties and ensuring your employees have proper coverage when accidents happen.

Let’s explore the basics of workers’ compensation in California so you can comply with the law and safeguard your new business.

Mandatory Coverage

California law requires all employers to provide workers’ compensation insurance, with almost no exceptions. The requirement applies whether your business has one employee or a hundred. For workers’ comp purposes, an employee includes full- and part-time workers, temporary staff, minors and even family members who work for your company. In some cases, independent contractors may also legally be employees if you control how or when they perform their work.

As an employer, you must facilitate immediate medical care for injured workers. There should also be return-to-work programs to accommodate medical restrictions during recovery.

Failing to carry proper coverage leads to serious consequences. Your business could face significant per-incident fines, stop-work orders, lawsuits from injured workers and even criminal charges with possible jail time. The Department of Industrial Relations oversees workers’ compensation in California, and its Division of Workers’ Compensation handles day-to-day administration and enforcement.

Getting Covered

You can secure workers’ compensation coverage through either the State Compensation Insurance Fund or a private insurance carrier authorized by California. The State Fund ensures all employers can obtain coverage, even high-risk operations that might not otherwise be insurable. Accurately classifying employees and reporting correct payroll figures are crucial for proper premium calculations. Misclassification can lead to premium adjustments and penalties.

California law requires you to display a “Notice to Employees” poster in a visible location. The poster informs workers of their rights and provides instructions if they’re injured. You must also provide claim forms promptly and report incidents to your insurance carrier within statutory timeframes. Review your policy regularly, especially when your business changes, particularly if you hire new people or alter your organization’s structure.

Employee Rights and Responsibilities

Workers’ compensation provides benefits to injured employees. These include:

  • Medical treatment for work-related injuries
  • Temporary disability payments during recovery
  • Permanent disability compensation for long-term injuries
  • Death benefits for families of workers who die on the job

Employees must report injuries to their employer promptly, usually within 30 days, if they mean to file a claim. Delayed reporting can complicate claims and potentially limit access to benefits.

Common Pitfalls

A major mistake some new business owners make is misclassifying employees. Many businesses are tempted to classify workers as independent contractors to avoid providing coverage. California applies strict tests to determine proper classification, and the penalties for misclassification are severe.

Poor records-keeping delays legitimate claims and often increases costs through penalties and litigation. Many employers also fail to implement effective return-to-work programs that could reduce claim costs and help injured workers recover. Be acutely aware that California law strictly prohibits retaliating against employees who file workers’ compensation claims. Retaliation can result in additional penalties and lawsuits beyond the standard workers’ comp obligations.

Conclusion

Complying with California’s workers’ compensation requirements from day one protects your business. Take a proactive approach. Understand your obligations, maintain proper coverage and implement safety protocols. As your business grows, leverage resources like your insurer, industry associations, legal counsel and the Division of Workers’ Compensation to stay current with changes.

 

A Beginner’s Guide To Restricted Stock Units

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Job seekers and employees looking for employment opportunities often hope to obtain extra benefits from companies beyond a living wage, health insurance, and a retirement option. Restricted Stock Units (RSUs) are one of the most popular incentives offered by employers to obtain new talent, prevent employee attrition, and reward excellent performance.

This beginner’s guide outlines important facts about RSUs. Read on to learn more.

What Are Company RSUs?

Companies promise RSUs to new and current employees as a “right” to receive equity ownership or financial interest without immediately owning stocks. An employee must fulfill certain requirements. For example, they might need to work for the company for a specific time frame or reach a specific performance achievement. They can then keep or sell the stock. At that point, all common stock advantages, disadvantages and rules apply to their situation.

Why Do Companies Offer RSUs?

Employers use RSUs to attract, cultivate and maintain top talent. This type of incentive or reward requires no immediate payout. An employer doesn’t have to worry about the loss of this part of their investment in a worker. They’ve essentially only made a “promise to pay” agreement. Additionally, RSUs prompt employees to perform well at all times to help their employer thrive and succeed. If the company performs well, then they eventually receive high-value stocks.

How Are RSUs Fulfilled?

Since a worker with an RSU agreement only receives an intangible promise, they can’t access the fair market value of their shares via ownership or cash equivalent until they fulfill their obligations. Their employer gives them specific dates across an agreement period known as a vesting schedule. For example, a company might offer 1,000 shares to a new hire over a four-year vesting schedule with 250 shares transferred for ownership at the end of each completed year of employment.

Primary Advantages of RSUs

After the transfer of ownership on an RSU vesting date, an employee must count the value of their shares as part of their gross income for tax purposes. Companies typically withhold the equivalent value of the taxes during normal withholding or allow their employees to pay out of pocket.

Beyond owning potentially high-valued stock, an employee benefits from their RSU agreement in many other unique ways. They can count it as a capital gain. They can use the value to calculate their income at a higher level that might make it possible for them to acquire non-company benefits via a lender, such as a personal loan or refinanced mortgage. They can reinvest in other stocks. If they want tax-deferred advantages, they might set up a retirement or savings account.

Biggest Disadvantages of RSUs

The employee doesn’t initially receive any dividends, value or voting rights. They must wait to receive all of these benefits on the vesting date. Companies that require overtime and do not credit employee’s overtime hours towards their RSU vesting may be undercalculating employee’s compensation. Another big downside to RSUs is that a worker might have to pay more taxes than expected when their shares vest. They might discover to their surprise that they’ve been bumped into a higher tax bracket. The new income level might decrease the previously expected amount of a refund or cancel it out entirely.

If a company goes through a merger, acquisition or initial public offering event, a worker might receive all the shares before the end of the vesting schedule or none at all. If they decide to switch jobs and leave the company before they fulfill some or all of their obligations during the vesting schedule, they lose future ownership of the shares. Depending on the terms they agreed to with their former employer, they might even need to sell previously transferred shares back.

 

How Women Are Transforming FinTech

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Women in fintech

Women in fintech

by Julia Raubishke, founder of International Fintech Business

Every historical change begins with an invisible impulse – a quiet spark that eventually grows into a significant wave. A similar process is now occurring in the financial sector, where, contrary to familiar stereotypes, more and more women are entering FinTech and expanding the industry’s horizons.

According to a Deloitte report, women still make up less than a third of employees in FinTech companies globally, and occupy no more than 7.7% of leadership positions. Although these indicators are changing each year, access to investment remains limited: only 1.2% of global venture capital goes to startups founded by women.

However, women’s influence on the fintech industry is confirmed by the stories of well-known leaders. Blythe Masters, former head of global commodity markets at JPMorgan, led Digital Asset Holdings for a long time and is now implementing blockchain solutions. Adena Friedman became the first woman to lead the Nasdaq exchange and is actively developing innovative products. Meanwhile, Ruth Porat, CFO of Alphabet and Google, teaches how to combine traditional financial approaches with cutting-edge technologies.

Women are also successfully creating fintech startups. Kathleen Breitman of Tezos is developing a blockchain platform with an innovative approach to security and scalability. Amber Baldet, former blockchain product director at JPMorgan, founded Clovyr to make decentralized applications more accessible. Among other examples is Anne Boden, who created the digital Starling Bank and broke the stereotype of “banking only for the elite.” On a global scale, it’s worth mentioning Christine Lagarde, President of the European Central Bank, who supports the implementation of digital currencies. Very often, the female approach focuses on socially important aspects. Therefore, recognizing women’s contributions to the development of financial technologies will help shape a new reality where innovation and progress become possible through diversity of opinions and approaches.

According to the World Economic Forum (WEF), increasing the number of women in leadership positions improves companies’ financial results by 15-20%. Beyond an open corporate culture, mentoring initiatives are a significant factor for success. For example, the Women in FinTech organization conducts regular training sessions where successful female specialists share experiences with beginners. And the Girls Who Code initiative works to attract female students to programming and financial engineering.

Looking deeper, fintech is not only about innovative products but also about social evolution. Women who confidently enter the industry are shaping a more ethical, diverse, and customer-oriented ecosystem. In the coming years, new success stories will likely emerge. The main thing is to continue supporting this movement. After all, the “quiet revolution” is not about displacement or competition, but about complementation and mutual development. And who knows, perhaps the next groundbreaking FinTech company that will change the world will have a woman’s face.

 

Julia Raubishke is a fintech expert at International Fintech Business, specializing in financial licensing and regulatory solutions for global institutions. Julia has over 17 years of experience in the financial sector, and possesses a deep understanding of key challenges businesses face at the international level.

 

Serge Robichaud On The Transformative Power Of Hiking

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Serge Robichaud

Serge Robichaud

Spending time outside has been widely recognized as a way to reduce stress and improve overall wellness. Research from various health and environmental studies has long linked physical fitness to improved mental health and even an increasing sense of environmental responsibility through exploring the trails.

“Hiking is more than just walking in the woods. It pushes you, makes you focus, and teaches you about reading the changing conditions,” says experienced hiker Serge Robichaud. The uncertainty of the outdoor environment, from sudden weather changes to challenging terrain or surprising wildlife encounters, reflects the unpredictability of life. Studies have shown that serious outdoor advocates tend to be calmer under stress and have better problem-solving skills.

Hiking is all about preparation, and a seasoned hiker knows the dangers of venturing into the woods unprepared. Looking up weather conditions, planning a route, and making sure to pack your essentials are standard pre-hiking preparations to ensure a safe and successful trek.

“The best of hikers know to prepare ahead of time. You’ve got to respect the environment you’re in and take responsibility for your safety,” Robichaud explains.

A report from the Canadian Red Cross shows that many emergencies on trails result from a lack of preparation, reinforcing the importance of thorough planning before heading out.

Hiking is also a cheap and easy way to get exercise. Unlike structured fitness programs or gym memberships, hiking can be done with minimal equipment, making it appealing for people at different stages of fitness. An increasing number of studies show several health benefits that come from spending time in natural environments, from lowering the stress hormone cortisol, to better mood and improved cognitive function. According to a study by the University of British Columbia, exposure to natural environments helps increase feelings of relaxation and mental clarity.

For many hikers, the destination is less important than the path. The act of placing one foot in front of another and the surrounding sights and sounds of nature encourage mindfulness and reflection. “There is a kind of mental clarity that comes with hiking. It’s a time you’re away from distractions, away from screens, and just focused on moving forward,” says Robichaud. Outdoor recreation studies have found that physical activity in nature can boost creative thinking and that being outdoors can create mental space to help individuals sort through thoughts without external distractions.

Hiking helps to build social and environmental connections. Most people hike with family and friends, or they join a hiking group. Others crave the solitude of the wilderness, taking solo hikes as a chance to unplug from daily stressors. Hiking can lead to increased appreciation for conservation efforts since exposure to natural environments tends to heighten awareness of environmental issues.

Responsible hiking helps maintain trails and ecosystems. “Every time you get out on a trail, you must do your part to keep it clean and safe. Respecting nature is keeping it the way you found it, or better,” says Robichaud. Leave No Trace Canada and similar organizations promote outdoor ethics, urging hikers to stick to established trails, pack out their trash, and leave the wildlife alone to help preserve the things that draw people outdoors in the first place.

Whether it’s treading a rocky trail or strolling in a park, hiking has a lot of physical and mental health benefits. It teaches resilience, encourages mindfulness, and gives people a powerful way to connect with nature.

 

How Magento’s Open-Source Flexibility Benefits E-Commerce Businesses

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Proper Magento development can lead to e-commerce success

In the competitive world of e-commerce, businesses are constantly seeking platforms that allow them to deliver seamless, customized, and scalable shopping experiences. Magento, an open-source e-commerce platform, has emerged as one of the most popular choices for businesses looking to build feature-rich online stores. Its flexibility, scalability, and rich set of features make it a powerful solution for e-commerce businesses of all sizes.

In this blog post, we’ll explore how Magento’s open-source nature benefits e-commerce businesses, empowering them to create exceptional online shopping experiences.

Benefits of Open-Source for E-commerce Businesses

Open-source software offers numerous advantages to businesses, and Magento is no exception. As an open-source platform, Magento provides e-commerce businesses with the flexibility to customize their online stores according to their specific needs and requirements. Unlike proprietary solutions, where the source code is locked and controlled by the vendor, Magento’s open-source model allows developers to access, modify, and extend the platform without restrictions.

For businesses, this means the ability to implement unique features, integrate with third-party applications, and make design adjustments that align with their branding. The flexibility of open-source software allows businesses to adapt to changing market trends, customer preferences, and evolving technologies — an essential advantage in the fast-paced world of e-commerce.

Magento Development for Customization and Scalability

One of the core benefits of Magento is its powerful customization capabilities. Through Magento development services, businesses can tailor every aspect of their e-commerce store, from the user interface (UI) to backend functionalities. This level of customization allows businesses to create unique and branded shopping experiences, something that is difficult to achieve with out-of-the-box solutions.

Additionally, Magento’s flexibility allows businesses to scale their online stores as they grow. Whether it’s adding new product categories, handling higher traffic loads, or introducing new sales channels, Magento’s modular architecture ensures that e-commerce businesses can continue to expand without worrying about their platform’s limitations. The scalability of Magento makes it an ideal solution for businesses with both small and large-scale operations.

Magento’s Rich Feature Set for E-Commerce Success

Magento offers a vast array of built-in features that enable businesses to create robust e-commerce stores. From product management to marketing tools, Magento covers all aspects of e-commerce operations. Key features such as product categorization, customizable pricing options, multi-store functionality, and secure payment gateways make Magento a powerful platform for businesses looking to provide exceptional shopping experiences.

Magento also supports advanced SEO capabilities, helping businesses optimize their online stores for search engines. Features like URL rewrites, meta tags, sitemaps, and rich snippets allow businesses to improve their visibility and drive organic traffic to their online stores. With built-in analytics and reporting tools, Magento enables businesses to track performance and gain valuable insights into customer behavior, which is essential for making data-driven decisions.

Seamless Integration with Third-Party Applications

Another benefit of Magento’s open-source flexibility is its ability to integrate seamlessly with third-party applications and services. Whether you need to connect your e-commerce store to an enterprise resource planning (ERP) system, a customer relationship management (CRM) tool, or a shipping provider, Magento provides a range of integration options.

By utilizing Magento’s flexible architecture, businesses can integrate their e-commerce platform with tools that improve efficiency and enhance the customer experience. This ability to integrate with other technologies gives businesses a competitive edge, as they can streamline operations, manage inventory, and provide faster, more reliable service to their customers.

Magento’s Robust Security Features

Security is a critical concern for any online business, and Magento takes it seriously. Magento offers a range of security features to ensure that e-commerce stores remain safe from cyber threats. From secure payment processing to built-in encryption, Magento helps businesses safeguard sensitive customer data and financial transactions.

As an open-source platform, Magento has a large community of developers who actively monitor and patch security vulnerabilities. Regular updates and security patches are released, ensuring that your store remains protected against emerging threats. Additionally, Magento allows businesses to implement two-factor authentication (2FA), SSL certificates, and other security protocols to further enhance the security of their online stores.

Magento Community and Support Ecosystem

One of the most significant advantages of using Magento is its vibrant and active community. Magento’s large community of developers, designers, marketers, and business owners continually contribute to the platform’s growth. With thousands of extensions, plugins, and themes available, businesses can easily add new functionalities to their stores and enhance their operations.

Moreover, Magento’s extensive documentation, forums, and support resources provide businesses with the guidance they need to maximize the platform’s potential. For those seeking additional assistance, there are also Magento-certified development agencies and consultants who specialize in providing tailored solutions for e-commerce businesses.

Cost-Effectiveness of Magento

While Magento requires an initial investment in terms of development and customization, it is often more cost-effective in the long run compared to proprietary e-commerce platforms. Since Magento is open-source, businesses avoid paying expensive licensing fees associated with closed-source solutions. Furthermore, the ability to modify and extend the platform means that businesses can avoid the costs of purchasing additional software or services.

For businesses looking to scale, Magento’s flexible infrastructure allows for cost-effective expansion. As your business grows, you can add features, integrate new services, and optimize performance without being locked into expensive long-term contracts or limitations.

Magento for Multi-Channel Retailing

In today’s omnichannel world, businesses need to connect with customers across various touchpoints, from desktop websites to mobile apps and social media platforms. Magento offers multi-channel retailing capabilities, allowing businesses to manage and sell products across multiple channels from a single platform.

With Magento, businesses can offer a consistent and seamless shopping experience whether customers are browsing on a website, shopping via a mobile app, or purchasing through a social media platform. The ability to manage all sales channels from one unified platform makes Magento an ideal choice for businesses looking to expand their reach and provide a cohesive brand experience.

Conclusion: Why Magento is the E-commerce Platform of Choice

Magento’s open-source flexibility, combined with its rich feature set, scalability, and security, makes it one of the best e-commerce platforms for businesses of all sizes. Whether you’re a small business just starting or a large enterprise looking to expand your online presence, Magento provides the tools and capabilities to build and manage a successful online store.

By investing in Magento development, businesses can create highly customized, scalable, and secure e-commerce solutions that drive growth and deliver exceptional customer experiences. With its powerful integration options, extensive community support, and ongoing innovation, Magento remains a top choice for businesses looking to build a strong e-commerce presence and succeed in the digital age.

[Photo credit: Depositphotos.com]

 

Lessons From The Startup Trenches: 5 Hard Truths Every Entrepreneur Needs To Know

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by Ashwin Gulati, author of “Soul Venture: A True Life and Death Journey into the Startup Culture“

When Northvolt, one of the most promising battery industry startups in the world, filed for bankruptcy protection in Q4 2024, the news sent shockwaves through the European battery industry. The Swedish company went from raising $15 billion to Chapter 11 in 8 short years. Its cofounder and CEO resigned, having fallen tragically short of helping change to the world.

But was it really shocking? If you’ve been involved in startups for as long as I have, you’d know that this kind of failure is the norm.

You may suffer from the irresistible urge to start companies, and you may think you have what it takes. But the inescapable fact is that 97% of startups fail, no matter how brilliant or disruptive the concept. Running a startup is grueling, heartbreaking, and occasionally exhilarating. There are countless milestones that can make or break the whole operation, but if you’re going to survive, you need to start with five hard truths.

You’re not likely to find them in business books. They may seem unconventional, even counterintuitive. But from my experience in the entrepreneurial trenches, you need this kind of brutal honesty to beat the odds:

1. It’s not business. It’s personal.

You may have the groundbreaking product, the kick*ss pitch deck, your A-Team, and willing investors. But the success of the venture rests on a single question: Are you built for this? Not everyone is. The personal commitment and sacrifices required to start a business are hugely underplayed in our culture of success. At the point of startup, you are the biggest asset of your company — and potentially the biggest liability. You’ll need the mental fortitude and clear-eyed preparation for everything that happens next.

2. Hire employees with scrit.

A lot of things look great on a resume: A degree from a top university, experience at the last hot startup, a marketable skill you don’t have. All have their place in the team you assemble. But to succeed in the startup trenches, you need people with scrit — a combination of scrappiness and grit.

Scrappy employees have the ability to do more with less. Gritty employees will pursue long-term goals and refuse to give up in the face of hardship. They may be difficult to work with at times, but they have unwavering focus. Scrappy employees are also adept at working with minimal resources and constraints, can operate on tight budgets, and will negotiate every expense to extend the company’s runway. They think big but act small, and although they too can be challenging to deal with, their frugality makes them an asset to the team — particularly in the eyes of investors.

And one caveat: though many scrappy individuals possess grit, the reverse isn’t always true.

3. Steve Jobs was wrong.

Steve Jobs famously said, “If you’re not passionate enough from the start, you’ll never stick it out.” 

I must respectfully disagree with him on this one. In my experience, passion — though undeniably important — isn’t always sufficient to see an entrepreneur through the relentless challenges and obstacles involved in building a successful venture. Passion is the initial spark that ignites our interest in a particular idea or pursuit. It’s the feeling you get when you’re first dating someone and everything is new and exciting. But that spark alone, or even the love that grows from it, isn’t enough to sustain a long-term partnership.

Purpose, on the other hand, plays a different role. It’s the profound why behind what we do, the deeper commitment we make to our business or the cause that propels us forward even when the initial euphoria has faded. It’s like the hard work and dedication required to make a marriage work in the long run. Passion has a definite shelf life; purpose does not.

4. OPM (other people’s money) is heavy sh*t.

Early-stage investors, in many ways, share the same entrepreneurial dreams as the founders themselves. They hope they are getting in early on a big opportunity, like investing in Amazon or Apple during their inception. They too, are entrepreneurs, living vicariously through the founders who handle the day-to-day heavy lifting while they provide the fuel — money. In many ways, their desires, emotions, and dreams become intertwined with those of the entrepreneurs, and their shadows become entangled with the entrepreneurs’ own. There is hope all around that the financial seeds entrusted by investors will grow into a flourishing tree, yielding future fruits through financial distributions, IPO, or an acquisition of some sort.

Recognizing the personal toll that startup ventures can take on an entrepreneur’s life, I often work with my clients as they explore the possibility of launching their ventures with other people’s money. In addition to their own savings, entrepreneurs rely on what Silicon Valley humorously refers to as the 3 Fs — family, friends, and fools. Nevertheless, it’s crucial to recognize that taking OPM from one of the FFFs carries a professional and personal price tag. 

5. Timing Is everything.

Timing is a hard truth that everyone understands, even if they can’t control it. Across the board, it’s the most influential factor in determining success or failure. Companies whose business models initially drew skepticism from investors, such as Airbnb, Uber, Zoom and CarsDirect, ultimately achieved monumental success owing to their impeccable timing.

On the other hand, ventures like Webvan and Pets.com, armed with brilliant ideas, substantial funding, and dream teams guided by venture capitalists, seemed poised for triumph but met an early demise. Despite its ingenious concept, Z.com faltered due to the limited internet bandwidth that hindered online video streaming at the time. Just a year later, the advent of Adobe Flash led to the rise of YouTube, which though lacking a solid business model brought about a transformative shift in the digital landscape. So, as much as you might like to plan your timing, the truth is your venture may still hang on the mercurial whims of luck.

Startups are inherently risky. If you want to survive the journey, you need to have more than business strategies at hand — you need to address these key essential realities. Beyond that, you also need to value your own well-being and your life above all else.

And one more thing — an escape route is always a good idea.

 

Ashwin Gulati has launched international ventures, helped start-ups take off or land, and copiloted complex transitions for over 100 companies in various industries in the UK, US, Spain, and France. With 30 years in the trenches, he has identified the hidden pitfalls, unspoken truths, and personal twists that ultimately determine a venture’s success or failure.. His new book is “Soul Venture: A True Life and Death Journey into the Startup Culture“. Learn more at www.soulventurebook.com.

 

Investment Strategies 101: How Certificates Of Deposits Work

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Are you dreaming of a tropical getaway? Everyone wants their savings to thrive, but how do you achieve solid returns without high-risk investments? But where can one find respectable returns without venturing into high-risk investments? Financial advisors often recommend interest-bearing accounts as the most effective way to save. Although the stock market frequently offers the highest potential returns, it is not designed for readily accessible savings.

Invested funds are not quickly withdrawn, and there is a risk of loss. CDs, conversely, can provide both securities for your investment and the opportunity to earn additional income.

So, what is a certificate of deposit? Let’s find out!

Certificate of Deposits and Its Benefits as Investment Instrument

A certificate of deposit (CD) acts as a savings tool that allows your deposited funds to earn a fixed interest rate over a set period of time. Typically, CD interest rates surpass those of standard savings accounts, but this comes at the cost of reduced access to your money. Premature withdrawal from a CD incurs a penalty. CD terms vary from short durations like 3, 6, or 12 months to longer commitments such as 4, 5, or even 10 years.  Let’s explore the mechanics of CDs and their benefits for informed financial decisions.

Do you understand what a certificate of deposit is? If yes, you must know that initiating a CD is a simple process. You entrust your money to a financial institution for a pre-determined period. Interest accrual commences immediately, determined by your deposit amount, the stated interest rate, and the compounding frequency.

Compounding significantly accelerates your savings growth. Interest is earned not only on your initial deposit but also on the accumulated interest. Frequent compounding (daily, monthly, or quarterly) translates to greater returns.

Although earned interest can generally be accessed at any point, it is advisable to allow it to remain and compound within the CD if you do not require the funds. Your principal deposit remains inaccessible until the maturity date. At this point, CD renewal for another term is an option. CD renewal may present an opportunity to secure a more favorable interest rate.

Different Categories of CDs

A variety of CD types exist to suit diverse financial goals and circumstances. Some prevalent examples include:

  • Standard CD: These offer a fixed interest rate for a predetermined term. Early withdrawals are subject to penalties.
  • High-Balance CD: These investment options are designed for substantial deposits.
  • No-Penalty CD: These allow withdrawals without penalty but generally feature lower interest rates.
  • Callable CD: The issuing bank retains the option to terminate the agreement prematurely, compensating you for accrued interest up to that point.
  • Step-Up CD: These provide a pre-determined interest rate increase during the term, with the amount and timing specified at account opening.
  • Bump-Up CD: These allow you to request at least one interest rate increase during the CD term.
  • IRA CD: A CD held within a traditional, Roth, or SEP IRA, inheriting the tax characteristics of the overall retirement account. Contribution limits apply.

What are the Advantages of a Certificate of Deposit?

What is a certificate of deposit? It lets you invest your hard-earned money strategically. You can enjoy multiple advantages, which are as follows:

  • One of the main advantages of CDs is their reliable growth trajectory. Because CDs offer a fixed interest rate, you can precisely calculate your earnings over the lifespan at the outset. This fixed-rate structure provides transparency regarding the returns during the investment period.
  • Integrating CDs into a diversified portfolio alongside assets like stocks and bonds can mitigate overall risk while providing more consistent returns. Furthermore, CDs are typically insured, offering a safety net against potential bank insolvency.
  • CDs generally provide more generous interest rates than regular savings accounts, particularly for longer durations. This investment makes them a more attractive choice for individuals comfortable locking in their funds for a long time.

Conclusion

This article explored the fundamentals of certificates of deposit. CDs can be a beneficial financial tool in various scenarios. A CD might be a suitable choice if you possess funds that are currently surplus but will be required within the next few years. Utilizing a CD can aid in accumulating savings for goals such as vacations, down payments on homes, or vehicle purchases.

CDs represent a secure avenue for investing your capital. This security stems from two primary factors: the fixed and guaranteed interest rate and the protection afforded by the same federal deposit insurance that covers all other deposit products.

 

Learning Business Success In A Rural Greek Village

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by George E. Danis, author of “Go Far, Give Back, Live Greek“

I’m not from here.

I grew up in a village of seventy houses halfway up a rocky mountain on an island not far from Athens. It was, in many ways, a typically idyllic Greek location. I would wake in the morning before sunrise to run up the mountain to check on our sheep, spend my days helping with whatever chores I’d been given, and watch the sun set over the ocean that glistened and gleamed in the distance below.

These experiences shaped me in so many ways. My work ethic, my view of community, my appreciation for the natural world, they all have their roots in the early mornings, hardworking afternoons and peaceful moments being awed by the beauty of the world around me.

Life in my little village was about as far away from America as possible, yet I was impatient to leave. Even as a young child I knew that my future lay not in the hills above Karystos or the calm waters between the island of Evia and the mainland. My life was going to be played out on the other side of the world. That much I was certain of.

In some ways I was right — I did leave Greece, and my future was exactly where I hoped it would be. But Greece did not leave me. The lessons I learned up on the mountainside were just as applicable to life in offices and factory floors in America.

Of course, it took a while to realize this. When I was twelve, I left the village, and by the time I was eighteen, I saw American streets and cars and restaurants and hi-rises and train stations for the first time. It was a wonder to me, like I’d been transported to another world entirely. America was everything my little Greek village was not, and for a time I put home far from my mind.

But as soon as I made my first steps in business, all that changed. I found myself thinking back to my childhood. I started drawing inspiration from it. I returned to the lessons I’d been taught out there among my neighbors and found that they were just as important and applicable to my new life — maybe even more so.

Years later, I can see three distinct lessons learned from my childhood in rural Greece:

I realized that getting along with people wasn’t an option, but a bankable business asset. Back in the village if I saw someone’s sheep had wandered off, I would round them up and bring them home. If I was going down to the town, I would tell my neighbors and offer to bring anything back with me that they wanted. If I was going to the spring for water, I would expect to bring back more so that my neighbors would not have to visit the spring themselves, and at harvest time we would unite as a single labor force.

I did all this as a matter of instinct, and my neighbors did the same for my family too. It was how we were wired, how we were expected to behave. We might not have been related by blood or marriage to our neighbors, but we cared for each other all the same.

I learned how to solve problems. Up in the village there were no real stores and no real sign of government in action. We were our own community, and self-sufficiency was required in all aspects of life. From medicine to construction, farming to disagreements among us, we were raised to figure things out. If there was a problem, it was on us to solve it. Sure, there were times when we needed outside expertise and training, but most problems we could fix ourselves. All we had to do was learn how to analyze the issue, listen to the wisdom of others, and work together to fix it.

Then there was food. We ate well in the village, and it seemed like almost every activity was an excuse to eat together. Sometimes it would be everyone from the village, sometimes just our close neighbors, but if we’d just worked together to successfully harvest some olive trees, or been able to help someone complete their construction project, we’d almost always end up eating together at the end. It fed our bellies and our hearts at the same time.

These lessons became an integral part of my business model, and are key to the advice I offer anyone starting out in business today:

  • Deliver the best products and pay the best wages in the market to the best staff you can find.
  • How you treat your employees is the biggest factor in how your business performs. Your business will only truly succeed when everyone is invested in winning.
  • Food is a great uniter and an easy way to build a team. Take every opportunity you can to eat together, and make sure you pick up the check.

Everything I learned in the village taught me that we’re not made to exist alone and that we’re better when we’re connected. Relying on each other isn’t a sign of weakness, but a direct route to maintaining good relationships.

 

George DanisGeorge E. Danis is a successful businessman, organizer, entrepreneur, and philanthropist. Born into poverty in rural Greece, George entered the U.S. as an illegal immigrant, yet decades later was awarded the Ellis Island Medal of Honor in recognition of his philanthropic endeavors and promotion of democracy. Highly active in politics for four decades, George was a fundraiser, advocate, and advisor to governors, senators, and presidential candidates. His new book is “Go Far, Give Back, Live Greek” (Amplify Publishing Group, Aug. 6, 2024).

 

Killing Your Own Sales: The Quick Win Trap

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calculator desk charts

calculator desk charts

by William Gilchrist, founder and CEO of Konsyg

Let’s talk about a harsh truth no one likes to admit: most companies are setting themselves up to fail when it comes to sales. How? By chasing quick wins, pricing themselves out of the market, and setting forecasts that belong in a fairy tale.

We’ve all seen it. The pressure to deliver results fast means companies jack up prices to hit big numbers, set sky-high targets, and expect deals to close yesterday. But here’s the problem: these strategies might look good on a slide deck, but they’re killing your long-term growth.

The reality is, these short-sighted moves create a vicious cycle. Overpricing drives customers away, missed targets kill morale, and an over-reliance on quick wins means there is no foundation for long-term success. Sales is not just about closing deals today—it is about building a system that keeps delivering tomorrow.

The Quick Win Fantasy.

It’s easy to get caught up in the idea of landing that one huge client or closing a big deal overnight. But sales doesn’t work like that. Quick wins rarely happen, and when they do, they’re often unsustainable.

Building relationships, trust, and real value takes time. Customers see right through desperation. If your entire strategy is built on landing whales with little effort, you’re ignoring the majority of prospects who could be your bread and butter.

High Pricing, Low Success.

Pricing for the stars doesn’t mean you’ll get there. Sure, premium pricing can work when your value backs it up, but overpricing just to hit aggressive targets is a fast track to losing deals.

Buyers are savvier than ever. They’re comparing you to competitors, checking reviews, and expecting more for their money. If you’re pricing your product or service out of the market while underdelivering on value, you’re pushing prospects to your competitors.

Forecasting Fumbles.

Now, let’s talk about forecasting. Setting unrealistic sales goals might sound inspiring in meetings, but it’s demoralising when your team keeps falling short. Overpromising and underdelivering not only crushes morale but also shatters credibility with stakeholders.

Your sales forecasts should be grounded in reality—based on data, market conditions, and the capabilities of your team. Anything else? It’s a recipe for missed targets and frustration.

How to Fix It

Play the Long Game.

Stop chasing instant gratification. Build pipelines, nurture leads, and create value that compounds over time. Quick wins might spike your numbers, but they are not a strategy but a distraction. Real success comes from a steady, repeatable process that keeps delivering long after the initial rush fades.

Right-Size Your Pricing.

Be competitive without undervaluing yourself. When pricing is driven by desperation rather than strategy, it backfires—pushing away customers and eroding trust. Set prices that align with the value you deliver, not just the numbers you want to hit.

Set Realistic Forecasts.

Let data drive your targets, not wishful thinking. Unrealistic goals set your team up for failure, creating pressure without progress. Strong forecasts push your team to perform while staying grounded in reality.

Focus on the Right Metrics.

Instead of just chasing big deals, look at metrics like pipeline growth, conversion rates, and customer lifetime value. Those are the real indicators of long-term success.

The desire for quick wins, big price tags, and eye-popping forecasts isn’t inherently bad, it’s the execution that’s the issue. When these tactics aren’t grounded in reality, they do more harm than good.

So, if your sales strategy feels stuck or underwhelming, take a step back. Ask yourself: are we setting ourselves up for real, sustainable growth? Or are we chasing the impossible?

It’s time to stop killing your sales expectations and start building a strategy that works. Because success isn’t about quick wins, it’s about playing the long game.

 

William Gilchrist is the founder and CEO of Konsyg, a global leader in on-demand sales solutions. With over 15 years of experience in enterprise sales across Asia, the US, and Europe, William has built and led high-performing sales teams for tech companies of all sizes, from startups to multinational corporations.

 

Everything You Need To Know About Managing Travel And Transport Costs In A Business

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Managing travel and transport costs is an essential component of running a successful business, especially in industries where logistics and mobility play a crucial role. Whether you’re shipping goods, sending employees on business trips, or managing a fleet of vehicles, keeping these costs under control is vital for maintaining profitability.

In this blog post, we’ll explore some effective strategies to manage travel and transport expenses and ensure your business runs smoothly.

1. Plan and Budget Effectively.

The first step in managing travel and transport costs is to plan ahead. Creating a clear budget for these expenses ensures that you know exactly how much your business can afford to spend on transportation. By reviewing past expenses and analyzing trends, you can make informed decisions about where to allocate funds most effectively. For example, consider factors such as fuel costs, accommodation, and vehicle maintenance, all of which can be predicted to some degree.

2. Negotiate with Suppliers and Vendors.

Negotiating better rates is crucial when your business relies on third-party services like shipping, logistics companies, or car rental services. Establishing long-term relationships with transport providers can result in discounts or preferred pricing, especially if your business regularly uses their services. Don’t hesitate to compare multiple options and leverage competitive offers to secure the best deal.

3. Leverage Technology for Optimization.

Technology can be a powerful tool for reducing travel and transport costs. Many companies now use fleet management software to monitor routes, track vehicle usage, and optimize fuel consumption. For example, route optimization tools can help reduce unnecessary miles driven, cutting fuel costs and wear and tear on vehicles. Similarly, business travel apps can help employees book flights and accommodations within a set budget, keeping costs predictable and under control.

4. Reduce Travel Frequency and Combine Trips.

One of the easiest ways to reduce travel and transport costs is by limiting the number of trips your business needs to make. Encourage employees to combine multiple meetings or tasks into a single trip whenever possible. Additionally, consider using video conferencing and other remote technologies to conduct meetings, saving on travel expenses and reducing the need for frequent flights or long-distance drives.

5. Outsource Specific Transport Needs.

Outsourcing certain aspects of transport, such as moving goods or vehicles, can often be more cost-effective than maintaining an in-house fleet. For example, hiring a professional service may be cheaper than handling it internally if you need to transport a car across the country. Some companies provide affordable options for transporting vehicles over long distances. You can easily find a reliable service for your needs, such as Colorado car transportation, which helps businesses save time and money when moving vehicles across states.

6. Monitor and Track Expenses.

Tracking travel and transport expenses regularly is key to staying within budget. Use accounting software or expense management tools to keep an eye on costs and identify any areas where savings can be made. Regularly auditing your transport expenses also allows you to identify inefficiencies or unexpected cost spikes, allowing you to make adjustments before they negatively impact your bottom line.

7. Implement a Travel Policy for Employees.

A well-defined travel policy is essential for managing employee travel costs. Outline clear guidelines for booking transportation, staying within budget, and limiting expenses on food, lodging, and entertainment. This ensures that employees are aware of the company’s expectations and reduces the likelihood of overspending.

Conclusion

Managing travel and transport costs is a crucial aspect of business operations. Businesses can significantly reduce transportation expenses and improve overall efficiency by planning effectively, negotiating with suppliers, leveraging technology, and implementing sound travel policies. When you keep track and optimize your processes, you’ll ensure that your business stays competitive and cost-efficient in the long run.

 

6 Unspoken Rules To Break For Better Communication In Family Businesses

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marketing charts meeting

by Steven Gaffney, CEO of the Steven Gaffney Company and author of “Unconditional Power:Thriving in Any Situation, No Matter How Frustrating, Complex, or Unpredictable“

Family businesses are special. They blend personal relationships with professional goals, creating a unique environment. But sometimes, unspoken rules can get in the way of success. These hidden barriers stifle new ideas and make teamwork difficult.

But breaking these unspoken rules will create a place where everyone feels free to speak up and share their thoughts.

Here are six unspoken rules to challenge for better communication in family businesses:

1. Unspoken rule: “Don’t rock the boat”.

Break it: Many family businesses avoid tough conversations to keep the peace. But real progress often comes from speaking up and challenging old ways. Encourage everyone to share their thoughts and ideas, even if they’re out of the ordinary. It can lead to new solutions and a more dynamic work environment. It’s about getting the unsaid said — using open dialogue to grow and improve. Leaders should model this behavior by being open to feedback and showing that differing opinions are valued.

2. Unspoken rule: “Keep personal matters out of business”.

Break it: In family businesses, personal and work lives often mix. Ignoring this can lead to misunderstandings. Talk about how personal issues affect work and vice versa. Being open about these things will help everyone understand each other better and build stronger relationships. It’s about finding a balance where personal and professional lives can work together. Leaders can facilitate this by respecting both personal and business needs, and ensuring personal matters are addressed without overshadowing business objectives.

3. Unspoken rule: “Assume everyone knows their role”.

Break it: Oftentimes people in family businesses assume everyone knows what they’re supposed to do. This causes confusion. Make sure everyone knows their roles and responsibilities. Check in regularly to make sure each member is clear and feels appreciated. This helps avoid working in silos and encourages teamwork in which everyone works towards the same goals. Leaders should regularly review and communicate these roles, adapting them as the business evolves to ensure clarity and alignment.

4. Unspoken rule: “Avoid conflict at all costs”.

Break it: Conflict is often seen as bad, but it actually can help a business grow. Teach family members how to have healthy debates and solve disagreements. This can lead to better decisions and a stronger team. By creating a place where people feel safe to speak up, you turn conflict into a tool for improvement. It’s about celebrating differences and using them to make the business better. Leaders can set the tone by encouraging respectful discussions and demonstrating how to handle disagreements constructively.

5. Unspoken rule: “Family comes first, always”.

Break it: While family loyalty is important, it shouldn’t stop the business from succeeding. Make decisions based on what’s best for the business, not just the family. This helps prevent favoritism and ensures the best ideas and talents are recognized. It’s about creating a fair environment where everyone is held to the same standards. Leaders should emphasize merit-based decisions and create opportunities for all team members to contribute and grow, regardless of family ties.

6. Unspoken rule: “Silence is safer”.

Break it: In many family businesses, people think it’s safer to stay quiet. This leads to missed opportunities and unresolved problems. Encourage everyone to speak up and share their ideas. Regularly check in with family members to make sure they feel heard and valued. By breaking the silence and getting the unsaid said, you empower everyone to contribute to the business’s success. Leaders should actively solicit feedback and create channels for open communication, ensuring that all voices are heard. 

Recognize that unspoken rules hold your family business back. Make open, honest, respectful communication a priority and you will break down barriers that have put limits on productive collaboration and unbridled business advancement. Your family members and your business will flourish.

 

steven gaffney

Steven Gaffney is CEO of the Steven Gaffney Company and a leading expert on creating Consistently High Achieving Teams (CHAT)®. With some 30 years of experience working with top leaders and executive teams from Fortune 500 companies, associations, and government agencies, he is an authority on issues from team achievement and thriving cultures to leading change and daily innovation. He is the author of “Unconditional Power: Thriving in Any Situation, No Matter How Frustrating, Complex, or Unpredictable“.

 

Large Focus Rooms: The Secret Ingredient For High-Performing Teams

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The way workspaces are designed affects how teams interact and perform. Large focus rooms, often overlooked in favor of trendy open layouts, can play a key role in improving collaboration. These spaces offer a break from distractions, helping teams stay focused and work more effectively. Instead of struggling with noise and interruptions, teams get a quiet space that fosters clarity and teamwork, improving overall productivity.

For those aiming to improve team efficiency, using these purpose-built spaces could be the answer. Large focus rooms with soundproof walls, ergonomic seating, adjustable lighting, and high-speed Wi-Fi help organizations create settings that encourage concentration and teamwork, leading to better results and successful projects.

Creating a Space That Encourages Focus and Distraction-Free Collaboration

Large focus rooms offer a much-needed alternative to the noise and distractions of open office settings. These spaces cut down on interruptions, allowing teams to hold focused discussions or work alone without the usual disruptions. Well-planned layouts support both deep concentration and group collaboration, providing the flexibility teams need.

Beyond reducing noise, thoughtful design elements improve the workplace experience. A large focus room with comfortable furniture helps with long work sessions, good lighting enhances focus and mood, and soundproofing materials create a quiet atmosphere, making it easier to stay productive. These design choices can make a big difference in how teams work together.

Making Space Work for Different Team Needs

Large focus rooms can support a variety of meetings, making them a valuable tool for different team activities. Their flexibility allows for seamless transitions between brainstorming sessions and structured planning meetings. This adaptability helps teams stay creative while also keeping discussions organized, giving everyone a chance to contribute.

Movable furniture and modular layouts make these spaces even more effective. By adjusting the setup to match the team’s needs, organizations can create the right balance between casual idea-sharing and more formal discussions. A well-designed layout also makes hybrid meetings easier, helping remote and in-person participants collaborate efficiently. Using modular furniture that can shift based on meeting styles helps teams stay flexible.

Improving Collaboration with the Right Technology

Equipping large focus rooms with the right technology makes teamwork smoother. Smart boards, high-quality AV systems, and interactive displays encourage engagement and make it easier to share ideas in real time. This setup helps teams keep track of their discussions and decisions without losing important details.

Smooth transitions from discussion to action keep projects moving forward. Collaboration tools like shared digital whiteboards and real-time document editing help teams stay aligned, whether they’re in the room or working remotely. Investing in technology that supports both in-person and virtual meetings keeps teams connected and efficient.

Strengthening Team Bonds Through Purposeful Design

Spacious meeting areas provide room for more than just formal discussions. They create opportunities for casual conversations that strengthen team relationships and trust. A quick chat over coffee, a brainstorming session on a writable wall, or an impromptu problem-solving huddle at a standing desk can spark fresh ideas and innovative solutions, making collaboration more effective.

Smart design plays a major role in shaping team dynamics. Features like writable walls and cozy seating encourage creative thinking and open discussions. By embracing the versatility of these rooms, organizations can create an environment where teamwork flourishes. Adding comfortable seating and interactive tools helps spark spontaneous collaboration and build team morale.

Tracking the Impact of Large Focus Rooms on Productivity

Measuring key performance indicators (KPIs) can show how these rooms affect team productivity. Tracking project completion rates, the number of distractions reduced, and meeting effectiveness helps businesses understand how well these spaces support collaboration. Gathering this information helps organizations make informed decisions about workspace design and necessary adjustments.

Feedback from team members is just as important. Regular input helps identify areas for improvement, allowing organizations to fine-tune layouts and features to meet real needs. Conducting team surveys, such as quarterly feedback forms, live Q&A sessions, or anonymous suggestion boxes, and adjusting focus rooms based on user experiences leads to spaces that truly support productivity.

Well-designed workspaces improve teamwork and efficiency. Large focus rooms give teams a quiet space to concentrate, collaborate, and get things done without distractions. Smart design and the right technology create a setting that suits different work styles. Taking employee feedback seriously and making ongoing improvements keeps these spaces practical and effective. A mix of structured and casual interactions strengthens team connections and sparks innovation. Simple adjustments make a big difference, helping employees work at their best while contributing to overall success.

 

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