How to Empower Your Remote Employees for 2022?

Remote Employees

A recent post-pandemic survey revealed that 70% of the employed workforce have requested to go utterly remote by 2025. This makes it safe to assume that remote work is here to stay. But how can businesses navigate through these uncharted waters?

The task, although demanding, is doable for businesses of all sizes. This article highlights five ways companies can build a sustainable remote workforce for 2022.


1. Reinforce what company culture means – remote or not.

Work culture, ethics, and morals aren’t decided by the miles between your employees but rather by the employees themselves. So, as a business leader, ensure all employees understand that work culture isn’t dependent on location and that they play a proactive role in its sustenance. 

Pointers to consider while reinstigating work culture:

  • Inclusiveness: Ensure no employee feels left out and encourage a sense of collective belonging and shared vision.
  • New Rituals: Create avenues for team rituals where employees can bond besides work. For instance, virtual music or movie nights!
  • Mental Health: Encourage leadership and executive teams to ensure teams are well to do and are not on the verge of burnout. 


2. Engage, educate and empower your employees.

Your employees were familiar with a particular fashion of work, and now that has changed. Thus, if businesses want their employees to up their game, they need to empower them with the necessary training. This would help boost not only employee confidence and morale but also business productivity and efficiency. 

Encourage employees to upgrade themselves via webinars, educational and skill-based sessions. An easy start would be using webinar software that enables businesses to conduct online sessions without any hassle. Additionally, educate employees on the best practices to maintain a healthy work-life balance to identify and avoid potential burnout. 


3. Understand what has changed after going remote.

Asking your employees for feedback and inputs would be the best way to understand what has changed in your business after going remote. Developing a culture of open-ended communication is essential if you are going to improve processes.

Here’s a simple checklist on how you can reevaluate your business processes:

  1. Understand what going remote has cost your team in terms of communication, technology needs, expenditure, and rapport.
  2. Elaborate on the processes and workflows that need immediate attention. Take feedback on implementation methods from your employees.
  3. List out all the potential problems you’re able to identify – lack of communication, inaccurate documentation, erroneous expense reports, etc.
  4. Map these problems to potential solutions. This can come in the form of process changes or even the adoption of new technology.


4. Evaluate the adoption of cloud technology

Staying efficient during the remote work process goes beyond having a good laptop and Wi-fi connection. The right cloud technology can play a significant role in removing all barriers which prevent your employees from achieving their full potential.

Here’s how businesses can adopt the right cloud technology

  • List which of your business processes are broken and need fixing.
  • Understand how these broken processes affect your workforce.
  • Prioritize and map them into short-term and long-term goals.
  • List possible software that can help fix your challenges.
  • Test run and understand if the software fits your business needs.
  • Train employees to start leveraging cloud technology.




5. Automate your expense management process.

The Finance teams have been one of the most badly affected during the pandemic. This is because this process has traditionally always been one-on-one. However, with distributed teams, Finance teams are expected to work as usual and bridge the physical gap, all with no extra help. 

Additionally, with the rise in expense fraud after companies have gone remote, Finance teams are further pushed to exhaustion with manual verification of all business expenses and operating costs. Thus all business owners must consider expense management automation to take the burden off Finance teams and safeguard their financial bottom line.

Benefits of automating expense management process:

  • An expense report software ensures accurate expense report submissions with automatic data extraction from receipts.
  • It comes with an advanced policy engine that checks all expenses at the source of expense creation to ensure no expense fraud, duplicates, or error-ridden reports get by.
  • It has centralized and secure data storage that eliminates the need for employees or Finance teams to store physical receipts and reports. 
  • An expense software ensures every submitted expense stays compliant with IRS regulations without any added effort.
  • It provides Finance teams complete control and visibility into all business expenses and costs. It also ensures faster reimbursements with no extra effort, time, or resources.

 

Conclusion

The pandemic has caused a continental drift of sorts to the economy. With most of the global workforce going remote, it comes down to business leaders ensuring that this transition is seamless for their employees.

Additionally, with processes changing overnight, it is easy for businesses to check whether their operations need mending or not. While some changes may require your business and leadership teams to upgrade, others may need employees and processes. 

Studies suggest most businesses that managed to stay afloat and thrive even during these times have upgraded their human workforce and adopted modern software to help address daunting business challenges. 

Be it the adoption of an expense report software or chat application or any other productivity-related software – now is the time businesses need to take the plunge to ensure business success and scale. 

Six of the Most In-demand Skills for the Next Decade

Skills

The ‘double disruption’ of the pandemic and the ‘automation boom’ has transformed the working world. In fact, the World Economic Forum estimates that by 2025, 85 million jobs may fade into obscurity due to technological advancements. However, 97 million more may emerge to meet the demands of future tech.

Here are six of the skills that Employment Hero‘s Chief People Officer, Alex Hattingh, predicts will continue to grow in demand as we get to grips with a remote-first, digital future of work.

 

1. Creativity and innovative thinking

“The night was still dark and the moon shone through. The river was a pale, ghostly outline through the tall trees of the hills. He could hear a distant car horn. The moonlight streamed through the tall, dark windows, illuminating the face of an old woman that was leaning on a wall.” 

Do you find the above passage spooky? Does knowing that it was generated by artificial intelligence (AI) make it spookier? Many people point to examples like this in fear of what AI could produce creatively in the future. But in reality, computers are still far removed from what the human brain can achieve. While computers are bound by programming, the human brain can innovate quickly, create endlessly, and openly imagine and dream. Human creativity is not just reserved for artistic industries, creative thinking is at the core of innovation across the board. It’s a powerful business tool that will become even more important as technology advances and automation takes over methodical tasks. 

 

2. Complex problem solving

Let’s be honest, the next 10 years are going to reveal some extremely complex problems to solve. From tackling climate change to successfully emerging as a global community after Covid-19, there are going to be some multi-dimensional challenges to navigate in the next decade. During any time of major change and development, complex problem solving is one of the most important skills to have in your toolkit. Complex problem solvers will be able to clearly define an issue, take into account various factors and perspectives, and deliver solutions that will be favourable by all stakeholders. It’s a difficult skill and one that takes organisation, consideration and strong articulation – and that’s why it will be so valuable in the coming years.

 

3. Analytical Reasoning

Big data is no longer a resource that only big businesses utilise. Now, and into the future, smaller businesses can access analytics that give relevant insights to their customers and audiences. Whether this is pulling numbers from Google Analytics, social media or an e-commerce platform, these numbers can help shape any business strategy and plans for growth. The access we have to insightful data is growing, but this means little without having the right people in place to understand and evaluate it.

 

4. People management

Human resources is an area that has seen a dramatic evolution over the past few years. Long gone are the days of the stereotypical role of the HR manager that kept records, sorted paperwork, and held dry annual performance reviews. HR is now a dynamic field that allows innovative individuals to align and inspire companies to perform at their very best. Now very much a strategic role, HR is critical to ensuring that companies can achieve their goals, influence a positive culture, connect with great talent and continue to grow. They will also be essential in facilitating the very upskilling we’re talking about in this article. While strong people management will continue to be an in-demand skill for the next decade, that isn’t to say it won’t continue to evolve.

 

5. Negotiation

Negotiation is one of those soft skills that is often overlooked. In some ways, this goes hand-in-hand with analytical reasoning. You may have the most compelling numbers possible and you may have even drawn great actionable items from these numbers. But without the negotiation skills to leverage these numbers for change, you can’t achieve much. Negotiation is no longer just a great business skill for securing the big deals. It is a key part of balancing great ideas with analytical trends, and it will be a key interpersonal skill in working with managers, clients, teams and customers ove the next decade.

 

6. Tech literacy… and the willingness to embrace it

Have you ever worked for a company that’s been resistant to digital innovation? Maybe they struggled to transfer their documents to the cloud, maybe they were resistant to experimenting with new software, or maybe they just had an old school approach to working. Whatever the reason, they are at major risk of being left behind if they don’t dial up their technology literacy quickly. This is one of the most obvious, but also the most important skills on the list. With Covid-19, we’ve been exposed to the difficulty of not being prepared for digital-based work. A huge mistake would be to think that this is going to become less important. Remote and digital working is the new normal now for companies all over the world. It allows businesses to work efficiently, find great talent outside their home locations, and keep their employees happy. But of course, tech literacy is essential for these roles. Staff must be across digital communication channels, task management systems, cloud HR software and more if they are going to succeed in the future. 

World Youth Skills Day: Top Skills Employers Are Looking For!

World Youth Skills Day

The 15th of July is declared as World Youth Skills Day, to celebrate and reinforce the importance of equipping young people with the necessary skills to excel in a professional working environment.

In this article, we’re going to take a look at the top skills that employers are looking out for the most when hiring new employees in 2021.

 

Critical thinking

Post Covid-19, employers are looking to hire people who are able to analyse and evaluate situations and problems constructively, to then come up with an effective solution. Businesses have faced many problems in the last year and will continue to do so as the Covid-19 situation continues to fluctuate. Therefore, the ability to identify, assess and solve problems as part of a team, as well as individually, will be a crucial part of any job.

 

Resilience/Flexibility

There is a sudden surge in demand for the ability of employees to remain resilient yet flexible as the situation with Covid-19 constantly changes. These two skills are vital in 2021 as employers seek those who can adjust easily to constant change and are comfortable with the uncertainty of the current climate. Employers are always looking for people who can work flexible hours and days during the week to adhere to the workflow.

 

Communication

The ability to communicate effectively with colleagues, clients and staff is essential within businesses, but now being able to communicate effectively over telephone, video call, email and social media is equally required. There are many benefits to having strong communication skills such as creating a strong team and achieving productivity goals. But, now in 2021 when most things have moved to digital and most people have to work from home, it has become crucial that one is competent with using digital communication programs such as Zoom and Microsoft Teams.

 

Artificial Intelligence (AI)/New Technology

The world has become tech-driven more than it has been before, it is therefore essential for employees to be technology literate and own the ability to quickly familiarise themselves with new technology and software tools.

Businesses are beginning to invest in upskilling their employees to ensure their workforce is equipped with the skills and knowledge of upcoming technological and digital devices. Investing in developing employees’ skills will create an advanced workforce, will drive the company’s performance, and will establish a progressive and fast-adapting environment to produce better quality products and services. As a young person, you should look to develop your digital skills through courses available online or look into courses provided by academic institutions. This will not only allow you to develop and polish your skill set but will also make you stand out as a dedicated candidate.

The 5 Best Ways to Find a Mentor

Mentor

It doesn’t matter if you’re fresh out of college, changing careers, or an experienced professional in need of direction, the right mentor can make all the difference.

There is no shortage of benefits associated with finding a mentor. These include but are not limited to:

 

  • Guidance when you need it the most
  • Someone to help you avoid costly and time-consuming mistakes
  • Assistance building your professional network
  • A sounding board for new ideas
  • Receiving useful feedback

 

Now that you understand the benefits of having a mentor, it’s time to answer the most important question: what’s the best way to find a mentor?

While there’s no right or wrong approach, some ways of finding a mentor are more effective than others. Here are five ideas to start with:

 

1. Personal Network

This is where your search should begin. You may find that you don’t have to go any further than your personal network to find the person you’re looking for.

Your personal network includes people such as current and former co-workers and supervisors, family friends, and professors. 

The nice thing about this approach is that you already have a relationship with the person you’re reaching out to. Not only does this make it easier to connect, but it also improves the likelihood of the person saying “yes” to your request for them to mentor you. 

 

2. LinkedIn

You can use LinkedIn to communicate with people who are already in your network. You can also use it to find and connect with potential mentors.

This is often the best approach when seeking a mentor in a specific field. 

For example, if you’re seeking a mentor with experience in master data management, LinkedIn allows you to quickly search this keyword.

Conversely, if you ask your family and friends if they know anything about this topic, you may find yourself spinning your wheels.  

 

3. Ask for a Referral

A family member, friend, or co-worker may not be a good fit as a mentor. But as you share what you’re looking for, one of these people may be able to provide a referral.

Don’t be shy about asking people in your life to assist you. Let them know what you’re looking for in a mentor and how you wish to proceed. 

It never hurts to ask someone close to you for a referral. This could be the connection you need to strike up a relationship with a mentor. 

 

4. Online Mentorship Networks

Online mentoring networks are exactly what they sound like. These platforms give you access to people who are open to mentoring others. 

To get the most out of these platforms, compare a handful of them with a focus on features, pros, and cons. That will help you narrow your options, allowing you to spend your time on the actual search. 

 

5. Industry Meetups

The more time you spend at industry meetups, the more your network will grow. And as that happens, you’ll come to realize that there are people who want to learn more about you and your goals.

Don’t attend industry meetups with the sole goal of finding a mentor. Instead, do so with the idea that you want to make personal connections with as many people as possible. 

After each meetup, double back with anyone you met to continue your conversation. You can do this via phone, email, and/or social media.


Frequently Asked Questions

You’re likely to have questions during your search for a mentor. While this can slow you down, it also helps you better understand what type of person you want to connect with. 

Here are some frequently asked questions to address today:

 

  • Why are you seeking the assistance of a mentor?
  • What do you hope a mentor can do for you?
  • How will you make it easy for your mentor to assist you?
  • Is it important to you that your mentor resides in your local area?
  • Are you seeking a mentor in a specific industry? 

 

Final Thoughts

As you can see, there’s no shortage of ways to find a mentor. With the right strategy and an open mind, it won’t be long before you have a mentor on your side who can help you reach all your business-related goals.

Global Greatness for Leading Coaches

Woman leading a business meeting with 5 employees at a conference table

Building a global coaching network is no easy thing, and yet it has born enormous fruit and success for the team at Global Coach Group since it was first founded. Today, the firm has two main business lines and has achieved the title of Best Global Leadership Coach Training Provider – 2021 in the latest issue of Corporate Vision Magazine. To find out more about the firm’s business and how it has become the best global leadership coach training provider this year, we profiled the company.

Serving multinational companies, organizations, and individuals alike, Global Coach Group offers leadership coaching services that bring the skills and techniques necessary to be the best leader you can possibly be. For individual leaders, the firm helps them with their personal growth into becoming a better leader and supporting them in improving their professional performance through making more of an impact as a leader within their organization.

The firm serves coaches with training and certification in International Coaching Federation (ICF) accredited leadership coaching certification programs. As a truly global leadership coaching organization, Global Coach Group integrates its coaching with innovative technology services for an increasingly digital and modern world. The changes in technology over the last few years have not only changed coaching, leadership development, and organizational learning but it has also changed how professionals lead and interact with their teams and co-workers. 

At Global Coach Group, the firm enables professionals to lead for good in the era of digitalization. The coaching provided gives companies and organizations clear visibility over what and how much their leaders are improving along with a clear coaching ROI, and the certifications provide coaches with all the training, coaching resources, tools, and technologies they need to support leaders in reaching their next level of professional performance.

With experience in a wide range of industries and organizational levels across the world, Global Coach Group’s global network of 3,500+ certified coaches skillfully apply the firm’s highly effective, yet bespoke coaching process, across many languages, geographies, and cultures. With a staggering 95% success rate, global CEOs down to high potential leaders have reached their next levels of their leadership in today’s volatile and uncertain world with the support of Global Coach Group coaches. In particular, the work of the leadership coaching certification business that the firm provides is the award-winning aspect that helps coaches to support individuals and organizations alike navigate the uncertainty of the world as it is today. Global Coach Group provides leadership coaching services to multinational companies, organizations, and individuals through its certified coaches. 

Once a coach is fully trained and certified with Global Coach Group, they are eligible to coach leaders on the firm’s digital coaching platform. This is a win-win scenario for all sides. For leaders and organizations, this guarantees consistent quality that comes with all coaches being trained and certified in-house in a coaching process that guarantees measurable results. And for coaches, they are given the opportunity to deliver life-changing coaching to transform good leaders into great leaders.

There are several unique value propositions for coaches that want to be a part of what Global Coach Group is building, and they are Best Coaches, Best Coaching, and Best Results. With Global Coach Group’s Coach Certifications, coaches are a part of an elite network of coaches that deliver guaranteed success with the proven coaching process, focus more of their time on coaching itself due to the firm’s own innovative platform, and coach more leaders by coaching the firm’s multinational clients along with their own personal clients. This is what separates the firm’s Coach Certification Programs from other coach training and certifications out there, and the idea of Best Coaches, Best Coaching, and Best Results is attractive for so many reasons to so many people. For instance, take the Best Results element of the certifications. 

Coaches implement a proven yet bespoke process that addresses the specific challenges & individual needs of leaders. Plus, with exclusive use of the firm’s digital coaching platform coaches are able to maximize their reach and coach leaders around the world. Wherever, whenever. In tandem, the coaching process delivered on the coaching platform gives leaders and organizations alike insights and measurable outcomes to celebrate their success. All certified Global Leadership Coaches get exclusive access to the firm’s innovative coaching platform. The platform streamlines the entire coaching process by removing nearly all time-consuming work before and after coaching sessions for both the coach and the leader. 

By removing this time-consuming work, more time can be spent with the coach focusing on doing what they do best: coaching leaders to maximise their potential. At the end of the day, coaching clients look for one thing, and that’s measurable results. Global Coach Group’s proven process has consistently delivered measurable results for leaders and organizations worldwide, with 95% of leaders who have been coached through the firm’s processes reporting measurable growth as perceived by those around them. More impact is felt by leaders, organizations, and companies around the world, and in collaboration with more time coaching and coaching more leaders, makes for a powerful combination.

Everything that Global Coach Group does is focused on people, whether they be the leaders and organizations that benefit from growth and improved performance or the coaches that the firm is training and certifying. The firm operates with an ethos of Lead for Good, a mission that is formed from a passion for changing the world of leadership. Global Coach Group practices what it preaches, offering a coaching culture within the organization that supports employees to learn new skills and become greater assets to the future of leadership. By building people up to reach their full potential, the Lead for Good mission that Global Coach Group is on certainly delivers success in big ways for its staff and its clients alike. All employees share this vision for themselves, being Good for People, Good for Progress, and Good for Permanence, which is a key part of Lead for Good.

However, for all the success that Global Coach Group has experienced over the last few years, there have also been challenges. In particular, the most recent and prevalent challenge has come in the form of COVID-19, and the worldwide pandemic status of the virus. When COVID-19 struck, the firm could immediately sense that the world had changed. It was certain that this change would sweep across its industry like a wildfire, and it certainly did, especially when the firm saw the way that coaching delivery had been changed forever. Global Coach Group realised that if it wanted to support leaders to thrive, not simply survive, then it would need to change the way coaching was delivered. In other words, embrace the fact that digital is the new normal, especially given that much of the world was working remotely due to COVID-19.

So, that is what Global Coach Group did; it changed the way it delivered coaching and made things better for a digital era. By combining its coaching methodology with innovative technology, coaches can now support leaders in times such as these, when they need to support the most. Instead of coaches being labelled non-essential visitors, the coaching technology assures coaches that they can continue to deliver value to leaders without being there in-person. This adaptation has positioned Global Coach Group perfectly to address the changing leadership development needs that Fortune500 clients and other multinationals have. These are changes that would have come eventually, and Global Coach Group can now look forward to an exciting future at the next level of coaching evolution.

Looking to the future, Global Coach Group has one, simple goal; to change the world of leadership, one leader at a time. This mission is supported by a network of certified coaches all over the world, who are committed to delivering life-changing coaching to leaders and organizations everywhere. With the potential for global scaling and further growth enabled by the firm’s innovative platform, there is plenty to admire here. Global Coach Group is an outstanding global leadership coaching organization, and one that has perfectly adapted to the needs of the modern world as it has been affected by COVID-19. It is fully deserving of this recognition, and there is sure to be more success on the way for the business.

For business enquiries contact Will Linssen, CEO of Global Coach Group via www.globalcoachgroup.com

Outsourcing Your HR: How It Can Benefit Your Small Business in 2021

Outsourcing Your HR

When people start up a new company it can be both exciting and challenging; there are so many new things to learn and to put in place. Whilst companies are keen to focus on providing their goods and services, many are held back by their admin and paperwork.

One major area is the HR function. It covers everything from recruitment to staff benefits and salaries. The bigger the company grows, the more time will be required to oversee it. As a result, more and more people are outsourcing this area to external HR companies. We will now discuss some of the reasons why this might be a good idea for your business.  

Assistance With Recruitment

It’s possible for specialist third parties to advertise the vacancies and to assist with the interviews. They can also perform the necessary background checks and oversee the probationary periods for the successful candidates.

You can also take on additional HR support for small businesses. Providers such as Spencers Solicitors can offer a range of services, including the creation of employment contracts, help arranging interviews, background checks and more. Third parties such as these can use their expertise to incorporate such things as maternity/paternity leave or grievance/disciplinary policies within the wording.

A Pool Of Resource

If a company employs its own HR staff, time needs to be spent on the induction and ongoing training. Should a person leave, the whole process has to repeat itself. The benefit of using external HR specialists is that they can provide a whole team of qualified workers, many of whom specialise in different areas.

Every employee will bring different needs to their company. As the number of staff increases, so will the complexity of the HR function. When CIPD qualified professionals are gained through outsourcing, they are best placed to cover every area.

Maintaining Compliance

When aspects of employment are externally regulated, it can be a real challenge to manage. Legislation can affect a wide range of factors, from working hours to minimum wages, and from health and safety to paternity leave. If small businesses don’t stay abreast of all the changes, they can be penalised.

When outsourcing is achieved, it’s easier to stay compliant. The third parties will be familiar with the law, including any recent changes. Should a business be externally audited, the process can become far less stressful as a result.


An Extra Contact Point

Once the work has been outsourced, employees can contact the external company directly with their HR queries. They could be regarding anything from holiday requests to questions about salaries and expenses. In turn, this frees up the small business to focus on its business plans and daily duties.


An Objective Voice  

The HR company can make its own assessment of your business needs. It can also comment on sensitive matters like staff discipline or restructures and redundancies. Because they are objective on such issues, staff will be less likely to feel targeted or victimised.

It’s advisable to find a quality HR provider and to stick with them. The longer they work for you, the more valuable their input will become.

 

 

4 Essential Qualities For Chief Strategy Officers

CSO

The role of chief strategy officer is new in the business world. It has been growing increasingly popular over the years as companies, large and small, continue to realize the value of having a member of the management team who is primarily planning for the business future and looking for ways to make a profit while maintaining sustainable operations. 

The CSOs are critical personnel in the company because they look at long-term goals and work on how the business will grow more in the future. This article will help you learn more about the chief strategy officer job description and the position’s essential roles. 

 

What Does A Chief Strategy Officer Do?

A chief strategy officer is an executive officer responsible for helping the chief executive decide on the company’s strategy and operations. This individual must understand the strengths and weaknesses of the company and how to leverage those strengths and use them to the best effect. They also analyze the company’s financial statements and spend time trying to make decisions that will benefit the company in the long term.

A chief strategy officer helps the company strategically plan for the future, designs strategies for execution, develops plans for achieving those strategies, and brings those plans to the senior management’s attention. The strategic planning process starts with a comprehensive and strategic analysis. This analysis may look at a company’s products and services, competitive landscape, market trends, and customer preferences.

Once the analysis is complete, the plan can be implemented. The plan implementation will involve identifying a designated team of employees responsible for implementing the plan. There may also be a need to hire outside consultants or an organization specializing in plan implementation. This is when it’s time to train the team that will be working on implementing the plan.

Chief strategy officers also play an essential role when it comes to implementing strategies. They help build the organizational culture that’s necessary for a business to implement strategies effectively. They also build relationships among the different parts of the organization. This allows the company to coordinate efforts across the different parts of the operation successfully.

 

What Qualities Should A Chief Strategy Offer Have?

What are the qualities of a chief strategy officer? Here are some:

 

1. Vision And Understanding Of The Business

One of the primary essential qualities for a chief executive officer is vision or the ability to visualize the result the company is heading to. The CSO needs to be able to envision and put into place the company’s future while making sure that all other people involved in the company are adequately motivated and focused on achieving the same result. This is an essential skill because it allows the CSO to delegate responsibilities and tasks that may prove too difficult or otherwise unnecessary for him or her to accomplish alone. 

To have a clear vision of the company goals, chief strategy officers should also understand how the business processes work. This is important because they should strategize how to optimize the business operations to get more revenue. 

 

2. Delegates To And Manages People

Another essential quality of a CSO is the ability to delegate and manage employees. The CSO’s job will often place a great deal of emphasis on how much time is spent working on other tasks while keeping an eye on the strategic plan. However, CSOs can’t do everything all at once. They need to delegate some of the tasks within their team to produce results and run their department efficiently. 

 

3. Creativity

Another critical quality of a chief strategy officer is being able to think creatively. This doesn’t mean that true CSOs have to come up with the next, greatest-ever idea, but it does mean that they should come up with ideas for new ways to approach the company’s mission and goals. This should not be done on a whim or as a result of a magic formula. 

Instead, a good CSO understands the importance of planning. A CSO should be creative because they know how to plan for their goals and find creative ways to achieve them by using minimum resources without compromising their products. They should also have innovative thinking and are open to suggestions from other people in their team. 

 

4. Good Communication Skills

The fourth quality is the ability to communicate effectively with others in the company. The CSOs should effectively work with other departments to ensure that everyone is working toward the same goal. Having good oral communication skills is critical in conveying their message efficiently to other managers and employees in the company.

This includes, but is not limited to, internal meetings, team meetings, and conferences. When CSOs aren’t able to effectively communicate with others, problems can’t be solved, and solutions won’t be implemented. Effective communication is necessary if the company expects to run as efficiently as possible.

The CSOs should also have good written communication skills. They should be able to communicate their vision and plans for the company. One way to do this is through written communication such as emails, letters, and memos. However, formal written communication such as a memo, letter, report, or statement in a board meeting is preferable because it provides more detailed information and can then be used as leverage for change. 

 

Summary

To be effective in this position, chief strategy officers must understand how business works and how people interact. They must develop strong leadership skills, be highly skilled in negotiations, and have a comprehensive understanding of marketing and corporate communications. They must be willing to put their recommendations on the table as they communicate the strategy to the company’s senior management. If you’re considering a career in this field, some educational programs and certifications can help you obtain your credentials. 

Chief strategy officers are an essential part of the management team. They’re responsible for looking at the bigger picture and strategically securing success by planning how the business can grow for more years. By striving to master the qualities mentioned here, it’s only a matter of time before you can become the finest chief strategy officer you can ever be.

Leading The Way In Leadership Coaching

Public Speaker

As the President of The Commonwealth of Independent States Speakers Association (CISSA), there is much to be expected from someone as exceptional as Radislav Gandapas. Yet, he lives up to all expectations, delivering work that has earned him the title of Most Outstanding Leadership Coach 2021 – Russia in this month’s issue of Corporate Vision Magazine. We take a closer look at what Mr Gandapas has to offer his clients, as well as his role as President of CISSA, to unearth what makes him such a worthy winner of this title.

From an early age, Mr Radislav Gandapas decided that, when he grew up, he wanted to become a pilot like his father before him. Delighted and thrilled by the prospect of a future in the aviation industry, his father encouraged him all the way and pushed Mr Gandapas to spend countless hours spent hanging upside down from monkey bars, jumping over fire, and spinning around on all kinds of flight simulators. Slowly but surely, with experience and time, Mr Gandapas eventually become more and more fearless about the prospect of a life as a pilot like his father. At least, that was what he thought. As he learned the trade and the skills necessary, his parents then asked him to stand up and share a few words in front of a group of their friends. Fear returned, and Mr Gandapas found himself struck by paralysing anxiety. Muted by this fear, Mr Gandapas could hardly move his mouth, let alone form words.

How then, to overcome this fear? Well, the answer presented itself in the form of the same way that Mr Gandapas strived to become a pilot: practice and training. Since then, Mr Gandapas has invested a great many hours in and around the subject of public speaking. Having devoted so much time to it, he was able to learn tips, tricks, techniques, and methods of making public speaking into a skill and a strength that would never get the better of him again. So great was the level of dedication that Mr Gandapas gave to public speaking, that it has now become a centrepiece of his life’s work. Building on the platform of learning that he generated about public speaking, Mr Gandapas has delved very deeply indeed into the parallel sphere of leadership.

Both public speaking and leadership share many similar traits, and the two often go hand-in-hand for leaders around the world. Whether it be delivering a company meeting, or speaking to thousands at a major conference, the necessity for leaders to be good public speakers is evident every single day. For Mr Gandapas, he noticed this connection and has dedicated himself to the publication of books, audiobooks, and video all around the topics of both leadership and public speaking. More than that, Mr Gandapas has also created workshops and training spaces for those that wish to develop their personal skill base. Fortunately, his work on these matters has not gone unnoticed in the world today. Mr Gandapas has been voted the Best Coach in Russia on three separate occasions, with one of his books also achieving the coveted accolade of being declared the best Russian business book of 2013.

Since taking on the role of President of CISSA and becoming a motivated and outstanding leadership coach, Radislav Gandapas has achieved a great many things in his professional career. As a speaker, author, and coach, Mr Gandapas continually seeks to provide both his clients and colleagues with a space for them to grow, collaborate, and flourish in whatever industry or sector they so choose. At the core of the service that Mr Gandapas provides is the desire to always be professional, add value to his clients’ lives, and help others succeed in their chosen field. What makes him so successful in this pursuit to better others’ lives is the fact that he has access to a wide network of clients through his role as President of CISSA. The association functions well due to the ongoing excellence of its members, of which Mr Gandapas is a key part. With genuine service provided and offered by every member, the clients that benefit from the services are made to feel like they have worked with the very best. In essence, the CISSA is a place where the best of the best come together, and are led by the very best.

Mr Gandapas has risen throughout his professional career to become the number one personal growth guru in the CISSA. Now, he is in a place where he is able to influence the lives of so many other professionals and their clients, both directly and indirectly. Directly, Mr Gandapas works with speakers, coaches, industry professionals, and anyone who wants to learn more about how to lead. As a direct result of those interactions, the indirect influences are then made on clients and customers of those whom Mr Gandapas has spent time coaching and investing in. Everything that Mr Gandapas does is based on a culture that is centred on a commitment to constant growth, and to delivering excellence. Ensuring that everyone has a chance to become the leader they want to be is imperative, and that is what this outstanding coach and leader has dedicated his life to.

Honoured with what he has been blessed to achieve to date, Mr Gandapas is fully dedicated to achieving more and doing even more for his clients, and their customers, despite the fact that the speaker industry has been hit hard by the shutting down of live events. Online growth has massively increased in market size, but there is room for improvement everywhere. Both directly and indirectly, this outstanding leader is changing lives for the better through the power of leadership and public speaking. By giving more leaders the skills necessary to make the most out of their platform, the world is now a stage where more people than ever before can have an opinion and share it. Brilliant individuals exists everywhere around the world, and CISSA is a place in Russia that tries to bring together some of those under the guidance and wisdom of Mr Gandapas. His success is very much deserved, and his future remains brighter than ever before.

For more information, please contact Radislav Ganadapas at www.radislavgandapas.com/eng

4 Important Benefits for Your Remote Employees

4 Important Benefits for Your Remote Employees

Remote work is no longer a trend or a fad considering that many businesses and industries have fully or partially embraced it. With massive advancements in technology, employees can now work from almost anywhere. However, remote work is different from working in an office and this is why remote workers are often left behind in a few areas, one of them being the benefits they get. Fringe benefits have always been offered to remote employees but as more remote employees start demanding better benefits, businesses have to rethink what they offer. Here are some benefits companies can offer remote employees, whether they work from home or elsewhere.

Insurance Plans

Many businesses have insurance plans for their employees. The problem is that, in many cases, these benefits do not extend to remote employees. Life and health insurance are expensive and expecting employees to cater for one or both of these themselves can put a huge burden on them.

Responsible employers are taking note and are starting to offer insurance plans as part of their employee benefits plans. Companies that cannot do this can make arrangements with insurance companies to provide subsidised health and life insurance rates for their remote employees.

Health and Wellness Benefits

An employee benefits programme that does not include some aspect of health and wellness feels incomplete. Remote workers’ health needs are a lot different from those of in-office workers and this is why health and wellness benefits are a lot more important for them. Since many of them work in isolation, ensuring their physical and mental health is in top shape is important for any business that hires remote employees considering that these businesses would not be successful without them.

Offering health and wellness benefits is also a great way to attract and retain some of the best remote talent. However, managing all these benefits can become complicated very quickly. This is why businesses and their HR departments are turning to employee benefits software. To implement such a solution for your business, try Zest’s flexible benefits platform.  This is an employee benefits software that makes it easy for employees to engage with their benefits anywhere they may be in the world. A platform likes Zest’s also makes it easy for businesses to inform their employees about new additions to their benefits schemes by allowing them to communicate through the platform.

Workstation and Equipment Support

Although remote employees require proper equipment to do their jobs, ensuring they have adequate setups and proper equipment can be quite expensive for many of them. Employers can achieve a few things by extending workstation and equipment support.

First, doing so can make their employees feel valued, which can increase motivation and productivity. Second, they can save their employees any time they would waste tinkering with their current workstations to ensure it works as it is supposed to. Third, by providing the best equipment, employers can ensure the work their employees produce is of the highest quality due to the new workstations and because they will be more focused on work instead of the tools that they use to complete it.

Learning Opportunities

As the world changes, employees are required to keep learning so they can keep up. When employers allow employees to continue learning while working, the employees might feel obliged to do better work or remain loyal to the company.

With the availability of online courses, there is no reason why employers cannot make the necessary arrangements for their remote employees to take the courses they would like to or learn new skills even as they continue working.

One of the things employers might have noticed is that the benefits afforded to remote employees are different from those extended to other employees. This is because their needs are different. However, offering these benefits makes for better remote employees which can massively benefit all businesses that offer them.

Inspiring the Next Engineers: Building Beneath the Waves

Engineer

One of the most difficult questions we are ever asked is what career we would like to pursue. Where do we see ourselves in five years’ time? For those of us who do have an answer, there are a whole spectrum of routes available to us. For example, you may dream of becoming an engineer, but in what speciality?

There may even be routes you hadn’t thought of before. So, whether you have your mind set on becoming an engineer and want to know what options are available, or you are about to make some key academic decisions for your future employment, we’re here to help. Here, we’ve teamed up with SMD, the world’s largest independent designer and manufacturer of work class and specialist subsea remotely operated vehicles. We caught up with some of their engineers to find out how they built their careers, and what advice they would give those who are just setting out.

 

Graduating into a career

Austin Phillips is a graduate mechanical engineer at SMD. He notes that the graduate path is a great place to start as an engineer, as you get a feel for various areas of the business, from customer interaction to design. For example, while Austin is currently working in the services department on an upgrade job, he recently worked on a repair job for a part that broke down in the field. He was tasked with redesigning the part to strengthen it up.

So, how did Austin achieve this, and what advice would he give to people looking to set a good foundation for a career upon graduating?

“I personally didn’t know too much about the industry when I graduated,” Austin admits. “I had a few jobs after graduating before I came to SMD. So, for anyone looking at getting into subsea engineering, I’d definitely recommend reading up on it as much as you can to get an idea of the products and clients in this sector.”

It’s certainly been worth the work too, as Austin describes the sense of achievement and pride he gets when seeing something he designs “come to life” on the shop floor.

 

Motivation for a future as a principal engineer

For those that decide to get into engineering as a career, like Austin has, what’s waiting at the top?

As a principal engineer at SMD, Richard Purdy is required to manage a team of draftsmen and engineers to make sure their workloads are balanced correctly. He also deals with any issues around people management during any given project, as well as checking and approving engineering designs and drawings. Richard also deals with technical reviews throughout the day — so it’s certainly a lot of responsibility.

Plus, Richard also helps new starters and graduates find their feet as engineers and push them on to the next level of their careers. With so much going on in his role, we asked Richard what the most exciting part of working on subsea components and devices is.

“The best part for me is having the ability to take something from a blank piece of paper and see it through to the end, putting it on the back of a ship and then down to work underwater,” Richard explains. “There are not very many jobs still out there that you can do that in terms of the timescales, to see it from the very start at concept to actually seeing it working. A lot of engineering roles you just see the design, you don’t get to see the manufacturing of it. So, for me, that’s the best bit.”

And what about advice for aspiring engineers, especially those looking at a career in subsea components?

“I actually studied agricultural engineering,” Richard continues. “So, I got an interview based around my background in agricultural engineering. Engineering is engineering. It’s the application that changes, the fundamental principles of mechanical engineering stay the same whether it’s subsea vehicles or combine harvesters!”

 

Aspiring engineers take note — whatever your current field of study within engineering, there is certainly a unique scope to diversify into other sectors within the field of engineering! If you like the idea of not only designing parts and components, but seeing them be built, tested, and put to work in real-time, subsea engineering could be the hidden gem of a career path that you’ve been looking for.

Top 5 Best Teaching Tools

teaching

Teachers, students, and businesses need teaching tools to broaden their knowledge, present ideas, collaborate with team members, and conduct meetings. Teaching tools come in traditional and modern methods, and the right combination can take learning to a higher level. But, what are the best teaching tools people can take advantage of nowadays? 

Below, learn the best teachings tools that can help you achieve your learning goals in this day and age.  

1. Online Whiteboard

Online whiteboard applications are used in online classes, which start with an infinite canvas without borders. Using an online whiteboard is an interactive way to collaborate with students for virtual teaching and work purposes. 

Whiteboard collaboration software programs are used in remote teaching, remote meetings, virtual study sessions, workflows, brainstorming, leaderboards, sales presentations, mind maps, and project management. 

Here are the good-to-know things about online whiteboards: 

  • Pen Tools: Paint programs are commonly used pen tools for freehand drawing. Online whiteboard software can recognize shapes and straighten lines.  
  • Widgets: They are standard tools used for online whiteboards. Some examples include arrows, post-it notes, sticky notes, stickers, and highlights.  
  • Notes: This whiteboard feature allows team members to communicate properly with each other.  
  • Media: Online whiteboard users can add media, such as photos, videos, and even audio tracks. You can also upload documents inside the whiteboard. 
  • Integrations: Online whiteboard platforms use plugins and integrations for added functionality, allowing the publishing of whiteboards to WordPress and video chatting apps, such as Skype. 

 

2. Google Docs 

Google Docs makes for a versatile digital tool for teachers. It helps teachers build and maintain a collaborative classroom. The best features that make Google Docs useful for teaching include a spreadsheet, presentation editor, and online word processor. Teachers and students can use Google Docs to collaborate on projects, blogs, assignments, and newsletters, as well as promote teamwork in workplaces. 

Check the following advantages of using Google Docs: 

  • Free 
  • Very accessible 
  • Generous storage  

 

3. Online Video Teaching Tools  

Educational technology is rapidly growing, which makes video teaching tools more helpful than ever. Video learning tools help students think creatively and express their insights and opinions verbally. These tools can help students overcome the fear and anxiety associated with public speaking. 

The different types of online video editing tools include the following: 

  • Live Lecture Videos: Teachers can send recorded lectures to students using online live lecture videos, allowing students to pause and watch the videos again for better understanding. Recorded lectures are shareable, allowing students to take the lesson based on their learning needs and pace. 
  • Mini Screen Recording Videos: It’s a popular way to create videos that involve screen recording, recording with or without audio, and anything that appears on the screen. Teachers can create mini-lectures via over-the-screen narration using browser-based video tools. This way, teachers can create screen recordings for hard-to-grasp topics that they can share with students instantly. 
  • Video Presentations: Increase engagement with students through video presentations, promoting effective communication and presentation skills. Students can take these skills as they eventually work when they become adults. Teachers can ask students to create a video presentation to gauge learning instead of traditional quizzes or exams.  
  • Video Assignments: Students can do their assignments through videos, immersing themselves naturally and deeply in a particular concept. Teachers can ask students to create video versions, like spoken essays, of the things they learned.

 

4. Electronic Learning 

Electronic learning (eLearning) provides learners with a rich learning experience. This learning tool uses software that makes digital learning possible, which is an important aspect of corporate training. eLearning is rapidly becoming increasingly popular both in education and business settings.

Take a look at the benefits of eLearning:  

  • Speeds Up Employee Training: Embracing eLearning can reduce employee training time. Learning is faster and easier because employees can access the material anytime and anywhere. In addition, learners can set their own training pace whenever they have free time. 
  • Reduces Costs: Many companies are switching to eLearning because in-house training can be very expensive. On the other hand, the use of eLearning training software is not cost-effective. Also, it enables employees to comfortably train at home, translating to lower travel and training costs.  
  • Maximizes Knowledge Retention: With eLearning, it increases knowledge retention rate because it’s more engaging than traditional classroom learning. Employees can create interactive content and learning multimedia to improve employee skills and performance. Teachers and students can also use eLearning and have fun answering interactive quizzes and other activities for an effective learning environment.  
  • Increases Productivity: Employees can use eLearning to learn at home while focusing on work tasks in the office. It promotes better workplace performance and greater efficiency because learners can revisit the information whenever they need it. 
  • Better Collaboration: It provides useful collaboration and communication tools, essential for building a collaborative workforce. Real-time collaboration can help identify a learner’s strengths and weaknesses in order to fill in skill gaps.

 

5. Communication Apps 

Now more than ever, learning becomes more challenging because of the current pandemic the world is facing at the moment. It’s a good thing that digital technology offers different teaching tools to make home learning possible, such as communication apps.  

Communication apps aren’t just used for reaching loved ones in faraway cities and abroad. They can be used for learning purposes, too. Popularly downloaded communication apps play a vital role in learning. These apps usually have screen sharing capabilities, as well as video conferencing, chat messaging, and file sharing features. Communications apps are most sought because of the following reasons: 

  • Free 
  • Easy to download and use 
  • Mobile-friendly

 

Conclusion 

The best teaching tools teachers and workers can use nowadays include an online whiteboard, including features and benefits for the positive digital learning experience.

For one, Google Docs is a free teaching tool that teachers and students can use to present topics and concepts.  Online video teaching tools are also available, which are great for creating interactive and immersive learning environments. On the other hand, electronic learning or eLearning software programs enable digital learning to be more comprehensive and fast-paced by using special graphics, images, audio, and other helpful features. Communication apps also play an essential role in digital learning. 

5 ways to deal with troublesome colleagues in the workplace

If we were to go by what Hollywood films tell us, bad work colleagues would be incredibly easy to spot all the time. Sabotaging your presentations, stealing your food, or in some cases, just upright badmouthing you in front of your face. But, for better or worse, the real workplace will never be that black and white. Bad work colleagues come in all shapes and sizes, and work and act in many ways. It’s inevitable that at some time in your career you’ll encounter people you won’t  get along or agree with, and how you react to them will, in some way or another, affect how people will eventually view you and how professional you are. It’s a tough balancing act to get right – you don’t want to be seen as a pushover or gossip, but you also don’t want to have to dread going into work every day (well, at least not because of someone you don’t like).

Here GearHungry’s Resident Career Advisor Charlotte Moore breaks down 5 ways to deal with a co-worker you just never seem to see eye to eye with. ‘How is it possible to work with someone who no matter what you do seems to take everything the wrong way, or worse, outright pushes your buttons? The first thing I always suggest to people is to remember that no one’s perfect, and that we all have our faults when working. Before attempting to resolve the issue, always ask yourself first ‘is it them or me?’ or sit down with someone you trust at work and go over the situation, asking for their honest opinion. Try to see it from their point of view. Are they nagging you about your work rate, or have you repeatedly been late with your projects over the last few months?’

‘In most cases, it is usefully a mix of two people with crossed wires, rubbing each other up the wrong way. It is possible in these situations to avoid each other and let things settle down. Unfortunately, sometimes the tension never seems to resolve itself, and in these circumstances, it is best to take positive action. Below are 5 tips to help you conquer those troublesome colleagues.’

Identify the issue

We all dislike someone in our lives, from people we have close contact with, to famous people on the television. But for many, it is hard to pinpoint the exact moment you started to find a person annoying. ‘Humans are petty, and when we work in a place, we’re not happy in that pettiness can increase to a point that there’s no logic behind it. Because of this, the smallest irritations can send us off into a rage. Try to pinpoint exactly the moment you started to clash with someone at work, and determine if it really is a big deal, or something that has mutated over time. If it is something small, like breaking your favourite mug or criticizing a project of yours, then the likelihood is that relationship can be repaired. I’m not suggesting you’ll become the best of friends but finding the cause of the issue and resolving it can give closure to you and your grievances.’

‘Another thing to do is determine if the person you don’t get along with actually knows that there’s an issue. Do you have a problem, and they seemingly have no idea? Do you like them and for no reason they have a problem with you? Or do you both outright dislike each other? In all of these cases, dealing with the issue is normally the same, but it’s vital to work out where the issue lies before trying to fix it’.

Put the gossiping on hold

Gossiping to a friend at work can seem harmless, but as Charlotte explains, it can quickly turn nasty. ‘We all gossip, it’s a fact of life, and gentle complaining has been proven to be good for moral in the workplace. But there’s such a thing as ‘blowing off too much steam’ with a colleague. Ranting about work is an important and natural part of life but it should be kept in check, and it’s necessary to know if there’s a line that’s been crossed. If not kept under control, complaining at work can turn an already negative and toxic workplace into a hostile one, leaving you focused on the bad qualities and blind to the good ones. If you feel a conversation is becoming negative put a stop to it by walking away, or changing the subject, and ask yourself after ‘do I feel positive or negative right now’ Most gossip sessions leave you in a negative mood, and you’ll carry that around for the rest of the day. Gossiping about a work colleague will also strengthen the divide between the two of you, as it helps build up the image of them you’ve created in your mind. If someone is late everyday it can be annoying, but if you complain about it 5 times to people, you’re convincing yourself that it’s a bigger issue than it actually is. Gossiping in the long run only hurts one person’s reputation – yours’.

Honesty is the best course of action

‘For many people the idea of confrontation can freak them out. Instead, they’ll either ignore the problem, make it worse by reacting to it, or fake smile their way through the tension. If your co-worker is doing something that upsets you, and you know specifically what that problem is, you should approach them and have a civil conversation about it. Cutting to the root of the problem as soon as possible before it reaches boiling point is best as the longer you leave it the harder it’ll be to correct. Be precise, reasonable and open to discussion. Remember, it’s a relationship, so be ready to hear feedback in return. Listen and talk over the issues you’ve both presented and work out how to resolve them in the future. You should also be able to gauge from this conversation if it’s actually a work issue or a personal issue – either way, agree to follow through with the outcome suggested.’

Surround yourself with goodness

‘Even after talking, resolving and problem solving, tricky co-workers can always rear their heads. Sometimes it’s inevitable that you just won’t get along with certain people you work with. Whether it’s a mild disliking, or outright hate from their side, one of the best things a worker can do is surround themselves with positive and happy people. Hopefully you’ve made a bond with at least one person you work with, and if not try to work on the relationships with people you consider good. Focusing on the positives is not only good for moral and relationships, it’s also good for your mental health. Remember, you’re spending at least 8 hours here a day, so you want to be comfortable in that environment’.

Asking them for help

‘Admittedly this can seem a bit weird to people, but it’s a proven technique that I’ve seen show many positive results over the years. Think of it a ridiculously cheap, and slightly weird, teambuilding exercise. Asking a colleague for help can kick start the relationship into action, showing both of you that you value the others opinion, and can work together. Approach them and ask their advice, or work with them on something that involves communication. Even if the results are not the ones you were looking for, focusing on work and not personal issues is the first step in moving on from your problems. In most cases, sticking to your work and reducing the time you both see each other is an effective way to overcome the fractured relationship, and hopefully after asking for help they’ll see that you’re just like everyone else there’.