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6 Lucrative Benefits Of Healthcare Mobile App Development

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In recent years there has been a massive expansion of technology in the healthcare market. One of the key areas of development is mobile apps. Mobile technology is incredibly versatile, and has a variety of uses in healthcare, such as patient monitoring or assistance in taking care of conditions.

As an app developer, there are several benefits to branching out into healthcare, and we’ve compiled six reasons as to why you should enter this new market.

1. Many Providers want to Digitise.

Following the recent Covid-19 pandemic, the benefits of having digital services were made more obvious than ever. With many patients unable to regularly visit a clinic, application-based medical services were sought out to bridge the gap. This has made mobile apps a staple of the healthcare industry, and many clinics are still looking to expand their selection of mobile apps that they can offer to their patients.

2. Both Patients and Providers need Apps.

Many aspects of the healthcare system can be easily digitised, creating markets for both healthcare patients and healthcare providers. Some apps can even target both groups, such as Electronic Health Record (or EHR) applications, which display a digital record of a patient’s medical history. A healthcare app developer could even create two versions of the same app, one with less medical jargon for patients, and one with more detailed information to benefit providers.

3. Easily Gather Customer Information and Feedback.

As a digital health app developer, you are in a unique position where gathering key information about your customer is part and parcel of your application. The user data provided from your app can be used as part of your development cycle to inform which features users depend on, and what health conditions you could support in future iterations. In addition, gathering customer feedback is quick and simple, as many customers will be invested in improving something key to their healthcare experience.

4. Select from Several Monetisation Options.

Healthcare mobile apps can be monetised in a variety of ways, and developers have the luxury of choosing one that works best for them. Patient focused apps can offer free and paid versions, or an ad-based application with a subscription option to remove ads as well as unlock extra features. For healthcare providers, you can offer a subscription model that covers usage for any of the provider’s patients and staff.

5. Cultivate a Dedicated Customer Base.

Mobile healthcare apps will quickly be integrated as part of a patients daily routine, quickly building customer loyalty in ways other application types can struggle to do.  In addition, you can build app engagement through reminder notifications, as well as notifications around any other relevant healthcare apps you are developing. If you develop a solid app that healthcare clients know they can trust with their data, many will be using your products for years to come from sheer force of habit alone.

6. Create a Product that can Save Lives.

Digital health app developers have fulfilling work in a way that few other app developers can claim to. Healthcare apps can make a world of difference to the patients they aid, transforming the way they can engage with the medical system, improving their quality of life and, in some cases, creating apps that can prevent patients from losing their lives. By developing healthcare apps, you can know you are changing the world for the most vulnerable members of society.

 

How These 6 Industries Can Benefit From Time Lapse Technology

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factory manufacturing

factory manufacturing

Time-lapse photography is a technique that allows you to capture a series of images over a long period. After that, you can play them back in a shorter period. The effect is mesmerizing, and people can watch a project or activity unfold in a matter of seconds. 

By looking at the sped-up versions of a video, it could cover months of activity in one smaller video clip. This technology is used in various industries to capture and monitor different processes. Many companies have started adopting new technology, like time-lapse photography, as part of their digital transformation.

Below, we’ll explore the benefits of time-lapse technology and how various industries can use it to their advantage:

1. Construction Industry.

The construction industry has been using time-lapse technology for a long time to monitor the progress of their projects. Time-lapse photography can capture the entire process of a construction project – from the first brick to the final touches. 

This technology can also help construction companies in the following ways: 

  • Visual Updates for Stakeholders: Investors clearly understand how the project is progressing. It could also help them envision the result better.
  • Boost Project Management: With the help of time-lapse images, construction companies can keep a closer eye on their projects, including stock management and usage or staff monitoring.
  • Be an Influential Marketing Tool: Potential customers can have an intimate view of the new development. In turn, this could create hype and improve sales or investments.

There may be many more benefits for this industry to discover. To learn more about construction time lapse, check out all available resources.

2. Film And Television Industry.

The film and television industry can use time-lapse technology to capture stunning natural world images. Imagine the beautiful sunrises and sunsets. Filmmakers use time-lapse photography to create exciting and engaging special effects. 

For example, it can show the movement of clouds, stars, and other celestial bodies, which would be difficult to capture with conventional photography. Furthermore, the industry benefits from this technology such as:

  • Drawing an audience into an experience rather than just one image.
  • Prompting viewers to share the visuals socially.
  • Condensing long processes into mere minutes.
  • Creating an innovative video promotion.

Time-lapse technology has revolutionized the film and television industry. Producers and artists can therefore live out their creativity on a whole new level.

3. Manufacturing Industry.

The manufacturing industry can use time-lapse technology to monitor the production process of their products. Time-lapse photography can capture the entire manufacturing process, from the raw materials to the finished product. 

Furthermore, it can help manufacturers to identify inefficiencies in their production process and improve their overall productivity. The aspects below are some of the reasons manufacturers now include time-lapse technology in their daily activities:

  • Reducing Costs: The technology allows manufacturers to reduce waste, improve worker efficiency, and produce higher-quality products.
  • Optimizing Supply Chain Functions: All aspects of service delivery could improve – from procurement to production to delivery. With time-lapse monitoring, the supply chain can optimize effectiveness by seeing the shortcomings and correcting them.
  • Encouraging Safer Work Environments: Inefficient practices show up on the time-lapse images so manufacturers can identify risks and develop better, safer processes.

As the technology improves, many other parts of the manufacturing operations could also benefit.

4. Agriculture Industry.

The agriculture industry can use time-lapse technology to monitor the growth of crops. It captures the entire growth cycle of a crop. All starting from the planting of the seeds up to the harvest. Moreover, farmers can identify any issues that may arise during the growth cycle, such as pests or diseases, and take appropriate action to mitigate them.

5. Tourism Industry.

The tourism industry can use time-lapse technology to showcase popular tourist destinations. Time-lapse photography can capture the entire day-to-night cycle of a tourist destination. Additionally, it can catch the breathtaking morning sun to the exotic evening lights. 

This technology can help promote the destination and attract more tourists by appealing to each step of their journey:

  1. Dreaming of their ideal getaway by watching time-lapse videos.
  2. Researching the best destinations and seeing all it offers in a short presentation.
  3. Booking the most comfortable accommodation after viewing every facet.
  4. Immersing themselves in the tourist attractions and experiences before actually arriving.
  5. Sharing their holiday with others through a comprehensive time-lapse video.

Instead of trying to remember all the fleeting moments, capture them as memories of a lifetime with this remarkable technological advancement.

6. Medical Industry.

The medical industry has implemented time-lapse technology to check on in-vitro fertilization (IVF) embryos. Previously, lab technicians had to monitor the progress manually by looking through a microscope.

Choosing the most viable embryos is crucial to the success of the procedure. Providing them with an optimal environment to increase and grow could be tedious to monitor unless time-lapse technology can do it for you. 

With imaging happening at regular intervals between five and fifteen minutes, the technology reduces the workload. Additionally, lab workers can enjoy a more flexible schedule to focus on other tasks.

To Conclude

Time-lapse technology undoubtedly revolutionized many industries. It can capture and monitor different processes, create stunning special effects, and promote products or destinations. Whatever the sector, time-lapse technology proves to be a game-changer.

 

10 Quick Tips For Better Email Negotiations

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by Cindy Watson, founder of Women on Purpose and author of “The Art of Feminine Negotiation: How to Get What You Want from the Boardroom to the Bedroom“

Negotiating by email is an unavoidable fact of life. In today’s world, technological interactions without traditional human connection are on the rise, and there are pros and cons to this mode of negotiation. It’s worth taking a look at the good, the bad, and the ugly of email negotiations.

Let’s start with the benefits of this mode of bargaining:

  • Email negotiations can save time, money, and the travel that’s required with face-to-face meetings.
  • Email reduces stress by allowing for delayed response times. With time on your side, you can contemplate and measure your response. The immediate reactions required in face-to-face and telephone negotiations can induce anxiety, making email negotiations a welcome relief.
  • Email’s slower response time can prevent knee-jerk, explosive outbursts or ill-considered quick deals.
  • Email tends to give the illusion of insulation, allowing people to ask questions that would be difficult to pose face-to-face. I’ve listed this as an advantage, although some people consider this a drawback.

Despite these benefits, it’s estimated that email negotiations end in an impasse half the time, and studies suggest less satisfaction with the process. Why is that?

Negotiating by email isn’t the same as face-to-face (or even telephone) negotiations. Ignore this simple fact at your peril. Email’s pitfalls include:

  • The potential for miscommunication. Body language, facial expressions, tone of voice, and touch are fundamental aspects of communicating in person, and they’re all missing in email negotiations.
  • Only the words on the screen appear; there’s no context or ability to gauge others’ reactions. This can be a significant handicap (both in understanding the other party and being understood yourself).
  • Email tends to elicit concise exchanges. People are less likely to build rapport. Instead, they get straight to business. This style can often come across as terse, rude, or confrontational.
  • There’s a higher likelihood of misreading someone’s tone. You’ve no doubt been at the giving or receiving end of this conundrum.
  • Some suggest there’s a greater tendency to bluff and outright lie in email communications. The screen offers a buffer that reduces accountability, empathy, and concern about the bargaining counterpart’s reaction.
  • Arguably, there’s less focus on mutual interests and more focus on positional bargaining.
  • It’s easier to say “no” to a computer screen than to someone in person.
  • Email agreements may not last. Parties may be more likely to back away from commitments they’ve made via email.
  • There’s a tendency to prepare less for email negotiations. When not properly prepared, people are more likely to make commitments they later regret and try to back away from.
  • Privacy concerns also raise their ugly heads in email negotiations. Controlling access to emails can be challenging. With blind copies and forwarding, this holds true both during and after discussions. This can inhibit open communication.

So how do you offset the risks posed by email bargaining? How can you find ways to establish connection and trust?

Here are 10 simple strategies to get started:

  1. Try to meet in person first. Meeting with someone before starting email negotiations allows you to observe nonverbal cues and gauge reactions to each other. And, as you do, you’ll build rapport and connection.
  2. Mix it up. Try to schedule phone calls or in-person meetings at some point during protracted email negotiations.
  3. Be human. Personalize the communications and add human emotion. Give the other party a sense of your personality, and try to elicit the same from them. Seek out common ground.
  4. Express your emotions. Don’t be afraid to express empathy, concern, or doubt while still projecting optimism about reaching a mutually satisfactory resolution.
  5. Make digital small talk. Share stories or anecdotes and ask about the other party’s personal circumstances when it’s appropriate. Make the exchanges mimic “real life.”
  6. Enhance your text. Consider supplementing your email communications with other media, such as images or videos.
  7. Make it personal. Use personalized greetings and sign-offs rather than being “all business.”
  8. Ask questions early. Ask questions early and often to avoid ambiguity. This also draws the other party into problem-solving mode.
  9. Don’t overreact. Words in an email may come across as rude, even when it’s not intended. Don’t overreact or respond in kind. Take a breath. Consider calling rather than emailing a response. Try to keep the atmosphere positive.
  10. Prepare. As always, be sure to prepare well in advance. Know your resistance point and your BATNA — your best alternative to a negotiated agreement—before going in. Consider your strategy and what tactics you may use.

Negotiating by email is here to stay, so it’s important to neutralize potential pitfalls and maximize your opportunity for success. Words alone are a powerful means of communication, as is evidenced by the many classic books that make us feel deeply and move us in profound ways. However, like those classics, finding the right words takes care and work. But mastering this skill is worth it.

 

cindy watson

Cindy Watson is the founder of Women on Purpose, a TEDx international speaker, and the award-winning author of the Wall Street Journal and USA Today bestseller “The Art of Feminine Negotiation: How to Get What You Want from the Boardroom to the Bedroom“. Learn more at ArtOfFeminineNegotiation.com.

 

Advice I Would Give My Younger Self When Starting My Business

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by Marta Hobbs, founder and teacher of SoulCare and author of “Unraveling: A Woman’s Search for Freedom and the Journey of Coming Home“

I was 25 when I started a Caribbean online travel company with my husband. Less than a decade later, I was the Founder and COO of a billion-dollar business with over 500 employees and multiple offices located throughout the United States. I was also a mother of two young children. We ran the company for fifteen years until we sold and retired – all before I turned 40.

The ride was fast, exciting, extremely rewarding and thankfully, highly successful. That doesn’t mean there weren’t many ups and downs and painful lessons learned along the journey. It was also stressful, hectic and chaotic. It took a lot of hard work, all our time, most of our energy along with a somewhat delusional belief that we could do anything if we put our minds to it. And a solid, steady trust in that belief.

What do I know now that I wish I knew twenty years ago?

It’s not financial strategies or return on investment advice. It’s not some brilliant marketing strategy and slick, glossy presentations to potential clients. It’s not anything to do with knowing my marketplace, studying the competition and the ability to change direction and adapt as an organization. It is not brilliant exit strategy, company org charts, a sound growth plan, efficient spend or a well-projected balanced budget. It is not knowing your product well, who your core client base is, where to find them and how to talk to them. It’s not even a beautiful, user-friendly and technologically advanced website. Yes, all of those are important. But it was all common sense to me – it came naturally as the business grew. What nobody talked to me about was investing in myself as a leader – that my overall personal well-being was directly reflected in the overall well-being of my business.

“How the leader goes – so does the company.
How the leader’s heart goes – so goes the leader.”

Three things I wish I knew two decades ago that I would like to share with you:

1. “You are not your job.” Your job is an extension of who you are.

Find yourself first, love yourself well and learn how to stay connected to your heart no matter what the external circumstances might be. Your business and your work are an overflow of the love, creativity and passion that is your spirit, your soul. Find it within you and know who you are at your core – then allow your job or your company to be the way you get to express it. Your identity is not what you do – it is who you are. A strong sense of identity and self-awareness is crucial to your success. Stay rooted in that.

2. “Slow down and be present.”

Stop multitasking. Take a breath. Stop running. Stop filling your schedule and constantly doing things. You miss life this way. If you are always on the run to the next appointment or the next big task – you are never present to the beauty of life and the love of the people around you. Nobody died and said, “I wish I attended more meetings.” Many have uttered “I wish I spent more time with family and loved ones” as they took their last breath. Be present where you are as often as possible. Practice this. Life is about the dance between DOING and BEING. Find your prefect balance. It will allow you to keep your health and wellbeing, maintain the quality of your relationships, and to enjoy your success rather than chase the next goal or target.

3. “Stop looking for validation outside of yourself. Find it within.”

If it comes from other people, your balance sheets, sales, followers, promotions at work, invitations to parties, how big your house is, how nice your car is or compliments from others – it will never be enough and it will never last. Look for it within. Give it to yourself. Find love for yourself, find acceptance for yourself, show up to life “already full” rather than looking for external things to fill up the “empty” within you. If you can feel valuable by yourself, to yourself and with yourself – it will pour out into everything else that you do. It all starts within. This is the only lasting way. Everything else is fleeting and leaves you wanting more which leads to endlessly chasing goals and pushing your employees too hard and ends in burnout. Come to your business healed, whole and worthy and then lead. See those qualities in others. Show them how to find them within themselves.

If you have a good business idea and are passionate about it – go for it. No dream is too big, and no desire is too much. You deserve it all and should absolutely pursue it. Life is what you make it, and I believe we all deserve extraordinary experiences – it is up to us to create them! Surround yourself with solid mentors and, above all, lead from your heart and a deep understanding of who you are at your core. Lead with love. I’m rooting for you!

 

Marta Hobbs

Marta Hobbs is founder and teacher of SoulCare – a spiritual practice to slow down the body, quiet the mind and reconnect with the soul. Marta now guides others toward healing, self-discovery and living a heart-centered and soul-led life. She is author of “Unraveling: A Woman’s Search for Freedom and the Journey of Coming Home“.

 

How To Create A Paperless Startup Office

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man tearing paper

man tearing paper

More companies see the convenience of going paperless as the corporate world delves deeper into the digital realm.

A few, however, may still be on the cusp of phasing into a more paperless environment. That may keep them from enjoying lower costs and decluttered office spaces.

Fortunately, your office can make the shift by utilizing digital tools that are very much available.

This article lists and discusses feasible ways your startup can go paperless:

Set Printing Restrictions.

One way to seamlessly transition into a paperless startup office is by setting up paper printing restrictions. You can minimize printing with your fax machine and use digital documents more.

That keeps you from stocking paperwork that eats up your shelf space, providing more leeway to efficiently store and organize your documents. It also lessens the need to do manual audits, which can be time-consuming.

You can start by limiting printing to essential documents and using digital files more often. Although it can seem challenging initially, having a clear mindset should keep you and your team members on track. 

Once you switch to a fully digital setup, you can dispose of your paper printers or keep them on hand if you need to print occasionally.

Remember that faxing remains an essential office practice in certain industries. For the best practices on efficient use and practical questions like ‘how to get a fax number,’ consult the experts today.

Use Cloud-Based Tools.

You can store your essential files in cloud storage as digital copies. That eliminates the need to keep your information on hard copies that occupy your office shelves. 

Authorized personnel can access digital files in a shared cloud storage and transfer copies into their hard drives without printing them, which is convenient.

Another great thing about cloud storage is that it provides an ideal place to back up all essential documents. It’s an easy way to secure data from theft and mishandling. 

Furthermore, cloud-based tools let you avoid possible data loss due to malfunctioning hardware drives. You can access documents as long as you have an internet connection.

Utilize Digital Notetaking.

Digital notetaking involves recording information on electronic platforms instead of paper. You can either type notes or use voice recording features. 

From there, you can use mind-mapping apps to create flow charts representing data more comprehensively. 

Digital notetaking is less high-concept or challenging than you think. You can use the tips below to make the process much easier for you:

  • Use bold text or subheadings to separate topics and sections.
  • Use short phrases in bullet point form for more concise and easy-to-read notes.
  • Focus on noting the essential details and cut out the fluff.
  • Organize your notes using folders and categories to access them later easily.
  • Section the messages according to dates, numbers, and names.

This form of notetaking is slightly nuanced from traditional notetaking. But it all represents the same thing—capturing essential details quickly. Keep these tips in mind to keep the task seamless.

Use Digital Signature Stamps.

Do you wish you didn’t have to manually print documents to set up signatures? 

Thanks to digital signature stamps, now you can.

Traditional document signing involves putting ink on actual paper, which requires printing and can be costly. Digital signatures let you bypass that.

Digital signature stamps are also as official as traditional signatures since they comply with various regulations, including the Uniform Electronics Transactions Act (UETA) and Electronic Signature in Global and National Commerce Act (ESIGN).

Use Electronic Billing And Invoicing Systems.

You can use an online billing system as part of your paperless startup. 

Try liaising with your bank to send you electronic paperless statements. You may get rewards from those that appreciate customers going online. This practice also eliminates the need for paper-based invoice bills, smoothening your billing processes.

Digital electronic billing and invoicing also save printing time and are more secure ways to transfer financial information. 

Consider using accounts payable automation (AP) software, as well. It provides numerous benefits that you can find helpful and complementary to your effort to create a paperless startup office. 

For example, besides helping you minimize your carbon footprint, using AP software to automate invoicing and billing can improve your accuracy, cash flow, and financial information security.

Is It Time To Make The Switch?

Going paperless in your startup office is a commendable way of minimizing paper usage and becoming sustainable from the start. 

But as appealing as this option seems, it helps to have the proper infrastructure, including digital devices and wireless internet connections. Now is a time as good as any to do it.

 

[Interview] Brian Smith, PhD, Founder Of IA Business Advisors 

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Daniel Goh
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Brian Smith

Brian Smith

Brian Smith is founder and senior managing partner of IA Business Advisors, a management consulting firm that has worked with more than 20,000 CEOs, entrepreneurs, managers and employees worldwide. Together with his daughter, Mary Griffin, he has authored his latest book in the “I” in Team series, “Positive Influence – Be the “I” in Team“, which shares how to become our best self with everyone we influence.

Smith recently shared insights on how to become aware of and use our positive influence.

Describe your professional background and how it led you to create IA Business Advisors.

My professional background had its own foundation; first, I was a soldier. That season of my life laid the foundation for an understanding about structure, policy, procedure, and teamwork. Growing up, I had always wanted to be an accountant and becoming a soldier actually fit well with that dream when I began working with numbers.

This path led me to succeed in the work that makes up my professional background. In the beginning, I implemented accounting and ERP systems and later dealt with change in the workplace as technology began to influence humans in both positive and negative ways.

Through my work in implementing systems, I became aware of how to resolve conflict between humans, technology, policy, and procedure, which has allowed me to be an amazing advisor for all the issues our clients bring.

Why is it important to define our individual influence?

First, it is our single greatest responsibility. Each of us began influencing the world before we were even born; the moment our parents learned of our conception, we influenced their lives and others. Our influence continues and grows through our thoughts, words, and actions. Our influence is one true constant we can count on.

When we define our influence, understand what influences us, and determine how we want to be perceived by others, it helps us become more mindful and aware of our very existence. Through this mindfulness, most will work to achieve positive thoughts, words, and actions to influence the future we’d like to make happen.

How can we better understand our individual biases and rise above them?

If you wish to better understand your biases, you will need to slow down and pay attention to your emotions and your intuition. This means you need to remain present and mindful. Additionally, you need to have situational awareness and listen to your internal dialogue to learn about yourself. You need to gain an understanding of the things you dislike or immediately challenge, and engage in an attempt to understand yourself and those feelings before you judge or react.

When you find that you harbor a bias, determine if you can locate the source of that bias — is it rooted in a memory or perhaps a cultural way of thinking? If you can’t determine where your bias stems from, it’s likely an unconscious bias and it will be more difficult to reconcile. However, if you can pinpoint a moment where your bias originated, you can gain awareness questioning more about what drove that moment and what has followed. Rising above bias is a conscious choice, but one that can only be made if you slow down and give yourself a chance to remain curious rather than judgmental.

How can anyone, no matter their professional level, constructively use their influence to improve their team?

Be S.M.A.R.T. (specific, measurable, attainable, realistic, and timely). It’s not just a goal management program; it’s a way to influence constructively and positively at every level. When you incorporate S.M.A.R.T. into your communication, delegation, task management, and more, you inherently slow down and gain more control of your influence.

How is transparency an important part of positive influence?

Transparent communication is paramount to our influence. To understand what direction is smart, to decide what it is measurable, to determine attainability, to plan from a realistic perspective, and to know if the outcome is timely, communication from all participants needs to be transparent. Being transparent feeds the S.M.A.R.T. process and ensures that teams have what is needed to succeed. As communication is the foundation of how we interact with others, the more transparent we are, the better.

How do we maintain our influence in our ever-changing business world?

Be consistent in both words and action. Your influence is constant, while at the same time change is constant. If you must navigate change, ensure you are S.M.A.R.T. about the change. Consistent communication will allow you to maintain trust and credibility, and with them your influence will also remain consistent. When you apply S.M.A.R.T. goals to any change, you ensure that those influenced by the change have a clear understanding of it, and how it pertains to them. If you are truly implementing S.M.A.R.T., you will remain transparent in your communications and also maintain your influence.

Learn more at IABusinessAdvisors.com/the-i-in-team-series/.

 

Taking Step Zero Towards Monetizing Your Creativity

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by Miriam Schulman, artist and founder of The Inspiration Place, and author of “Artpreneur: The Step-by-Step Guide to Making a Sustainable Living From Your Creativity“

Moving forward feels scary. “Step zero” is finding the courage to monetize your creativity — and taking the practical steps that will ready you to receive money. Remember, finding courage doesn’t mean having no fear. Courage is being afraid and deciding to act in spite of it.

There’s no need to feel fully confident before you start asking for sales. Confidence is a choice
to set an intention. Step zero is just setting an intention to monetize your creativity. No need to feel ready or get rid of that fear first! Assigning a value to your art and asking others to pay that full value feels uncomfortable, and this is normal. But you can reach a point where the discomfort of staying stuck outweighs your discomfort with changing. When I was in college, the discomfort of struggling on financial aid and wanting more income to keep up with the lifestyle of my wealthier classmates fueled that desire. After I left Wall Street, my determination not to return to the corporate world continued to motivate me.

Know What You Really Want

Ask yourself: how much do I want to earn from my business? When I speak to artists who don’t have money goals, I spend a good part of our time coaching them on believing what’s possible for them, and then attaching a number to their goal. In addition, if a prospective client shares that they don’t care about the money, I won’t work with them. To make money from your art, you need to want it — and money doesn’t go where it isn’t wanted.

Recently, I coached a client named Sara. She was gearing up for a three-day art show, and I wanted her to get clear on her goals. When I asked what she wanted from the show, she admitted she “hoped to collect some emails and sell some prints.” When I pushed her to get more specific and create a bigger goal, she resisted. She felt that setting a bigger goal could bring disappointment. But with a wishy-washy goal, she doomed herself to mediocre results. This is very common, and in the past, you might have set unambitious goals for yourself to avoid disappointment. That’s got to stop. You’re not going to go any further than your goal, and if your goal is too modest, it will limit you.

On the other hand, not having a goal at all is like driving your car aimlessly until you run out of gas. You should even set the goal beyond the goal so that your upper limit is high. The best way to explain the concept of a goal beyond the goal is with my grandfather’s favorite quote by Robert Browning: “Ah, but a man’s reach should exceed his grasp.” You’ll want to create a goal that makes you feel excited, since those feelings will motivate your actions. Remember, your thoughts generate feelings that fuel your actions, which ultimately drive your results. That’s why it’s important to monitor your thoughts — to make sure they’ll lead to the outcome you’re looking for. Big goals generate positive energy to make your art career soar.

“How Do I Price My Art?”

Pricing art is very subjective and often feels arbitrary. So many factors determine a sufficient price: the venue, materials, subject, presentation, affluence of your market, and so on. Regardless of what you’re selling, if you’re willing to make mistakes as you find your pricing path, you’ll learn faster than wanting to get everything perfect in advance. You’ll always make faster progress when you’re willing to make mistakes along the way. We’ll dive deeper into pricing and buyer psychology in chapter 7, but for now I want you to see the big picture of how pricing fundamentals come together.

Be Willing To Ask

Let’s say you want to sell T-shirts. (This is just an example — you can replace the T-shirt with anything you create.) Up until now, you’ve been giving them away at charity events. You have no idea how to make this into a business because you’ve never priced your T-shirts. Someone you met at a charity event now wants to buy one of your shirts. What do you charge?

A T-shirt might seem reasonable at $10 or even over $100. To test that theory, I did a quick search on Bergdorf Goodman’s website for black T-shirts. I chose black T-shirts as an example because they come in a range of prices, and I wanted to see how the prices could differ based on venue, design, and materials. For this search, I found a plain, short-sleeved, black T-shirt priced at $120. Then I did a second search for black T-shirts on the Neiman Marcus site and found Givenchy men’s tees priced at $455. In both cases, the high-end department stores recognize that luxury buyers equate a high price tag with greater value. Now let’s imagine that Brandon Maxwell, Lady Gaga’s designer, custom-made a black T-shirt just for you. What would you expect to pay for it? There are countless answers on how to price a simple black T-shirt — yet all are correct if the seller is willing to ask and if there’s a desire match with the right buyer.

 

*Excerpted from “Artpreneur: The Step-by-Step Guide to Making a Sustainable Living From Your Creativity“, HarperCollins Leadership, 2023

 

miriam schulman

Miriam Schulman is an artist and founder of The Inspiration Place, where she helps other artists learn how to profit from their passion or become better artists. She is author of “Artpreneur: The Step-by-Step Guide to Making a Sustainable Living From Your Creativity” by HarperCollins Leadership.

 

How Brands Can Build A Positive Reputation And Grow Customer Loyalty In 2023

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by Christena Garduno, chief executive officer of Media Culture

Growing customer loyalty is more important than ever these days. Consumers are feeling twice as pessimistic about the economy, and they are being extremely careful when making decisions to spend their money. For this reason, it is vital that brands do everything they can to stand out from the competition. Proving to consumers that they can trust your brand is a solid way to remain a top choice for your target audience, as brand trust is an essential factor in consumer decision-making. If trust is lost, customers are less likely to give you the benefit of the doubt and more likely to be critical — and in our digital world, a critical perspective can be shared wide and far with just a few clicks.

Consumer expectations are also rapidly changing, which means keeping a finger on the pulse of those expectations is vital to building a positive brand reputation, growing customer satisfaction and driving loyalty.

Building a Positive Brand Reputation

 A solid brand stays true to its identity. During periods of rapid growth, it can be hard to keep a brand consistent, but even when adapting to change… the main focus should always be on the brand’s core values. Commitment to your brand’s mission and values will help control consumers’ perception of your company across all channels, including product branding. Whether it’s your website, advertisements, marketing materials or social media platforms — all channels should offer a unified look and voice. Brands that stay true to their identity foster stronger customer relationships and ultimately drive consistent long-term sales.

Another way to elevate your brand reputation is through thought leadership. Thought leadership opportunities provide access to educate existing and new customers by sharing information on different outlets that is relevant to their interests and unique to your brand. Thought leadership content can live permanently on your website and can also be leveraged in your email marketing, lead generation campaigns or throughout other parts of your customer’s journey. When considering thought leadership opportunities, remember that your unique insights are not limited to your products or services. Company values, growth strategies and more can all be leveraged to create impactful thought leadership. As an added bonus, off-site thought leadership content that includes backlinks to your website also improves your overall SEO ranking potential.

For a brand to be authentic and effective externally, it must also be authentic and effective internally. Leaders must bring the brand’s promise to life internally through their company values and then create the alignment needed to effectively manage external promises as well. When brands create a culture where living the values is part of the job, employees will become their greatest advocates. Customer experiences will also improve when they witness your employees living your culture, as those customers will become great advocates for your brand as well.

Keys to Earning Trust and Growing Customer Loyalty

To encourage consumers to commit to your product or service, your brand must be worthy of trust. When customers do not trust a brand, they will start looking for other brands that demonstrate the authenticity they are seeking. To gain the trust of consumers brands must be transparent, open and honest with them. Creating ways to engage with your customers is a great way to show full transparency. For example, invite customers and followers along for an exclusive virtual tour via your social media platforms or invite them to shadow your company’s CEO for a “day in the life”.

Consistency is another key to growing customer loyalty. Consumer confidence increases when consistent results are produced, therefore it is critical to ensure that customers recognize the delivery of the promises your brand is making. This requires proactively shaping your key messages and communications throughout the customer journey. Never promise what you can’t deliver.

To grow the trust and loyalty of both new and existing customers, the goal should be to provide the best possible experience from the moment they first land on your website or enter your place of business, to after their purchase has been made. While some capture brand intent in their advertising, many ignore it in delivering customer service — and helping customers step by step along their journey shows them that you truly care about them. Sharing case studies is an effective way to gain consumer trust as they highlight how your brand has helped others succeed or solve a problem.

At the end of the day, building customer trust is relationship building. The same as any relationship, it takes time and effort to first establish trust. Once that trust is established, brands must make an ongoing commitment to invest in their customers. In doing so, brands are sure to see more loyal fans and a boost in sales!

 

Christena Garduno

Christena Garduno is chief executive officer of Media Culture, a multichannel brand response media agency that drives growth for global clients with innovative and performance-driven media campaigns. She is a member of Forbes Agency Council and the recipient of an Echo Award for her work with Turbo Tax.

 

Things To Consider For Building A Successful Fitness App

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There has been a significant uptick in interest in exercise and anything associated with it. For a sizeable portion of the world’s population, maintaining their physical health has become almost compulsive.

At-home subscriptions, wearables, internet specialists and trainers, and similar services are gaining popularity. And this is exactly why people are interested in learning how to create fitness apps, even though fitness apps are already very popular.

Before beginning the process of developing the app, there are a few things that you, as the owner of a company, need to consider first if you are one of those business owners planning to create a health and fitness app.

Here are some things that you must consider before building a fitness app:

1. Decide The Features of Your Fitness App.

The features available on mobile applications for health and exercise vary greatly depending on the kind of program.

You must make informed decisions regarding the features you want while considering the social component of fitness and exercise applications. Some of the shared characteristics include:

Community building

To maintain the users’ engagement and motivation, you can plan a feature to help create a community of people interested in health and exercise.

Integration of Wearable Devices

It doesn’t matter what kind of app you’re creating; if you allow users to integrate it with their wearable device, your app will have a deeper and more significant purpose. For this, you must know how to services to share data with your application.

2. Learn About Your Target Market.

Developing fitness apps for the iPhone, Android, or Windows platforms is essential because this choice can directly influence the app acceptance rate among users and, eventually, the revenue.

When choosing the platform, it is important to determine where your community is located. Based on this information, you can choose the most appropriate platform.

3. Finding the Most Popular Fitness App in Your Target Market.

Before you start looking for advice and suggestions on how to develop mobile apps, you need to decide the kind of fitness app you want to create, such as:

  • App for tracking one’s workouts
  • Running program
  • An application for monitoring activity
  • Application for diet and nutrition
  • App for health clubs and gyms
  • Fitness Software
  • Application for personal trainers

4. Developing a Financial Strategy for Your Fitness App.

When preparing a budget for an exercise program, there are a few factors that you need to keep in mind, including the following:

  • Determine the motivation behind the development of the program.
  • When we analyze the platform cost, we’re referring to the amount of money it takes to create an app for personal trainers, exercise aficionados, or gadget manufacturers for a particular platform.
  • Decide whether to develop the fitness app in-house or hire a third-party business.
  • Conduct a detailed analysis of the functionalities and characteristics.
  • Putting the program up for sale on various app marketplaces
  • Distribution of the available funds for promotion

After going through all of the different variables that affect costs, you will eventually be able to settle on an overall budget for producing a fitness app.

 

Crafting A Comprehensive Benefits Literacy Plan For Your Employees

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by Frank Mengert, founder and CEO of ebm

Employer-sponsored benefits are crucial to maintaining competitiveness in the ongoing fight for top talent. According to a survey, 80% of workers said they would prefer a job with benefits over taking a new job with higher pay and no benefits. Another survey supports these findings, with over 70% of companies saying that retention was the main reason for increasing their benefits package.

Still, benefits packages only help so much if employees struggle to understand their place in the compensation package. Many employees report feeling unsure about their benefits offerings, particularly with healthcare.

Worse yet, employees are generally risk-averse with benefits, so if they don’t fully understand what’s available, they often choose the “safe” option – which could leave them with benefits that don’t satisfy their needs. They may pay more for benefits than necessary, not to mention choosing less-than-ideal options for their future.

What can you do as an employer? It’s clear that benefits literacy is an important part of employee satisfaction and engagement with benefits, not to mention overall financial well being and maximizing resources.

Here’s how you can drive the benefits literacy process for more engaged and employees.

Take the Time to Assess Employee Needs

A needs assessment helps you determine what employees need awareness and education about specific benefits. 

For example, Gen Z employees are just entering the workforce and have little-to-no real-world experience with health benefits or wealth protection benefits. These benefits can be complex, and neither high school nor college provide adequate education on how to select these benefits strategically based on needs. Without this knowledge, your employees could be making decisions blindly and harming their future financial health.

To conduct a needs assessment, begin with your existing workforce’s demographics, job titles, roles, and responsibilities within a company. Then, consider which employees need awareness about certain benefits, such as older employees who may not understand unconventional perks or customizable benefits plans. You should also consider employees who may be undergoing major life changes, such as starting a family, which may change their benefits needs.

Establish an Effective Communication Plan

Benefits are important to employees, but they need to understand them to get the most advantage out of the package you offer. This includes what options are available, what is covered, and how they need to go about selecting their plan.

For many employees, a lack of awareness and education is the biggest barrier to maximizing their benefits. Having an effective benefits communication plan for them can shed some light on the benefits program and ensures they participate.

Different people respond to different communication methods. According to generational research, Gen Z is the generation of digital natives – they grew up with technology and the internet. As a result, this generation developed specific communication preferences, including a desire for online communication. They also expect rapid responses when they pose a question or send a message.

That said, in the workplace, Gen Z employees prefer face-to-face communication, which is particularly helpful with benefits education.

Millennials, those born between 1981 and 1996, grew up before or during the start of the digital age. Still, they’re comfortable with technology and prefer texting or messaging using apps over phone calls.

In the workplace, millennials tend to avoid face-to-face interactions, instead preferring to use online messaging apps or email to communicate with colleagues or bosses. When it comes to benefits education, using similar tools is the best way to communicate with millennials – though leaving the option for face-to-face education as needed.

Gen X, the generation born between 1065 and 1980, had some digital technology in their youth – mostly email. Whether at home or at work, Gen X generally prefers email communication or face-to-face interactions over messaging apps.

Finally, the baby boomers are the generation born between 1946 and 1964. They saw the telephone evolve into a smartphone, though some may be comfortable with more tech-savvy communication through texting or online platforms. In the workplace, most baby boomers prefer face-to-face communication and email over other methods.

Most workplaces have a mix of different generations, so it’s important to tailor your conversations to the employees you’re educating. Always offer the option for employees to address benefits in the communication mode that’s most comfortable for them. Just because a generation prefers one type of communication overall doesn’t mean that everyone will fall in line with that generalization.

In addition, be sure to strategize your benefits communication plan. It’s not enough to talk about benefits only during open enrollment. Establish a timeline for when and how information is shared to employees. If questions or concerns come up throughout the year, make sure that employees know they can seek information – and where to go – to get answers.

Leverage Employee Benefits Technology

Benefits technology platforms for open enrollment can automate tedious tasks and processes for more streamlined benefits enrollment. From an employee’s perspective, it’s easier to use a single benefits portal for benefits enrollment and information access, rather than having to use separate sites or forms. The entire process is more straightforward and seamless.

Benefits technology that has a rules-based platform also helps employees explore and compare different plan types, carriers, coverage options, and more. Having all the essential information laid out for them demystifies some of the benefits complexity and helps employees make timely and more-informed decisions about the benefits that work best for them.

Not all employee benefits technology platforms are created equal, however. A cumbersome or complicated platform will only hinder the benefits education experience, so be sure to evaluate options for a user-friendly platform.

Utilize Educational Workshops and Training Seminars

Educational workshops and training seminars are excellent options for empowering employees to take control of their own benefits education. Paired with regular benefits communication, these tools can be archived to allow employees to seek education and answers as needed, no matter the time of year, and learn about benefits at their own pace.

Be sure to include a mix of education options to help multi-generational employees learn in the way that’s most comfortable for them. For example, some people learn best with context, so include real-world examples that employees can apply to their own situation.

Some benefits technology platforms offer options to include learning resources as well, such as group benefits exercises or virtual one-on-one sessions. Consider these options when you’re evaluating benefits technology platforms.

Encourage Feedback from Employees

Feedback is essential for gaining insight into your employees’ concerns while you’re creating benefits literacy solutions. It’s important to understand what your employees need, what motivates them, and where they experience roadblocks in the benefits enrollment process.

Listening to your employees is one of the most important aspects of being a leader. When you receive feedback – positive or negative – it’s an opportunity to reevaluate your approach to benefits education and create a better experience. You’ll also show your employees that you’re invested in them and their future.

There are several options for how you can request feedback. Focus groups help you get feedback from a cross-section of your employee base with open discussions. It doesn’t have to take long. Send a request for participants and schedule a few hours in a conference room.

Depending on the size of your company, one-on-one interviews are a great way to get candid and honest insights. Some employees may not feel comfortable discussing private matters in a group setting. Prepare your questions in advance to keep the meetings practical.

Another option is observation. You can observe employees through the usability testing of your benefits technology to see how they navigate the site and whether adjustments need to be made, or employee behavior during open enrollment. Do some employees seem to decide quickly while others seem unsure? That’s a good start for determining areas of education may need to be more robust.

Finally, surveys are a great way to capture specific information from your employees in a confidential manner – especially if you have a large company. Make sure to include open-answer questions that allow employees to pinpoint some specific challenges they encounter.

Incorporate a Results-Driven Approach

Without goals and a way to track them, you have no way of knowing if your education is working. Begin with goals and objectives with specific timeframes, which you can evaluate the progress against. If necessary, use industry benchmarks to see how your benefits education plan stacks up.

Assess your benefits literacy program regularly to ensure it’s meeting your objectives and the employee’s needs. See which topics or segments are more successful with employees, whether in engagement or direct employee feedback. If there’s any aspect of the program that’s falling short, develop strategies to improve it and increase employee engagement.

Develop a Robust Benefits Literacy Plan for Employees

With rising healthcare costs and a tough labor market, benefits are an important part of recruiting and retaining top talent. With a benefits literacy plan, you can equip your employees for success and long-term financial well being, as well as maximizing the resources you devote toward benefits packages.

 

Frank Mengert

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.

 

Unique Obstacles LGBTQ+ Business Owners Face And How To Overcome Them

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by Chris Davidson, Head of StartOut Growth Lab

As the head of StartOut Growth Lab, a 6-month startup accelerator that offers top quality mentoring, education, and networking opportunities for young companies that happen to be founded or co-founded by LGBTQ+ entrepreneurs, I’ve found that LGBTQ+ business owners face two key obstacles in building and maintaining a successful company: Access and representation.

1. Access.

LGBTQ+ founders do not have the same access to resources like talent, startup capital, growth capital, and skills development as non-LGBTQ+ folks. Access to these valuable resources are typically based on one’s personal network and ecosystem, and I find that our networks and ecosystems may not be as broad as some of our allies due to our upbringing or the communities that we find ourselves in. 

I see numerous business owners who do not have the ability to borrow money from friends, family members, or banks to get the money to either start a company or to allow for it to grow quickly. Additionally, once the company is up and running, I have witnessed LGBTQ+ founders not able to attract or be able to pay for top human capital resources to compete with other non-LGBTQ+ founded businesses. At times, we can be at a competitive disadvantage in our businesses because of this factor. 

2. Representation.

A few key aspects of being a successful business owner are having a great blueprint of what a successful business is, having the right plan to build out that blueprint, and being able to limit one’s mistakes. Just as it is important for LGBTQ+ folks to have representation in the media, it is also a huge advantage to see this representation in the business arena. 

I find that business owners who have business role models or a company and founder to learn from and ideate with have a higher likelihood for success. They also have more opportunities to navigate the business planning and execution stages more effectively. Unfortunately, the large majority of business owners can’t find a role model or business mentor who looks like them to learn from. 

Strategies to Overcome These Challenges

These are some challenges LGBTQ+ business owners face, but what are some strategies or resources that can help them overcome these challenges? The most successful folks I’ve worked with have overcome these challenges by 1. Finding a mentor/role model, 2. Intentionally expanding their ecosystem, and 3. Leaning into their resourcefulness. 

1. Find a Mentor.

The best single advice I received in business was in 2000 from John Havens, a successful business friend of my father’s, and he said, “To be successful, you need to figure out what not to do and that will show you, through the process of elimination, the correct path.” 

Learning from someone else’s mistakes, or as I like to say, “Leveraging someone else’s learning curve,” can structurally shift one’s company. I cannot tell you how many times I’ve seen companies with great mentors avoid disastrous mistakes because they have someone to ideate with and bounce ideas off of. And more specifically, being able to bounce ideas off of someone that has done a version of what you are trying to do is a huge factor that contributes to one’s success. 

StartOut is an amazing resource to find a business mentor. Additionally, most major metropolitan areas have a National Gay and Lesbian Chamber of Commerce which also serves as an epic resource. 

2. Lean into Resourcefulness.

Another key strategy successful LGBTQ+ business owners implement is leveraging their unique ability to be resourceful. Growing up LGBTQ+ allows many members of the community to be resourceful and creative. 

When I remind a founder that they have been through much more challenging situations in their lives than the struggles they find themselves in business-wise, a little light goes off in their heads. I can even see it in their faces. I will then ask the business owner, “I can see a change in your face and how you are looking. Where did you just go in your head?” Nine times out of 10, I hear something along the lines of, “Oh, I have gotten through much more challenging times, thank you for this reminder…I can figure this out.” 

3. Intentional Ecosystem Expansion.

The final strategy I have seen work for LGBTQ+ business owners is intentional ecosystem expansion. Essentially, ecosystem expansion is just networking and building your network. However, there is a distinction: most folks think that networking is an accidental process that happens naturally. The truth of the matter is that to network and to network well, you need an intention and process to get the most benefit. 

The easiest way to start is to create what I call a “Hit List.” Create a list of 15 to 20 connections or relationships that you currently do not have, but would structurally benefit your network or business. Once you create the “Hit List,” you need to get to work to create strategies on how you are doing to create these new relationships. 

As discussed above, the LGBTQ+ business owner is uniquely qualified based on our resourcefulness and ability to be creative to achieve these connections, allowing for your business to be more successful. 

Final Thoughts

An LGBTQ+ business person is uniquely qualified to face the many challenges they will encounter in the business world. Using the resources available to them and trusting themselves to get through these challenges will make all the difference. 

Over the past six years of the StartOut Growth Lab’s existence, 65 companies have graduated from the startup accelerator, raising $763 million in funding and creating more than 3,650 jobs. When we work together to navigate the obstacles our community faces, practically anything is possible.   

 

Chris Davidson

Chris Davidson has a 25+ year career investing in and advising companies starting in investment banking, real estate private equity and development, hedge fund, commodity fund and culminating in venture capital. He is part of the LGBTQ+ community and is an advisory board member and Head of the StarOut Growth Lab, an incubator for LGBTQ+ entrepreneurs.

 

The Difference Between Toxic Positivity And Negativity And How They Impact Individuals, Teams, And Organizations

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by Joshua Berry, founder of Econic

You’re not coming at this from the right angle. Just think more positively. Keep that thought to yourself.

We’ve all heard statements like these at some point in our lives, and they seem even more prevalent in the world of business. While business leaders want to promote positivity, is there a point where it can turn toxic? Or, what about a business environment that lacks positivity altogether and focuses only on the negative in any situation?

Toxic Positivity and Negativity: What Are The Differences?

Toxic positivity is expecting an optimistic and overly positive outlook no matter what the situation is. Have you ever felt guilty for feeling an emotion such as sadness, frustration, or anxiety? Perhaps you decided these feelings aren’t acceptable, and in an attempt to “get rid of them,” you pushed them down and tried masking them by telling yourself that “there’s no need to feel this way… just be positive.” This is a classic example of toxic positivity which can manifest internally or be expressed externally by others. This appropriately-named way of thinking is poisonous to humans, in large part because it invalidates and dismisses a person’s genuine feelings.

Negativity can be just as toxic, but it works differently with its effect on people. Instead of relying on positivity as a bandaid for sticky emotions as toxic positivity does, negativity expects and encourages unpleasant emotions – no matter the situation. This attitude dwells on negative emotions offering little to no room for creating solutions. There’s no silver lining, glass half full, or upside to any situation or experience.

Both toxic positivity and negativity create barriers and often damaging consequences when it comes to their presence within a business ecosystem that’s made up of individuals, teams, and organizations. When we are perpetually negative or expressing toxic positivity, we close the door on empathy, awareness, and authenticity – 3 crucial functions of business leadership.

Empathy.

Toxic positivity and negativity slam the door shut when it comes to any genuine connection with others. Empathy is the energy that propels the prosperity of any business ecosystem. Without it, the ecosystem would soon crumble as individuals can never feel safe in a place that doesn’t connect with them by either invalidating their feelings or not holding the emotional space to understand them.

A healthy team requires raw, organic materials – we can think of these natural elements as the thoughts and feelings of others. In order to keep the business ecosystem thriving, you must not fear sticking your hands into the dirt that surrounds each part of it. This means accepting all emotions that arise and addressing any negativity in the workplace.

Awareness.

We have tunnel vision when we’re engrossed in negativity or toxic positivity. Instead of seeing things as they are, we experience our business ecosystem with close-mindedness and a lack of awareness. Without this awareness, we cease to exist in reality and limit ourselves to the confines of a small and fixed inner world that we incorrectly deem as truth. We then project this distorted view of reality to those around us by dismissing others’ feelings, thoughts, and perspectives. If their actions don’t align with our idea of how things should be done, we shut them down.

The lack of awareness that coincides with toxic positivity and negativity makes it nearly impossible for the business ecosystem to survive – let alone, flourish. How can we protect and enhance an ecosystem when we can’t see all the moving parts?

Authenticity.

Authenticity requires us to acknowledge and accept all of our emotions, negative and positive. When we’re working from negativity or toxic positivity, we aren’t being our truest selves as we aren’t genuine with our perspectives, feelings, thoughts, and experiences. This lack of acceptance can lead to individuals losing touch with their inner selves causing a disconnect with reality, a lack of clarity, ingenuine relationships, loss of individuality, and feelings of unfulfillment.

Inauthenticity as a byproduct of negativity or toxic positivity makes it nearly impossible for a healthy work environment, as individuals aren’t meant to suppress their true selves by putting on this facade comprised of ingenuine feelings.

Final Thoughts

Toxic positivity and negativity are threats to any business ecosystem. They leave no room for empathy, awareness, or authenticity which are paramount to leading a team to success. Once you better understand how toxic positivity and negativity can impact your business, there’s no doubt that you’re closer to a more prosperous and healthier environment for you, your team, and your organization.

 

Joshua Berry is the founder of Econic, a consulting firm and Certified B-Corp focused on innovation, leadership, and the future of work. A world-class facilitator and speaker, Joshua has sparked change at organizations like John Deere, US Bank, P&G, Blue Cross Blue Shield, Ameritas, and Teach for America. Joshua’s new book, “Dare to Be Naive: Unleash Ripples of Impact in Life and Business”, debuts in Spring/Summer 2023.

 

Is This The End Of The Entrepreneurial Boom? How To Survive A Rocky Economy

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by James Harold Webb, author of “Redneck Resilience: A Country Boy’s Journey To Prosperity“

Entrepreneurship has boomed during the pandemic and continued its big surge in 2022. But obstacles have emerged, such as high interest rates, inflation, fears of recession, labor shortages, and cooling venture capital – all significant challenges new small business owners will face in 2023.

One key to entrepreneurial success is knowing how to weather economic uncertainty and upheaval, and having a strategic roadmap to navigate those potholes has never been more important.

The pandemic allowed many people to pursue their dream of starting a business, due largely to millions being laid off early on, and to rock-bottom interest rates that made money cheap and widely available. But the economic environment that helped spark that entrepreneurial spirit has been adversely affected by high interest rates, high inflation, declining savings, and other factors. Startups are vulnerable, and entrepreneurs who are relatively new to the game will have to learn fast, plan carefully, adjust accordingly, and surround themselves with good, dependable people.

Here are some tips to help new entrepreneurs survive challenging economic conditions:

Do a financial forecast.

A lack of capital is a main reason start-up businesses fail. Before making the leap, he suggests doing a realistic and conservative financial pro forma – a financial statement that uses projections or presumptions to try to predict revenues and expenses. This can help you understand your true financial needs.

In simplest terms, if your pro forma shows you breaking even in nine months, I would not start the business unless I knew I had access to capital to cover those projected nine months and many more.

Hope for the upside, but plan for the downside.

Even under normal conditions, about half of new businesses fail in the first five years. Webb says considering the concept of failing and what path you would choose next is of critical importance.

Take your leap and put a ton of your energy into the success of the business, but always have a contingency plan for when things go wrong. That plan should include the ability to raise more capital and the ability to change courses or product lines.

Build relationships.

Start-up owners have plenty on their plate. Responsibilities can be overwhelming and lead to inefficiency if they try to do too much themselves. That’s why it’s vital to build relationships:

With vendors. Developing true relationships with your vendors is of utmost importance. They can be there for you in the tough times and actually provide guidance and direction based on their own experiences with other customers.

With employees. Success or failure will hinge in part on who the new business owner hires in the early stages of the company. And knowing when to fire is just as important as who to hire. Holding onto an underperforming employee too long can drag down the business. Set appropriate expectations and provide the necessary training and support to ensure mutual success. If you’ve provided the necessary support and they still can’t get the job done, make the change.

With competitors. While this concept may sound counterintuitive, meeting with competitors occasionally is a way to help each other with general business challenges without giving away any secrets. Competitors provide a unique relationship concept. Just imagine that once-every-few-months beer with your competitor, or a phone call to check in once in a while to swap stories and discuss mutual issues. The old saying, ‘Keep your friends close but your enemies closer’ could not be more true here, but I believe it can be a genuine and productive relationship.

This current economic cycle is a difficult one and even more difficult to predict. There is no way to predict the future, but using these concepts will help you navigate the ebbs and flows of business and further increase your chance for success.

 

James Harold Webb is author of “Redneck Resilience: A Country Boy’s Journey To Prosperity“. His career in radiology saw him rise from a technologist to becoming a leader in the industry as the entrepreneur of several companies. After over 40 years in the medical field, Webb focused on the fitness sector, owning and overseeing the management of 33 Orangetheory Fitness® franchises throughout North Texas.

 

Are These Five Toxic Workplace Behaviors Driving Away Your Talent?

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by Michael E. Frisina, PhD, co-author of “Leading With Your Upper Brain: How to Create the Behaviors That Unlock Performance Excellence“

It’s a tough time to navigate the labor market. Organizations are still desperately seeking candidates. The Great Resignation rolls on, as the “quiet quitting” trend underscores people’s shifting attitudes about work. Meanwhile the looming threat of recession has some employers wondering if it’s time to slow hiring efforts. But — here’s the real question — are we so focused on recruiting that we’re ignoring the environment we’re asking people to join?

However the future plays out, building (and keeping) the best possible team is urgent if you’re to remain competitive — and that means ferreting out any bad apples whose toxic behaviors could be spoiling your culture.

Certain behaviors call for a zero-tolerance policy. Allowing them to go unchecked will either drive your best people away or it will disengage them and squash their ability to deploy their full range of talent.

The “bad apples” who exhibit these toxic behaviors can be leaders or coworkers. Either way, when they’re allowed to run rampant, they create a culture that perpetually activates people’s “lower brain” — the part that governs fear and survival behaviors. When teams get trapped in lower-brain thinking, performance suffers greatly.

We want people tapped into their upper brain, which controls critical reasoning, judgment, and creativity. It makes no sense to go all out to hire the best talent, only to plunge them into a cauldron of stress and dysfunction that disengages them, cripples them, and sets them on a course for burnout.

Here are the top five toxic behaviors that squelch people’s ability to do their best work:

1. Narcissism.

Narcissists lack empathy, have a strong desire to break rules and defy the status quo, and are likely to engage in manipulation to advance themselves at the expense of others. “Life is all about me and don’t you ever forget it” is the narcissist’s motto.

2. Micromanagement.

Toxic people are highly independent to the point of exclusion. They lack the desire to work within the legitimate boundaries of a team, and constantly meddle in the work responsibilities of other people. They have a hard time letting go and trusting their team members to perform their work. The employee experience under such suffocating micromanagement can be downright demoralizing.

3. Setting unrealistic expectations.

Effective leaders establish high standards and stretch goals. They are always coaching and encouraging their team members on the journey to continuous performance improvement. Toxic bosses set up their team members to fail with unachievable goals and then shame and blame them. Working in this kind of toxic culture creates a wave of negative emotions, leaving employees feeling disengaged and hopeless.

4. Rudeness.

In meetings, toxic bosses and coworkers may interrupt their team members who present a perspective or idea that does not align with their own. Toxic bosses and coworkers may deliberately shut others down when they feel threatened by differing points of view. Toxic people will spread gossip; they disrupt communication among team members and show contempt for others through a lack of basic courtesies.

5. Behavior incompetence.

Toxic people display fundamental incompetence in basic interpersonal relationship skills. This behavior incompetence often stems from arrogance and overconfidence in their level of technical skill, talent, and intellect.

Of course, a truly “bad apple” must be thrown out. But in many cases, toxic behaviors can be unlearned — and the damage done by them can be reversed.

Leaders must be able to identify toxic members of the organization and deal with them. We must also be introspective enough to recognize whether we, as leaders, are creating or have created a toxic environment that hinders team unity and harmony.

What’s really great is that we can rebuild damaged relationships by literally rewiring the brain to replace bad memories with caring experiences. Trust can be built where it does not exist, increased where it is scarce, and regained where it was lost. So, too, can toxic organizations be rewired to become high-performing, nurturing ones.

 

Michael E. Frisina

Michael E. Frisina, PhD, has authored more than 50 papers and published articles on leadership and organizational effective­ness. He is a contributing author to the Borden Institute’s highly acclaimed textbook series on military medicine. He is a visiting scholar at the Hastings Center in New York, a visiting fellow in medical humanities at the Medical College of Pennsylvania, and a John C. Maxwell Top 100 Transformational Leader.

 

Exploring The Benefits Of Earning A Master’s In Cyberpsychology Online

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If you consider getting your master’s degree in cyberpsychology online, you may be curious about how the program will benefit you.

The following article will provide you with some information about the program and the benefits it can offer.

Career prospects after earning a master’s in cyberpsychology

After you earn a master’s in cyberpsychology online, you have various career options. These include working in education, business, or the academic sector. You can also pursue your doctoral studies. The field of cyberpsychology has become increasingly important in recent years. Cyberpsychologists can provide insight into human-computer interaction, including developing marketing strategies and user experience designs. They can also offer insights into behavioral research. Students are allowed to develop vital professional skills crucial to a career in psychology. Courses are designed to teach students how to apply their newfound knowledge to various real-world scenarios. For example, in their studies, students may choose to undertake a module devoted to the psychology of cyberbullying. This module will allow them to gain a first-hand perspective on this topic and a deeper understanding of its implications. During this module, students will also have the opportunity to undertake a work-based learning project. This will help them to gain a wide range of skills, including core employability skills such as problem-solving, communication, and collaboration.

Cyberpsychology is an interdisciplinary field of a study

Cyberpsychology is an interdisciplinary field of a study investigating technology’s psychological effects. It is particularly interested in how new social media and virtual reality can affect humans. Although “cyberpsychology” is still relatively new, studying these subjects is gaining traction. As technology advances, this field of research will continue to grow and eventually become a recognized area of study. Cyberpsychology is a growing multi-disciplinary field that draws on several theoretical and research methodologies. It concerns the psychological consequences of technology and how the Internet can be used for healthcare, security, and more. Some psychologists use online tools to help desensitize individuals or study how they act in a virtual environment. Others are looking at how social networks change our society or how people interact in real time. The field is also expanding into telehealth and cyberbullying. Many technology companies offer products that reflect some of the latest in cyberpsychology.

Typical jobs for cyberpsychology graduates

Several exciting job options are available if you’re looking to make a career in cyberpsychology. These opportunities can range from working in the academic sector to conducting research. You can even get involved in developing new technologies, such as apps, web design, and virtual reality. As technology continues to change, there is an increasing need for psychologists to provide insight into its potential. In particular, psychologists are called upon to understand how it affects human behavior and how it can be used to help people in various situations. For example, technology can help individuals with common psychological conditions, such as post-traumatic stress disorder. However, the use of technology may also exacerbate some mental health concerns. This is where psychologists can guide to help people to overcome these issues. Technology also allows individuals with social phobias to interact with others in a virtual world. This can reduce the cultural stigma associated with these disorders.

 

How John Accardi Grew CRAVEBOX Through The Pandemic

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John Accardi entrepreneur

John Accardi entrepreneur

CRAVEBOX was founded in 2014 by John Accardi. He started it in his apartment in Washington DC, and over the years it grew into larger and larger warehouses. CRAVEBOX’s home is now in a 60,000 sqft warehouse in North Wales, PA. John says, “I never expected CRAVEBOX to grow to this size, we have an incredible staff, space, and products. It’s been a fun, challenging journey and I’m excited for the future.”

CRAVEBOX experienced a growth spurt at the start of the pandemic because people were forced to purchase products online instead of in physical stores. Accardi leased more warehouse space and hired more staff to keep up with demand. But after the initial shock of the pandemic faded, sales plateaued, and new difficulties arose. Accardi says, “COVID brought increased sales, but it brought many challenges as well like a troubled supply chain, labor shortages, inflation, decreased profit margins, increased competition especially on Amazon, increased interest rates, declining stock market, and recession fears,”

John worked through these challenges by keeping operations simple, cutting costs, staying financially strong, and improving CRAVEBOX’s current offerings. John says, “There were so many pressures shrinking the bottom line. For example, our cost of goods were increasing at a 20% annual rate, interest rates were up, shipping costs and labor costs also shot up significantly. It became a priority for us to cut costs, and pay down all debt so we didn’t carry the risk and cost of servicing debt in a higher interest rate environment. CRAVEBOX is in a very strong financial position and that will help us survive through the toughest times.” Accardi emphasized that difficult business environments often bring opportunity. “There is a certain pain and fear that comes along with these circumstances, but I always remind myself that all my competitors are going through the same difficulties. If I can adapt and survive more effectively, there will be market share to capture as competitors inevitably struggle to continue operating,” says John.

CRAVEBOX is also recently offering new varieties. They’re expanding their holiday product lines – Halloween, Christmas, Valentine’s Day, and Easter. John is also developing new year-round CRAVEBOX products which he thinks will grow sales. Accardi says, “We’re creating new product varieties without complicating the supply chain. This is a low-risk way to try growing sales. I’m excited to continue testing new products to see what sells.” CRAVEBOX is poised to continue dominating Amazon, selling on cravebow.com, and is now also growing on Walmart.

 

Do Small Businesses Need A Company Office? Here’s 5 Reasons Why They Probably Don’t

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Have you recently started your own business? Perhaps it is a startup, just learning to stand on its own. If so, then you might be wondering whether your small business needs a company office – if your business has just been established, then you probably don’t need one at the moment.

Why?

Well, here are 5 reasons why a company office is probably not ideal for your business at this time:

1. Remote working has become the norm.

Remote working has no doubt become the norm for many businesses, and we don’t doubt that this might be the case for yours as well. Reports have shown that remote working can improve the wellbeing of workers, especially when it comes to work-life balance. Particularly, one report in 2022 found that 78% of workers who worked from home in some capacity reported that their work-life balance improved as a result of remote working.

If your new and small business consists of fully remote workers, then there is no need to invest in a company office when your workers can work from home productively and happily.

2. Expensive.

Renting an office for the long-term can be expensive, especially with maintenance costs, energy bills, furniture costs etc. If your entire company only consists of less than 10 people, an office only adds to overhead costs that could become a hindrance to new and small businesses. Especially if you are trying to adopt a hybrid working model, a rented office on a long-term lease can potentially be a disadvantage when your workers can simply work remotely.

3. Hot desks and coworking spaces are more popular.

You have probably heard of hot desks, right? Instead of renting a full-blown office for your small business, it may be wise to stick to a workspace canary wharf, for instance, or simply hot desks. These can be rented on flexible terms with no long-term commitment required, allowing you to use a dedicated office space for whenever your team needs to meet physically without having to rent an entire office.

4. Inconvenient if team members are spread out.

If your workers are located across the country, then it might be inconvenient for them to have to relocate or commute just to go into the office. If this wasn’t mentioned when they were offered the job, then it can potentially cause internal problems between the workers and the organisation. In turn, it can become time consuming trying to find an ideal office location that could satisfy all of your workers.

5. Unnecessary in the early stages.

If you have just founded your business with only a few employees onboard, then a company office may not be your greatest priority at the moment. There’s nothing wrong with allowing your employees to work remotely, doing meetings virtually etc., for the time being as your business begins to walk on its own two feet.

Once your business starts to grow at an exponential rate, then it might be time to consider renting a company office as part of your scaling process. In the meantime, you can focus on empowering your online business to thrive in the comfort of your own home.

 

Learning To Have Healthcare Management Certification

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Healthcare management is the administration of any healthcare facility, including clinics and hospitals. The healthcare manager’s job typically entails supervising the institution’s day-to-day operations, ensuring that all functions stay within their budget, communicating with medical personnel and ensuring that they have everything they need to provide quality healthcare, resolving various unexpected issues, evaluating personnel performance, and other management-related tasks.

Suppose you wish to work in the healthcare business but have yet to gain experience. In that case, you may need help wondering what to learn about taking up healthcare management certification. The good news is that there are free online courses that you can take on various medical fields including healthcare management.

Career opportunities for healthcare managers

After completing your healthcare management certification, you will be prepared for various career opportunities. From assisting physicians with day-to-day operations to managing an entire hospital, you can use your skills to improve patients’ lives.

A Bachelor of Science in Healthcare Management can prepare you for various entry-level healthcare jobs. You can also pursue a master’s degree and eventually become a home healthcare administrator, medical and health services manager, or practice manager. You will learn how to manage patient care, staff, budget, and policies during your education.

As the healthcare industry grows, more jobs will be created for qualified professionals.

In addition to working in hospitals, clinics, and physician’s offices, healthcare managers are also responsible for collaborating with other organizations to improve health and provide better patient care. For example, they may be tasked with coordinating the efforts of outside agencies or writing reports and evaluations on funding and policies.

Qualifications for a healthcare management certification

Healthcare management certification programs are designed to enhance professional skills and prepare students for positions in the healthcare industry. Certificates usually include a focused series of courses that lead to employment. Most certifications are completed in less than a year, depending on the program type. Obtaining a certificate can help you stand out in this highly competitive field.

There are many different types of certifications in the healthcare management field. Some programs are for those already working in the industry, while others are more specialized. The kind of certification you select will depend on your interests and needs. It may also have special requirements.

Healthcare Information and Management Systems Society (HIMSS) accreditation requires a bachelor’s degree. Candidates must also have five years of experience in healthcare. Re-certification is required every two years. To recertify, candidates must take a certification exam and meet the re-certification requirements. This designation demonstrates knowledge of all critical areas of healthcare information.

Free online healthcare management courses

If you are interested in a career in health care management, then a free online course may be the perfect solution. It can help you gain the necessary knowledge to start your career in this field or to expand your skills and add more knowledge to your current job.

There are many online courses and resources available to help you achieve your goals. These can cover human medicine, pharmacy tech online schools, and healthcare management. You can even take on a specialty in a specific topic, such as project management.

Healthcare is an evolving industry, and the need for managers and administrators is growing. It is especially true in the context of technology and modern medicine. Therefore, a career in this field requires a master’s degree or other advanced training.

Online classes provide flexible schedules and the ability to work at a time that works best for you. For example, some courses are offered in an evening format, while others can be completed on the weekend. The flexibility of these courses can be a significant advantage for busy professionals.

 

Is The Four-Day Work Week Here To Stay In The US?

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young woman in office

by Izzy Galicia, President and CEO of Incito Consulting Group

As businesses across the United States continue to navigate the post-pandemic world, many are exploring new ways of working to improve productivity, employee well-being, and satisfaction. One idea that has gained traction in recent years is the four-day workweek. While some companies have already implemented it with positive results, others are still on the fence about making the switch.

What are the benefits?

First and foremost, a four-day workweek can significantly improve employee well-being and work-life balance. With an extra day off, employees have more time to pursue personal interests, spend time with family and friends, or simply rest and recharge. This can lead to reduced stress, increased job satisfaction, and lower rates of burnout and turnover.

Additionally, a shorter workweek can boost productivity and creativity. With fewer hours in the office, employees may feel more focused and motivated to complete their tasks efficiently, which can lead to higher quality work and more innovative ideas.

From a business perspective, a four-day workweek can also help attract and retain top talent. In a competitive job market, offering a more flexible schedule can be a powerful recruitment tool. Furthermore, happier and more engaged employees are more likely to go above and beyond for their company, leading to increased profitability and growth.

What’s the downside?

Of course, there are potential drawbacks to implementing a four-day workweek, though these drawbacks are mostly associated with managers and leaders than employees. For example, employers may be concerned about salaries if workers are working fewer days. But if employees are completing their tasks and reaching their benchmarks, this concern should be a non-issue.

Another potential drawback to the four-day workweek could come from employers who don’t understand how to prioritize and then delegate tasks, which places unnecessary strains on their employees. Once employers understand the overarching objective (improve the bottom line), then every decision needs to be made to further that objective.

This, however, means increasing employee retention. Once the objective is clear, setting benchmarks is easy and can then be provided to employees to make sure they understand what needs to get done.

How will it impact production?

The impact of a four-day workweek on production will depend on a variety of factors, such as the industry, the nature of the work, and the company culture. Nevertheless, studies have shown that a shorter workweek can actually lead to increased productivity.

For example, in a study conducted by Microsoft Japan, a four-day workweek led to a 40% increase in productivity. Employees reported feeling more focused and motivated during their shorter workweek, leading to higher quality work and fewer distractions. Similarly, another study from the Society for Human Resource Management found that companies that offered a compressed workweek saw an average productivity increase of 20%.

Of course, it’s important to note that these results may not be universal. Every company will need to evaluate whether a four-day workweek is feasible and effective for their specific situation.

Will salaries be impacted?

The impact of the four-day workweek on salaries will depend on the company and industry. Some companies may choose to maintain salaries while reducing work hours, while others may choose to adjust salaries accordingly. Additionally, some industries may see a shift towards performance-based pay, where employees are compensated based on their output rather than the number of hours worked.

Ultimately, the impact on salaries will depend on the company’s goals and priorities. If the company sees the four-day workweek as a way to increase employee satisfaction and retention, it may choose to maintain salaries while reducing work hours. However, if the company sees the four-day workweek as a way to increase productivity and output, it may choose to adjust salaries accordingly.

What is interesting is that the four-day workweek isn’t viewed as the “next big thing” in manufacturing. Many manufacturing companies were already implementing four-day workweeks before the pandemic as part of a strategy to deploy an overall lean business enterprise. In fact, analysis has shown that hiring efforts have improved exponentially when designing a flexible work environment that meets the needs of today’s innovative, creative, and inspired workforce.  As such, remote work, hybrid work, the right to disconnect, unlimited paid time off, and now, modified 4-day workweeks are here to stay.

 

Izzy Galicia, President and CEO of Incito Consulting Group, has 25 years of expertise in driving Lean and Six Sigma enterprise transformation for a wide range of Fortune 100 and 500 businesses and industries across the globe.

 

 

Why Yanni Hufnagel, Lemon Perfect’s Founder And CEO, Calls His Fruit-Infused 5-Calorie Water, “Magic In A Bottle”

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Enhanced water beverage Lemon Perfect has just 5 calories and zero sugar and is certified organic, non-GMO, and gluten-free. In addition, Lemon Perfect’s bottles are aimed at environmental protection. They’re made from recycled polyethylene terephthalate, or rPET, a plastic sourced from previously recycled plastic bottles. The company is also certified Plastic Neutral.

From the Lemon Perfect Company’s headquarters in Atlanta, Yanni Hufnagel, founder and CEO, says, “The bedrock of the brand from day one has been the idea of great flavor that’s also good for you. There’s nothing in the category with our flavor profile, the freshness of our flavor profile, our nutritional deck, and zero sugar.”

Hufnagel calls the beverage “magic in a bottle.” When he set out to produce healthy, fruit-infused water in 2017, Hufnagel wanted to create delicious, low-calorie water infused with lemons. He felt this beverage could disrupt a market dominated by high-calorie, high-sugar options.

“With water, organic lemons, and an unbelievable sweetener and flavor system, we got there,” he says. “It’s a deliciously refreshing product with zero sugar. We truly believe that when someone drinks a Lemon Perfect, they’re making a decision that’s better for them. How cool is that?” 

Yanni Hufnagel, Founder and CEO of Lemon Perfect, Created Flavored Water with Lemonade’s Sunny Taste

Lemon Perfect’s flavor revives memories of picnicking in the park, a cold bottle of lemonade sitting in the basket amid potato salad, napkins, and croissants. This is by design: Founder Yanni Hufnagel worked with a boutique beverage producer who translated the flavor notes of lemonade into Lemon Perfect’s award-winning formulation. He wanted Lemon Perfect to “deliver the joy of flavor in every sip.”

To process Lemon Perfect, a bottler extracts the juice from half an organic lemon for each bottle through cold pressing. Via this technique, a bottler controls a hydraulic press that extracts the maximum amount of nutrient-rich pulp and juice from fresh organic lemons. Since cold processing doesn’t involve heat or oxygen exposure, the method preserves the highest nutrient levels of lemons’ antioxidants, electrolytes, vitamins, minerals, and enzymes. Further, the company also processes Lemon Perfect beverages via flash pasteurization, or HTST, an eco-friendly technique that best maintains freshness without preservatives.

Luck and the right timing are two variables that affect every entrepreneurial endeavor. The launch of Lemon Perfect in 2017 was luckily timed in tandem with consumers’ thirst for low-calorie, keto-friendly, convenient beverage options.

Since its debut, Lemon Perfect’s flavors have multiplied to eight, all infused with organic fruit. The original SKU — with lemonade-like flavor — is called Original Lemon. Additions to the lineup include Strawberry Passion Fruit, Dragon Fruit Mango, Pineapple Coconut, Kiwi Star Fruit, Blueberry Açaí, Peach Raspberry, and the newest flavor, Watermelon.

How Yanni Hufnagel Developed a Delectable Beverage Without Refined Sugar or Artificial Flavors

Before taking the enhanced water market by storm, Yanni Hufnagel coached basketball at top universities for 10 years. Surrounded by health-conscious basketball players, he noticed they quenched their thirsts with flavored waters, which inspired him to push back against high-calorie, high-sugar options with his breakthrough beverage.

Like the athletes he coached, Hufnagel embraced a healthy lifestyle. Every morning, he sipped water blended with the juice of a squeezed organic lemon as part of his ketogenic diet. But he felt his basic, tart recipe wouldn’t carry mainstream national appeal.

“I knew from the beginning we were going to try to win everywhere, from Beverly Hills [California] to Baton Rouge [Louisiana], from a taste perspective,” he says. “I wanted to create something that had a big total addressable market.”

When Yanni Hufnagel worked with his California-based beverage producer, his goal was to focus on taste and nutrition to create a zero-sugar and low-calorie formula from organic flavors and plant-based sweeteners. He wanted the drink to impact the health of the American consumer.

Hufnagel and his beverage development team wanted to steer clear of any artificial ingredients while using natural sweeteners. As Lemon Perfect’s main competitors arrived on the scene using synthetic versions of the natural sweeteners erythritol and stevia leaf extract, Lemon Perfect boasted the real thing. All the infused waters in the Lemon Perfect line are sweetened with a combination of healthy, plant-based sweeteners — stevia and erythritol — that are certified organic and non-GMO.

Both natural sweeteners have been used in thousands of food and beverage products. Organic stevia extract is a zero-calorie sweetener extracted from the leaves of the stevia plant. In South America, native peoples have used stevia for hundreds of years. People in Japan and Paraguay have used stevia for decades.

Erythritol is an all-natural, non-nutritive sweetener made from non-GMO corn. It can also be found in fruits like grapefruits, pears, and watermelons.

Not to be outdone by anyone, Lemon Perfect is certified vegan by Vegan Action, gluten-free by The Gluten Intolerance Group, and kosher by OU Kosher.

Yanni Hufnagel Aims High as Lemon Perfect Seeks to Disrupt the Multibillion-Dollar Enhanced Water Category

In many interviews, Yanni Hufnagel has compared sending Lemon Perfect into a competitive market without a beverage distributor’s backing to “trying to win the street fight without a weapon.”

When configuring his business plan for The Lemon Perfect Company and the formula for the initial beverage, Hufnagel knew his competition was stiff. Forerunners Bai, Hint, and vitaminwater ruled the functional water category — but Hufnagel felt there was room for a competitor in this growing category. According to food and beverage market researcher Fortune Business Insights, analysts expect the global functional water market to grow from $13.80 billion in 2021 to $22.97 billion in 2028.

In interviews, Hufnagel has told many journalists he “had no idea what [he] was doing” when he set out to create a multifaceted health beverage. That doesn’t seem 100% accurate; he crossed every T and dotted every I, from taste to sustainability. He knew exactly what he wanted. It was just a matter of figuring it out.

[Image by freepik.com]

 

Going For The Brass Ring: Advice On Navigating A Satisfying Business Career

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by Christopher H. Volk, author of “The Value Equation: A Business Guide To Creating Wealth For Entrepreneurs, Investors And Leaders“

I am among the millions of successful American business executives who have had satisfying careers. I led three companies that performed well. Our companies created staff opportunities, provided valued customer solutions, delivered community investments and served as valued clients for our many vendors and capital providers. That is how most successful companies operate, forging virtuous cycles of performance.

Passion Is Not A Prerequisite

Wondering about getting into business and maybe even starting a company of your own?  You may think a prerequisite is that you first need to be passionate about the business you select. That would be wrong.

I spent the better part of my career directing real estate investments into properties leased to businesses on a long-term basis. Had you asked me about my passions when graduating from college or at the start of my career, the career path I ultimately found would have been nowhere on the list. Nor was I even that passionate as I started my first job in the real estate net lease arena.

Self Discovery

Guiding any successful business career begins with self-discovery. The very first question you need to ask yourself is whether you aspire to leadership. If you do, this single decision will have implications for your career path. I began my career in commercial banking and decided early on that I wanted to eventually position myself to accept leadership roles high within the organization. That decision led me to invest in added education, earning an MBA in evening classes. That decision also led me to direct my career into credit analysis and commercial lending, which were both tried and true steppingstones to banking leadership.

Why Size Matters

As my career progressed, I found that I had a second question about myself that I needed to answer. Am I more comfortable working in a small company or a large company?  Larger companies have implicit advantages. Career paths may be numerous, leadership positions may be numerous and there may be welcome opportunities to occasionally relocate domestically or even internationally. Navigating to leadership involves skill. But navigating to large company leadership involves a higher degree of interpersonal skills, together with a tolerance for bureaucracy tending to accompany larger organizations.

I made a personal decision that I would be more likely to rise to senior leadership within a smaller business. All organizations require political navigation skills, but smaller organizations tend to be more tolerant of the politically less agile. I was apt to speak my mind and readily share opinions. I also preferred nimbleness to bureaucracy. Such characteristics can work well in smaller companies, where there are fewer places to hide and where individual contributions are more visible. I found that I preferred the higher visibility which provided me with a greater sense of self-satisfaction.

Within larger companies, the power of individual contributions is not always evident. I had seen large companies shutter divisions and lay off personnel who were unaware their contributions were perceived to have little strategic value. I came to the conclusion that job security was enhanced by both being very good at what you do and by knowing and seeing your organizational impact.

Aptitude to Excellence

Internships and early careers are important to one added aspect of self-discovery: What do you have aptitudes for? All of us have multiple aptitudes. For instance, we might find that we are comparatively good at math, science, writing, computer or interpersonal skills, just to name a few. I personally found I had relatively decent math skills, together with fairly strong writing, computer and logic skills. I put these talents to use early on in learning to read and interpret corporate financial statements and model corporate financial performance.

Finding one’s aptitudes is harder than it sounds. For one thing, assessing what your skills are also entails knowing areas where your skills fall short. Simply acknowledging personal weaknesses can be hard. The best business leaders tend to have high levels of self-awareness, surrounding themselves with others having complementary skill sets that offset their own shortcomings. I was grateful to have fellow leaders with high organizational, operational detail, documentation detail and administrative skills that far surpassed my own. And, given my own tendency to be less political, I was happy to listen to their opinions and debate freely.

For an aptitude to become a skill requires commitment and work. In my leadership aspirations, I focused aptitude cultivation in areas I thought would become valuable. I improved my business modeling, analytical, sales, presentation and leadership skills. Author Malcom Gladwell famously defined the difference between mere aptitude and excellence to encompass 10,000 hours of invested time. Without question, I met that mark.

And Then Passion Finds You

Something interesting happens when leadership aspirations lead you to commit 10,000 or more hours to become good at something. You start to become a resource for others. You start to become a problem solver. This is where the best jobs lie.

If you can become a problem solver, you’re more likely to have higher job satisfaction. The simple act of solving problems fulfills a universal human desire to be able to make a positive difference in the lives of others. Importantly, problem solving ability can improve job satisfaction through greater daily task diversity. It follows that problem solvers are the group from which leadership is harvested.

We tend to share many common passions. Making a positive difference in the lives of others is often at the top of the list, especially when our impact is acknowledged.  Passions we tend to share include goal attainment, job diversity, winning, personal growth and seeing our own organizational impact, among others. For entrepreneurs, common passions also include personal independence and self-reliance.

A major reward for travelling the long road between aptitude and excellence is the increased likelihood of passion fulfillment and job satisfaction. Then, as we are emotionally rewarded for our work, we start to reciprocate our passions. Job satisfaction and passion fulfilment cause us to become passionate about our work in another virtuous cycle.

I find that people who ask those at the start of their careers to follow their passions generally have it exactly backwards. After a period of self-discovery, aptitude identification and committing to personal improvement, universal passions are rewarded, job satisfaction improves and our career passions find us.

“Luck is what happens when preparation meets opportunity.” – Seneca (~50AD)

The Roman stoic philosopher Seneca had it right. Having gone through self-assessment and determined you would like to eventually be in corporate leadership offers no guaranty of success. Nor does walking the road from aptitude to excellence. But the outcome of doing neither is highly certain. Preparation is essential.

A long-time mentor, serial entrepreneur and business partner of mine put it this way: “You make your own luck.” He started and ran a number of businesses before coming across a singular business opportunity that would ultimately land him in the richest .1% of Americans. Importantly, he enjoyed his journey.

To get a “shot at the brass ring” denotes meaningful monetary or career achievements. I would add life and career satisfaction to that list. The saying is derived from late 19th and early 20th century carousels, where riders would hope the timing of the elevation of their moving horses would allow them to successfully reach for a dangling brass ring exchangeable for a prize. There was a modest bit of luck involved, but preparation, timing and effort were crucial. And sometimes, you just had to change horses. This is an apt career metaphor.

You Make Things Happen

To honor Seneca, I have a complementary observation: “You either make things happen or things will happen to you.” The pursuit of a successful business career requires active engagement, starting with self-awareness and the journey from aptitude to excellence.  Career success also requires navigation. There was more than one moment in my career where I found it necessary to counter the trajectory suggested by my employer. To get the brass ring requires that you work hard to reach for it. It will not simply hit you on the head. On the other hand, it will be forever elusive unless you come prepared.

 

Christopher H. Volk, author of “The Value Equation: A Business Guide To Creating Wealth For Entrepreneurs, Investors And Leaders“, has been instrumental in leading and publicly listing three successful companies, two of which he co-founded. The most recent is STORE Capital (NYSE: “STOR”) where he served as founding chief executive officer and then as executive chairman. Volk is a regional winner of EYs’ Entrepreneur of the Year award.

 

What Are The Digital Marketing Trends In 2023?

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SEO online marketing

For 2023 and beyond, many businesses are already planning their digital marketing strategies. Here are some of the biggest trends in digital marketing that can help grow your success. Smart businesses look for the latest trends to incorporate to maximize their results and impact.

Metaverse 1

Digital marketers are buzzing about the metaverse. Metaverses are a broad term used to describe immersive virtual experiences that take place online, usually with others. A number of big brands have announced metaverse experiences, including Starbucks, Nike, and many others. The metaverse is generating a lot of excitement, but many businesses don’t have concrete use cases (or returns on investment) yet.

“You need to immerse yourself in the metaverse and experiment. Look for opportunities for your business to participate in and keep your eyes open for others in your industry. Don’t worry about going all in yet, because most businesses are still in the experimental phase of the metaverse.” says Gerald Crosthwaite, Managing Director of TechTarget.

Artificial Intelligence (AI)

“One of the quietest trends in digital marketing over the past few years has been AI integration into almost every digital marketing channel. Social media posts, search results, and advertisements are influenced by algorithms. AI is making marketing smarter, connecting consumers to the right messages and products.” says Robin, Chief Marketing Officer of KodeKloud.

Analyze how AI is changing the core aspects of your digital marketing channels, understand how the algorithms are impacting your results, and optimize your content strategy accordingly.

The customer experience

“Most algorithms and AI optimize for a good user experience in digital marketing. During the past year, search engine optimization (SEO) updates have focused on providing the most helpful content to users. By focusing more on your customers’ experiences, you can beat the algorithms and delight them.”

“You can future-proof your digital marketing by focusing on the user and optimizing their experience. All algorithms are based on improving the user experience, so this will protect you against future algorithm updates.” says Vaibhav Kakkar, CEO & Founder of Digital Web Solutions.

Videos of a short length

“It is undeniable that TikTok and Instagram Reels are taking over social media feeds and consumers’ attention.For businesses to stay relevant, they must appear in the channels and formats where their customers are. It’s good news that short video formats are becoming more available in social media management tools and schedulers, so businesses will have an easier time planning and posting next year.” says Julie Betts, CEO of FlabUp.

Watch Reels and TikTox to learn more about the format, content and appeal. Next, post short videos for your business and experiment with them. You can test and learn your way to success by using these powerful platforms that are earning so much attention and time.

Messages that are simple and clear

“Short-form video takes over and attention spans are dropping, which means businesses must communicate in short, quick soundbites to capture mobile users’ attention.”

Make your marketing and brand priorities sound-bite-able in short sentences or quick ideas. Try copying popular short video formats and shortening your message.” says Steven Boys, CEO of Tunnel Drive.

The influencers

“Increasingly, businesses find opportunities to break through the noise with organic-seeming content using influencers. As the advertising landscape becomes increasingly cluttered, businesses need to find new ways to reach their target audiences. For years, influencer marketing has been on the rise, and this trend will only continue as influencers build up larger and larger audiences that marketers can tap into.” says Sofia Hamberg, Content Director of Flightradar UK.

See how your competitors or other industries are leveraging influencers.

Advocacy on behalf of employees

A business’s employee advocacy program aims to get employees talking and sharing on behalf of the company. A person’s personal profile and assets are often more effective at reaching a larger audience more authentically than a company’s accounts and assets. A significant opportunity exists in harnessing this power—especially in business-to-business (B2B) marketing.

The next step is to evaluate your employees’ potential to contribute to marketing efforts and build a plan to engage them. An engagement plan includes training, tools, and resources to motivate and excite employees to speak up for the company.

The Power of LinkedIn in B2B

“In the past few years, LinkedIn has shown record growth and engagement. In two years, it is expected to account for 25% of B2B advertising. A growing number of businesses are using LinkedIn for growth. However, few take advantage of this opportunity. I believe LinkedIn will continue to grow and the opportunity will only grow. You can disproportionately benefit by jumping in early.” says Alex Federo, Co-Owner of FTW Concrete Contractors.

Build LinkedIn into your plans strategically. Optimize your content. Grow your audience, and look for new features and opportunities to accelerate your growth.

 

What To Consider When Wanting To Launch Your Startup Business

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Deciding to launch a startup is always somewhat nerve-wracking, since you can never know in advance if the venture will be successful – especially in times like these, in which experts are predicting a so-called “slowcession” for the economy. But even though it may seem like a tough time to launch a business, you shouldn’t stop yourself from giving it a shot.

In the article down below, you’ll find tips for what to consider when you’re about to start your own business.

Which Values Are Important to You?

First off, knowing your core values is alpha and omega for finding your business’ identity. They’re very closely tied to your target audience, of course, and you’ll have to consider thoroughly whether the two are a match – and if they’re not, you might be going for the wrong demographic or need to reevaluate your values.

A value like sustainability is a great example: While it’s becoming more and more ordinary for all kinds of people to appreciate the effort, it’s especially important to big parts of the younger generations that you take the environment into consideration when running your business. So, even if working to become more sustainable can seem like a big undertaking, it can be a valuable tool for appealing to your target audience – and if you follow expert advice such as these tips, getting started shouldn’t be too difficult. But with that being said, it’s important to remember that not every young person agrees with the majority – and if your audience are very traditional and elderly, sustainability might not be the value for you to brand yourself on either.

Some other core values to consider as a new startup are teamwork, integrity and a decent business culture. Values are important to consider, since they help build the framework for your business as well as show the world what your startup is all about. Teamwork will help your business work well as a team, which will further help your business evolve.

Have You Given Work Safety Enough Thought?

Far too few newly launched startups put work safety and security at the top of their list of priorities. This is a mistake, though, since valuing cybersecurity and the safety of your employees will help you ensure your business’ longevity and avoid unfortunate incidents.

A new, innovative business gets a lot of attention, and people will surely want to know what the secret is to your success. There are many ways to protect your startup’s data, such as having an automatic backup and two-factor authentication – which is a two-step password combination process to ensure that you and your employees are safe and protected. People from the outside will usually not be able to crack such a password system, making your business safer.

However, you also want to take steps to ensure the psychological safety of your employees. Starting your business with potential customers in mind alone won’t get you far. To help you reach your full potential, making sure that your employees feel safe enough to speak up and take risks will make a world of difference. The safer your employees feel to share their input, the better you’ll work together as a team – setting your startup up for success right from the get-go.

 

[Image by StartupStockPhotos from Pixabay]

 

Envisioning Your Future As An Entrepreneur

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by Chris Fontanella, founder of Encore Professionals Group, and author of “Jump Start Your Career: Ten Tips to Get You Going” and “Tune-Up Your Career: Tips & Cautions for Peak Performance in the Workplace“

The people who have the best vocations are the ones who take complete ownership by grabbing the steering wheel of their career vehicle with both hands and deciding where they are taking their life of employment. And the best way you can take total control is by becoming an entrepreneur. It’s a fine-sounding notion, I know, but as you probably have guessed, a road not easily traveled.

Having started two companies, I have firsthand experience.

Count the Cost (and It’s Not About Money).

Entrepreneurship is career ownership at the highest level. Since it’s your company, you cannot “own it” any more than that. It’s a potentially exhilarating, life-altering, self-gratifying experience. That said, the story of every businessperson who decides to strike out on their own involves challenges, struggles, obstacles, and difficulties that must be worked through, overcome, solved, and sometimes ignored.

Any time you commit yourself to a grand undertaking, sacrifices are part of the deal. There’s no way around it. You either ante up or sit it out while others play their hand. Which is why you must count the cost before undertaking such an audacious venture.

The demands of starting a business are many and varied, but the one cost that is inescapable is time! Being your own boss requires discipline with one of life’s gifts. The days of squandering precious moments, minutes and hours are over, at least until the business is humming along. But even then, it demands constant vigilance.

Dedication to building a business leaves little time for whatever everyone else gets to do. The more time you relinquish, the less time you have for family, friends, and fun and games.

The Common Denominators

Here is what almost every entrepreneur has in common:

  • They are willing to start from scratch
  • They understand that the bottom is as good a place as any to start
  • They appreciate that beginning stages are humble and humbling
  • They realize failure will pockmark their efforts
  • They accept that a second job is sometimes needed to help keep the dream alive
  • They have learned that the road to success is not a direct route
  • They value determination over degrees
  • And, a better life motivates them to break out of their existing environment (they want more than they already have)

An entrepreneur is a regular person who has decided to “go for it.” They have weighed the pros and cons, pluses and minuses, the good and bad, and still believe it’s worth going for. Determined entrepreneurs have no magic formulas to ensure success. What they have is guts to try, guts to pull out all the stops and go all out, guts to put their heart and soul into something. And they are willing to start somewhere and then work their asses off to get wherever there is.

Build a Better Mousetrap…

Hoping the world will beat a path to your door.

Entrepreneurship is not for everyone. But maybe it’s right for you. Are you busting at the seams to set out on your own, to undertake your own business venture? Do you feel you can offer a service better than someone else or better than another company? Do you often ask yourself, why am I doing all this to make them money when I can be making the money for myself? Or maybe you have an idea for a better mousetrap. If you feel your current job is keeping you from what you were intended to do, you may be a future entrepreneur.

Go Boldly, Stay Strong

The entrepreneurial path requires fortitude.

1. Starting small is never wrong, but thinking small always is.

Do not despise the days of small beginnings. Grand enterprises take time to develop. It is not uncommon for start-ups to appear insignificant at first. Countless business successes have sprung from humble beginnings.

Accept failure as part of the process. Before Joe Torre, one of MLB’s respected managers, achieved a win percentage of .605 with the New York Yankees, he eked out an overall .498 win percentage with three different teams. Those teams—the New York Mets, the Atlanta Braves, and the St. Louis Cardinals—fired him. As you experience the highs and lows of entrepreneurship, keep in mind this Theodore Roosevelt quote: “Far better it is to dare mighty things, to win glorious triumphs, even though checkered by failure, than to rank with those poor spirits who neither enjoy much nor suffer much, because they live in the gray twilight that knows not victory nor defeat.” (Italics mine)

2. Wait for the right moment: Successful entrepreneurs are eager, not impetuous.

While there are successful “movers and shakers” who fire before they aim, having a plan is the smart move forward. Think through your moves. Save some seed money for your new venture before quitting your job. And certainly, consult with friends and family before taking your first step down that path, which will demand much of you.

3. Regard intuition as your friend.

Oftentimes your gut will guide you in the direction you need to go. Igor Sikorsky called intuition “an extremely primitive…faculty of higher order.” He believed Thomas Edison and Henry Ford were successful because their intuition allowed them to envision the future, and then they worked their tails off to make their visions reality.

Stay True to Yourself

Entrepreneurship affords you complete control over your career destiny. It is a road less traveled, but one worth traveling if you determine it is the best way to remain true to who you are and spend your working days as you’ve always wanted.

 

Chris Fontanella new

Chris Fontanella is founder of Encore Professionals Group, a professional services firm specializing in the identification and placement of accounting and finance candidates in temporary and full-time positions. He is author of “Jump Start Your Career: Ten Tips to Get You Going“, and “Tune-Up Your Career: Tips & Cautions for Peak Performance in the Workplace“. 

 

Evaluating NetSuite Implementation Partners: Questions To Ask Before You Hire

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by Rutuja Katkar

A NetSuite implementation partner is a third-party service provider specializing in helping businesses implement the NetSuite Enterprise Resource Planning (ERP) solution. These partners work closely with companies to understand their unique requirements and customize the NetSuite solution accordingly. They bring expertise in NetSuite’s technical capabilities and implementation methodologies, ensuring a successful and efficient implementation process. Additionally, NetSuite implementation partners provide ongoing support and maintenance services to help businesses maximize the benefits of their NetSuite investment.

Choosing the right NetSuite implementation partner is critical for the success of your ERP implementation project. Here are some reasons why:

  1. Expertise and experience: NetSuite implementation partners bring years of experience and expertise in implementing software in various industries. They understand the software’s functionalities, best practices, and potential challenges, which can significantly reduce the risk of errors and delays during the implementation process.
  2. Technical capabilities: NetSuite implementation partners deeply understand the technical capabilities of NetSuite and its add-ons. They can help you customize the software to your business needs, integrate it with your existing systems, and optimize it for performance.
  3. Project management approach: NetSuite implementation partners have a well-defined implementation methodology that can help manage project timelines, budgets, and scope. They can communicate clearly and report throughout the project, ensuring you stay informed about the implementation’s progress.
  4. Support and maintenance: NetSuite implementation partners provide ongoing support and maintenance services after implementation. It can include training, troubleshooting, and system updates to ensure the software continues to meet your business needs.

Choosing the right NetSuite implementation partner can help ensure a successful implementation that meets your business requirements, stays within budget and timeline, and delivers the expected ROI.

Questions to Ask Before You Hire a NetSuite Implementation Partner

Before hiring a NetSuite implementation partner, you must ask questions to ensure that your chosen partner fits your business needs.

Here are some questions to ask:

  1. What is your experience with NetSuite implementation?
  2. Can you provide examples of past successful deployments?
  3. Do you have experience working with businesses in our industry?
  4. What is your team’s expertise in NetSuite?
  5. Are your consultants certified in NetSuite?
  6. How many years of experience does your team have in implementing NetSuite?
  7. How do you communicate and collaborate with clients during the implementation process?
  8. What is your approach to keeping clients informed about project progress?
  9. How do you handle any issues or challenges that arise during the implementation?
  10. How do you ensure the implementation project is delivered on time and within budget?
  11. What is your approach to project management?
  12. Can you provide a detailed timeline and budget for our project?
  13. What is your approach to data migration?
  14. How do you ensure that data is migrated accurately and securely?
  15. Can you provide examples of successful data migrations?
  16. How do you handle customization requests?
  17. What is your approach to customizing NetSuite for our business needs?
  18. How do you ensure that customizations do not negatively impact system performance or reliability?
  19. What training and support do you provide after the implementation?
  20. What is your approach to user training?
  21. How do you provide ongoing support after the implementation is complete?

If you ask these questions, you can make sure your NetSuite Implementation partner that you select has the knowledge, experience, and method to make your business successful.

Key considerations and challenges faced while NetSuite ERP Implementation and how NetSuite implementation partner can help

NetSuite ERP implementation can be a complex and challenging process for businesses. Here are some key considerations and challenges that companies face during the implementation process, along with how a NetSuite implementation partner can help:

  1. Data Migration: Data migration involves transferring data from a legacy system to NetSuite. It can be challenging as the data needs to be cleaned and validated before it is migrated. A NetSuite implementation partner can help by providing data migration tools and expertise to ensure data is migrated accurately and securely.
  2. Customization: NetSuite is a highly customizable system, and businesses may need to customize it to meet their specific needs. It can be challenging as customizations can impact system performance and reliability. A NetSuite implementation partner can help by providing expertise in customizing NetSuite and ensuring that customizations do not negatively impact system performance or reliability.
  3. Training and Support: After the implementation, businesses must train their users to use NetSuite and provide ongoing support. It can be challenging as users may resist change or need help with the new system. A NetSuite implementation partner can help by providing user training and ongoing support to ensure that users are comfortable with the new system and can use it effectively.
  4. Project Management and Delivery: NetSuite implementation can be a complex project that requires careful planning and management to ensure it is delivered on time and within budget. A NetSuite implementation partner can help by providing project management tools and expertise to ensure the project is delivered on time and within budget.
  5. Communication and Collaboration: NetSuite implementation requires close communication and collaboration between the implementation partner and the business. It can be challenging as both parties must work together to ensure the project’s success. A NetSuite implementation partner can help by providing clear communication channels and collaboration tools to ensure that both parties are on the same page throughout the implementation process.

By working with a NetSuite implementation partner, businesses can ensure that the implementation process is successful and that they can fully leverage the power of NetSuite ERP to improve their business processes and operations.

 

Rutuja Katkar

Rutuja Katkar is a highly motivated marketing professional with a passion for exploring different aspects of the field. She has a strong interest in reading and researching new strategies to keep up with the ever-evolving marketing landscape. She’s constantly on the lookout for creative and innovative solutions that exceed expectations.

 

4 Top Tips For Building The Best Business Headquarters

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office building front

office building front

If you’re thinking about building a new headquarters for your business, you might want to consider creating a plan for the exciting execution of your company, and potential improvements along the way.

The right business location can make all the difference, so check out these four tips for designing a a business headquarters worthy of recognition.

1. Be Clever With Your Space.

Space is incredibly important for storage solutions, not to mention ensuring that your staff have adequate space for working.

You might want to invest in smart storage solutions that can be hidden to maximise space to give your office a clean and neutral look. Companies like Furniture @ Work can help you find the best storage solutions to suit your business without any hassle. With free delivery to the UK, you’re certain to find a great deal.

2. Use Folding Screens.

In an open plan office space, folding screens can be a saving grace for a quick meeting or discussion, or to grant some quick privacy. Screens can also help to reduce noise levels across an open plan office space, which will increase productivity for employees and prevent distraction.

Whether you opt for floor-to-ceiling screens, or for deskside screens for privacy, you’ll want to consider investing in some high quality fixtures to ensure their longevity.

Companies like Accu are invested in providing the highest quality fixtures and fittings like assembly hardware, nuts, washers and spacers for your business.

This way you never have to worry about the integrity of your furnishings, and you can feel assured that they will function many years into the future.

3. Make it Bright and Airy.

No one wants to feel like they’re working in a box, so making your office space bright and airy will help with your employees’ wellbeing and productivity.

Install large windows that can be opened (even on a restrictor) which will bring some sunlight into the office space. If you paint the walls a light neutral colour, this will keep the room from feeling dark and oppressive.

You may also want to install decorations with relevance to the company like encouraging quotes. You may also want to place some plants around the office, as they can be helpful for circulating fresh air to maximise concentration.

Garden centres like Dobbies have a wide range of plants to choose from that will liven up your office space with some colour and character.

4. Have a Relaxation Space for Staff.

It’s important that staff can have a relaxing area to spend their breaks, eat their lunch and socialise in working hours. This will help to build good relationships in the team and encourage good morale during stressful times.

You can fill your break space with comfortable furniture, attractive art, noticeboards containing relevant information, and a table to eat at, which will contribute to the homely atmosphere.

If you want to cover your walls in bright posters, you can find a wide variety on websites like Poster Store for fast and affordable delivery.

Do you have any ideas for building the best business headquarters? Share your thoughts in the comments below!

 

What You Can Do With A Master’s Degree In Accountancy

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do your own taxes

do your own taxes

Accounting is an essential function for businesses of all sizes, and with the ever-increasing demand for qualified accountants, a master’s degree in accountancy can lead to many career opportunities. A master’s degree in accountancy provides students with advanced knowledge and skills in financial accounting, managerial accounting, auditing, and taxation, making them well-equipped to tackle various accounting-related roles. With a master’s degree, individuals can pursue a range of career paths in diverse industries, including public accounting firms, government agencies, nonprofit organizations, and corporate businesses.

In this article, we explore some of the most common career options for individuals with a master’s degree in accountancy and the average salaries associated with each role based on data from reputable sources.

Certified Public Accountant (CPA)

A Master’s Degree in Accountancy is an excellent preparation for the Certified Public Accountant (CPA) exam. CPAs are highly respected and sought-after professionals who help individuals and businesses with tax planning, accounting, and auditing. The Bureau of Labor Statistics (BLS) states that the median salary for a CPA in the United States is $73,560 per year.

Management Accountant

As management accountants, individuals are responsible for analyzing financial data and creating reports to help organizations make strategic decisions. They may also be involved in budgeting, forecasting, and cost analysis. Having an MAcc degree can provide individuals with the knowledge and skills needed to excel in this role. MAcc programs typically cover advanced topics in accounting, such as financial statement analysis, auditing, and taxation. Additionally, these programs often include coursework in business strategy and management, which can be valuable for individuals in management accountant positions. According to PayScale, the average salary for a management accountant with a MAcc degree is $68,000 per year in the US.

Financial Analyst

A financial analyst helps businesses and individuals make investment decisions by analyzing financial data and market trends. A master’s degree in accountancy provides students with the analytical skills needed to succeed in this field. According to the BLS, the median salary for a financial analyst in the United States is $83,660 per year.

Forensic Accountant

Forensic accountants use their accounting knowledge to investigate financial crimes such as fraud, embezzlement, and money laundering. A master’s degree in accountancy with a focus on forensic accounting is an excellent preparation for this career. According to PayScale, the median salary for a forensic accountant in the United States is $71,647 per year.

Tax Consultant

A tax consultant helps individuals and businesses with tax planning, compliance, and reporting. According to PayScale, the median salary for a tax consultant in the United States is $59,000 per year.

Internal Auditor

An internal auditor ensures that a business or organization is compliant with laws, regulations, and internal policies. According to PayScale, the median salary for an internal auditor in the United States is $62,555 per year.

Budget Analyst

A budget analyst helps organizations develop and manage their financial plans. This includes forecasting revenue and expenses, analyzing financial data, and making recommendations for improvement. According to the Bureau of Labor Statistics, the median salary for a budget analyst in the United States is $78,970 per year.

Controller

A controller oversees an organization’s financial operations and accounting department. They are responsible for financial reporting, compliance, and ensuring that the organization’s financial goals are met. According to PayScale, the median salary for a controller in the United States is $90,000 per year.

Financial Advisor

A financial advisor helps individuals and businesses manage their investments and finances. They provide guidance on financial planning, investment strategies, and retirement planning. According to the Bureau of Labor Statistics, the median salary for a financial advisor in the United States is $89,160 per year.

Risk Manager

A risk manager is responsible for identifying and managing risks that could affect an organization’s financial performance. They work to minimize the impact of potential risks and develop strategies to prevent them from occurring in the future. According to PayScale, the median salary for a risk manager in the United States is $92,241 per year.

Corporate Accountant

A corporate accountant manages a company’s financial records, including accounts payable, accounts receivable, and payroll. They also prepare financial statements and reports for the company’s management team. According to PayScale, the median salary for a corporate accountant in the United States is $62,000 per year.

Financial Manager

A financial manager oversees the financial operations of an organization, including budgeting, forecasting, and financial reporting. They work closely with other managers and executives to ensure that the organization meets its financial goals. According to the Bureau of Labor Statistics, the median salary for a financial manager in the United States is $134,180 per year.

Investment Banker

An investment banker helps companies raise capital through public offerings, private placements, and other financial transactions. They also provide financial advice to clients and assist with mergers and acquisitions. According to Glassdoor, the median salary for an investment banker in the United States is $98,580 per year.

Financial Reporting Analyst

A financial reporting analyst prepares financial reports for a company’s management team and stakeholders. They analyze financial data to identify trends and make recommendations for improvement. According to PayScale, the median salary for a financial reporting analyst in the United States is $71,000 per year.

International Accountant

An international accountant works with companies that have operations in multiple countries, ensuring compliance with international accounting standards and tax laws. They also provide advice and guidance on cross-border financial transactions and currency exchange. According to PayScale, the median salary for an international accountant in the United States is $71,406 per year.

Financial Writer

A financial writer creates content for websites, blogs, and other publications related to finance and investing. They use their knowledge of financial markets and products to write articles that educate and inform readers. According to Glassdoor, the median salary for a financial writer in the United States is $62,000 per year.

Conclusion

Obtaining a master’s degree in accountancy can lead to a multitude of career opportunities in various industries. Graduates possess the advanced knowledge and skills necessary to excel in roles such as financial analyst, tax accountant, forensic accountant, internal auditor, and many more. Additionally, the demand for accountants continues to grow, making this an excellent career choice for those who enjoy working with numbers, solving complex problems, and contributing to the success of organizations.

With the average salaries for these roles ranging from $57,000 to over $100,000 per year, a master’s degree in accountancy is a sound investment that can pay dividends for years to come.

 

Top Five Professional Development Tips For Educators

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If you are an educator, you know that learning is a never-ending journey. As the world changes and new technologies take over, it is essential to stay up-to-date with the latest trends and best practices in your field. That is why professional development is so important.

Whether you are a new teacher just starting out or an experienced professional looking to enhance your skills, there is always room for improvement. If you do not know how and where to get started, read the following tips to work on your professional development:

1. Pursue Advanced Degrees Or Certifications.

Pursuing advanced degrees or certifications is an excellent way for educators to deepen their knowledge and enhance their teaching skills. It can lead to improved teaching strategies, better student outcomes, and increased job satisfaction. Depending on your intended career path, you may opt for a specific program.

For example, if you are a K-12 teacher interested in specializing in a specific content area or working with special needs students, you might consider obtaining a specialized certification. It may include a Master of Science in Special Education or a certification in Gifted Education.

Likewise, if you want to pursue a leadership role within your school or district, earning an administrative degree such as a Master’s in Educational Leadership or a certification in School Administration might be best.

That said, many educators simply lack time to upgrade their education. In that case, enrolling in one of the well-recognized online graduate degree programs is your best bet. They will enable you to continue your studies while giving you enough time and energy to continue your teaching career simultaneously.

2. Prioritize Self-Evaluation.

By engaging in self-evaluation, educators can identify their areas of strength and weakness. In other words, it will help you better understand where you excel and where you need to improve. Using these insights, you can create a professional development plan that focuses on addressing the identified weak links.

Keeping a journal is a great way to stay on top of self-evaluation. It is a helpful tool for tracking your thoughts, observations, and reflections on your teaching practice. By jotting down notes throughout the day or week, you can gain a better understanding of your teaching style and areas where you excel or struggle.

Setting goals also play a pivotal role in the self-evaluation process. When devising goals, be sure to create specific, measurable, achievable, relevant, and time-bound (SMART) objectives. For example, if you want to improve your classroom management skills, a SMART goal could be: “By the end of the semester, I will implement three new strategies to improve student behavior and decrease disruptions during class.”

3. Join Professional Associations.

Becoming a member of a professional association could prove to be extremely useful for educators. One of the key benefits is access to a network of colleagues and professionals in their field. Professional associations often host conferences, workshops, and other events where educators can connect with colleagues. It can provide them with valuable support, guidance, and mentorship along the way.

Professional associations also provide members with valuable resources, such as research papers, journals, and online databases. That way, educators may stay abreast of the latest developments in their field. These resources are instrumental in helping educators boost their pedagogical approach and improve their teaching outcomes.

4. Seek Mentorship.

When it comes to professional development, one of the most valuable resources is mentorship. Essentially, this means finding a more experienced colleague or educational professional who can help you navigate your career.

Mentorship can take many forms, from regular check-ins and conversations to more structured coaching sessions or formal training programs. The key is finding someone who can help you identify areas for improvement, set goals, and work towards achieving them.

Mentorship is a two-way street. Hence, you not only benefit from the experience and knowledge of your mentor but also bring your own unique perspective and ideas to the table. It results in a more collaborative and dynamic learning experience for everyone involved.

It bears worth mentioning that finding the right mentor is about more than just finding someone with a lot of experience or knowledge. It is about finding someone who understands your goals and challenges and shares your values and philosophy.

So, how can you go about finding the perfect mentor? Well, to begin with, social media platforms like Twitter and LinkedIn can be great places to connect with other educators and find potential mentors. Look for educators who are active on social media and share your interests and values.

Apart from that, you may also reach out to educators you admire. Do not be afraid to cold email or message educators you respect. Explain your goals and ask if they would be willing to meet with you or provide guidance in any capacity. In most cases, they will show their willingness to help you.

5. Be Innovative.

As a teacher, it could be easy to get caught up in the routine of daily life and forget to try new stuff in the classroom. However, being innovative is a fun and exciting way to explore new ideas and techniques that can take your teaching to the next level.

One way to do that is to try a new teaching strategy or implement new educational technology. Before jumping in, research and understand the potential benefits and drawbacks of the approach. Look for examples of other teachers who have successfully used the strategy or technology and observe their methods in action. This can help you gain confidence and prepare for any challenges that may arise.

Remember, being innovative does not have to be intimidating or overwhelming. By starting small and working your way up to bigger experiments, you will become more comfortable trying new things in the classroom. In all likelihood, you may even stumble upon something that becomes a favorite among your students.

Conclusion

As an educator, your work is never done. You will have to constantly strive for improvement. As a result, you will not only improve your skills and knowledge but also create better learning environments for your students. We encourage you to follow the tips covered in this blog and embrace the journey of professional development.

 

Is Meritocracy Undermining Your Employees (And Sabotaging Your Goals)?

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by Amri B. Johnson, CEO of Inclusion Wins and author of “Reconstructing Inclusion: Making DEI Accessible, Actionable, and Sustainable“

On the surface, meritocracies seem beneficial to organizations. In reality, they hurt your most vulnerable employees. Everyone has merit; everyone deserves dignity. Rather than run your organization based on merit, try anchoring on people — on the boundless potential of one another. This will unleash the potential of all your employees — not just a select few.

Systems based on meritocracy won’t help everyone make the meaningful contributions they are capable of. But when leaders empower everyone to thrive — not just “top performers” — all employees can deliver their best work.

So what should organizations do to get the outcomes they desire? Here are some tips to help you deconstruct the myth of meritocracy and make your organization fairer and more inclusive to all.

Start by asking important questions about meritocratic-oriented systems.

When you’re separating the ideal (meritocracy) from the reality of how it’s been practiced, it’s important to reconsider the notion of how it has served the people in your organization. For example: Has the ideal of meritocracy helped people thrive? If yes, who has it helped (more or less)? Where does it serve or hinder our mission? Does our current perception of it help us create a generative culture? If yes, what is the evidence of this outcome?

Look for meritocratic ideals everywhere (and root them out).

You might discover these ideals masking themselves in people’s preferences, organizational traditions, or what is expedient. In these cases, question whether decisions made from systems designed for meritocracy are clear, consistent, and caring. If they are not, inequity is likely in process or being reinforced in the organizational mind.

Believe in the potential of your employees — all of them.

As DEI pioneer Michael Hyter observed, nearly all employees are capable of high-level performance. Just because your employees haven’t reached the pinnacle yet does not mean that they won’t or can’t. Likewise, if you see an instance that your reports or peers drop in performance, don’t conclude that they have reached some imaginary ceiling that cannot be broken through. Consider in all cases that if they aren’t able to make a breakthrough in performance alone, that they can with the right help from their management and peers.

Likewise, be sure not to overload the “cream of the crop” with the lion’s share of the work. Spread the responsibility around, allowing all employees to share the load and have ownership over important projects. Of course you can help by figuring out everyone’s skills and putting people to work in areas where they shine. You will end up with far less burnout from your most productive workers while others have a chance to rise to the occasion and improve their performance.

Clearly define performance standards for employees.

Coach them to move toward these standards. Coaching should come from superiors, managers, and peers. Great teams get better together. Developing organizational capacity for people to be helpful coaches with one another will provide hefty returns.

Eliminate PIPs.

When an employee is ranked as a low performer, they are often subjected to a performance improvement process (PIP), which lays out everything that employee must do in alignment with the manager’s desires. PIPs are usually not about performance improvement, but rather a justification to move a person out while appearing impartial.

Instead of this punitive process, take a deliberate and formal approach, coaching the employee to develop and experience real growth. Check in formally and informally often. In your informal conversations, identify whom the employee could learn from and how they could refine specific skills. Find out how the employee is feeling and help them identify what they might do differently or whom they might engage with and learn from. For formal conversations, summarize their work, explore their engagement on projects, and discuss next steps.

Pay attention to whom you often promote.

If you are a person of influence and power in your organization, be aware of pushing your preferences if you tend to insist on candidates with similar backgrounds and pedigrees. By doing this, notice how you are undermining the very equity you are trying to create. What can you do differently?

Build an Inclusion System.

Meritocracies are exclusive by nature — they promote people who very often already have a leg up on everyone else because of who they are (and who they know). But an Inclusion System, Johnson’s framework that outlines the conditions critical to inclusion’s becoming normative, is there for the sole purpose of helping all stakeholders thrive and contribute their best to a generative culture and the organizational mission. It will empower everyone to perform at their best and have an opportunity to engage like never before.

At best, meritocracy is incomplete, and, at worst, it is dehumanizing. It benefits only some — those at the top. A human-centric approach is the clear path to transformation. When you support and believe in the potential of all employees, the gains become far more equitable, and people are finally able to show up as their best selves and give you their best work.

 

Amri B. Johnson

Amri B. Johnson is the author of “Reconstructing Inclusion: Making DEI Accessible, Actionable, and Sustainable“. He is a social capitalist, epidemiologist, entrepreneur, and inclusion strategist. As CEO/founder of Inclusion Wins, Amri and a virtual collective of partners converge organizational purpose to create global impact with a lens of inclusion.

 

Entrepreneur Home Loans: The Best Financing Solution For Self-Employed Home Buyers

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If you are an entrepreneur and run your own business — or are a gig worker or independent contractor — you’ve probably found that it is a bit more challenging to qualify for mortgage financing than it was when you had a steady paycheck or W-2 income.

While self-employed mortgage borrowers can apply for all the same loans that “traditionally” employed borrowers can, buying a home as an entrepreneur comes with a host of unique challenges. The most common of these include:

  • The need to close before you have two years of tax returns
  • Aggressive tax deductions that reduce your income and prevent you from qualifying for traditional loans
  • The need for a jumbo loan amount with minimal money down (to keep money invested in your business)
  • Being able to compete and close quickly in a tough housing market

These challenges are compounded by the fact that different mortgage programs and lenders have their own criteria when it comes to documenting self-employed income.

Luckily, there are alternative solutions available to you. If you are a self-employed business owner and are having trouble qualifying for traditional home financing, an Entrepreneur Home Loan might be the solution you are looking for.

What Is an Entrepreneur Home Loan?

Entrepreneur Home Loans were created to overcome the roadblocks self-employed home buyers face when applying for traditional mortgages. These programs allow entrepreneurs to secure home financing with fewer restrictions than conventional loans when it comes to documenting income and assets.

There are two main types of Entrepreneur Home Loans:

1. Alt-Doc Programs.

Alt-doc loan programs allow self-employed borrowers to qualify for home financing using either their bank statements (personal or business) or business Profit-and-Loss statements. For bank statement programs, 12-24 of statements are required to prove income. For P&L programs, two years of P&L statements verified by an accountant are required.

These programs are generally used by business owners who have been in business for at least two years but have not filed their second-year taxes yet, or those whose tax returns do not show enough income to qualify for a traditional mortgage.

2. Asset Qualifier Programs.

Asset qualifier loans (also called ‘asset depletion loans’) allow self-employed borrowers to qualify using their liquid assets instead of income.

These types of loans are perfect for self-employed borrowers who do not have the stated income required to qualify, or who have not been in business for two years.

Finding the Right Mortgage Lender

As you can see, there are plenty of options available to self-employed entrepreneurs who are not able to qualify with traditional mortgage financing.

However, the challenge then becomes finding a mortgage lender who offers each of these programs and can help you decide which solution is the best for you and your financial goals.

NEO Home Loans has a variety of Entrepreneur Home Loans available for self-employed home buyers. Whether you are looking to qualify with your tax returns, stated income, bank statements, or asset documentation, we’re confident we have the perfect loan program that will fit your needs and allow you to qualify for your next home with the lowest possible cost.

Features of our Entrepreneur Home Loans include:

  • Alt-doc, bank statement, and asset qualifier loans available
  • 90% financing up to $1M
  • Credit scores as low as 680
  • 2-unit properties allowed
  • Second homes allowed
  • Investment properties allowed
  • Gift funds acceptable
  • Cash-out refinance and purchase loans available
  • Programs available to J1 Visa holders

How to Get Started

Whether you’re purchasing your first home or refinancing your current one, an Entrepreneur Home Loans is a great option to help you qualify for mortgage financing.

Our mission at NEO Home Loans is to help entrepreneurs navigate the landmines that come with buying a home. We have helped many self-employed home buyers select and qualify for the mortgage program best suited to reach their financial goals.

If you are self-employed and have had trouble qualifying for a traditional mortgage program, visit https://www.homeswithneo.com/entrepreneur-home-loans/ to schedule a consultation with a mortgage advisor and learn more about our Entrepreneur Home Loans. They will answer all your questions and educate you on the available programs so you can be happy with a mortgage solution that works for you!

 

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