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In today’s fast-paced digital world, businesses need to adapt quickly to stay ahead. Have you ever wondered how some companies seem to grow effortlessly while others struggle to keep up? The secret often lies in smart, strategic advice – and that’s where virtual consulting solutions come into play. I’ve seen firsthand how these services can transform a technically-focused business, helping it not only survive but thrive in competitive markets. Virtual consulting is not just a buzzword; it’s a game-changer. It offers flexibility, expert insights, and tailored strategies without the need for physical meetings. Let me walk you through why this approach is revolutionising business growth and how you can leverage it for your own success. Why Virtual Consulting Solutions Are a Game-Changer Virtual consulting solutions bring the expertise of seasoned professionals right to your screen. Imagine having a business strategist who understands your technical challenges and growth goals, available whenever you need them. No more scheduling headaches or travel expenses. It’s consulting made easy and efficient. One of the biggest advantages is accessibility . Whether you’re a startup in a small town or a growing tech firm in a bustling city, virtual consulting breaks down geographical barriers. You get the same high-quality advice as any big corporation, tailored to your unique needs. Plus, virtual consulting often means faster turnaround times. Instead of waiting weeks for a consultant to visit your office, you can have a video call, share documents instantly, and get feedback in real time. This speed can be crucial when you’re making decisions that impact your bottom line. Photo by Chris Montgomery  on Unsplash How Virtual Consulting Solutions Boost Business Growth You might be asking, “Okay, but how exactly does virtual consulting help my business grow?” Great question! Here’s what I’ve noticed works best: Strategic Planning: Consultants help you map out clear, actionable plans. They identify growth opportunities and potential pitfalls you might miss. Team Inspiration: A fresh perspective can motivate your team. Consultants often bring new ideas that spark creativity and collaboration. Problem Solving: When technical challenges arise, having an expert to troubleshoot and suggest solutions saves time and money. Market Insights: Consultants keep an eye on industry trends, helping you stay ahead of competitors. For example, I worked with a healthcare startup struggling to scale their operations. Through virtual consulting, we identified gaps in their growth strategy and implemented new client engagement and pipeline management tools. Within months, their productivity soared, and they landed a major client. If you want to explore how this can work for you, consider checking out online business consulting services that specialise in helping technically-focused businesses like yours. Practical Tips for Choosing the Right Virtual Consultant Choosing the right consultant can feel overwhelming. Here are some tips to make the process smoother: Define Your Goals: Be clear about what you want to achieve. Growth strategy? Team development? Technical problem-solving? Check Expertise: Look for consultants with experience in your industry and technical area. Ask for References: Past client feedback can reveal a lot about their effectiveness. Evaluate Communication: Since it’s virtual, clear and prompt communication is essential. Start Small: Consider a trial project or short-term engagement before committing long-term. Remember, a good consultant is not just a problem solver but a partner who understands your vision and helps you get there. Embracing the Future with Virtual Consulting The business landscape is evolving, and so should your approach to growth. Virtual consulting solutions offer a flexible, cost-effective way to access expert advice tailored to your technical business needs. It’s about working smarter, not harder. By embracing these solutions, you’re not just hiring a consultant – you’re gaining a strategic ally who can help you navigate challenges, inspire your team, and unlock new opportunities. So, why wait? The future of business consulting is here, and it’s virtual. If you’re ready to take your business to the next level, exploring professional online business consulting services could be the smartest move you make this year. After all, growth is a journey best taken with the right guide by your side.

When I first started working with technically-focused businesses, I quickly realised that having the right guidance can make all the difference. You might be wondering, why bring in an outsider to help with your business? Well, that’s where a Business Development Coach steps in. They’re not just another advisor; they’re a catalyst for growth, clarity, and sustainable success. Let me walk you through the key advantages of having a business performance consultant on your side. By the end, you’ll see why this role is a game-changer for businesses aiming to scale smartly and confidently. What Exactly Does a Business Development Coach Do? You might have heard the term “Business Development Coach” tossed around, but what do they actually do? Think of them as your business’s personal trainer. They assess your current performance, identify weak spots, and design a tailored plan to boost your overall health - in this case, your business health. They dive deep into your operations, strategy, and team dynamics. Then, they help you: Streamline processes to save time and money Set clear, achievable goals Improve team collaboration and motivation Identify new market opportunities Implement effective performance metrics Business improvement advisor discussing strategy with a team Why Technically-Focused Businesses Benefit from a Business Improvement Advisor Technical businesses often excel at innovation and product development but can hit roadblocks when it comes to scaling operations or managing growth. This is where a business improvement advisor shines. They bring a fresh perspective and business acumen that complements your technical expertise. Here’s why they’re invaluable: Bridging the gap between tech and business: They translate complex technical challenges into actionable business strategies. Fostering sustainable growth: Instead of quick fixes, they focus on long-term success. Enhancing team alignment: They help inspire and align your team around shared goals. Reducing costly mistakes: By spotting risks early, they save you from expensive pitfalls. Imagine having someone who understands both the tech world and business strategy. It’s like having a translator who speaks both languages fluently, making sure everyone’s on the same page. How much does a business consultant get paid? Now, let’s talk numbers because it’s natural to wonder about the investment involved. The pay for a business consultant varies widely depending on experience, industry, and project scope. For technically-focused businesses, consultants often charge based on the value they bring rather than just hours worked. Here’s a rough breakdown: Hourly rates: £75 to £250 per hour Project-based fees: £3,000 to £50,000+ depending on complexity Retainer agreements: Monthly fees for ongoing support, often £2,000 to £10,000+ Keep in mind, the right consultant will help you generate far more value than their fee. For example, a consultant who helps you increase revenue by 20% or cut costs by 15% quickly pays for themselves. If you’re worried about costs, consider starting with a smaller project or a discovery session to see the potential impact before committing long-term. Calculating business consultant fees and budgeting Real-Life Benefits of Hiring a Business Performance Consultant Let me share some practical benefits I’ve seen businesses enjoy after working with a business performance consultant: Clearer strategic direction: No more guessing games. You get a roadmap that aligns with your vision and market realities. Improved operational efficiency: Streamlined workflows mean less wasted time and resources. Stronger leadership: Consultants often coach leaders to inspire and manage their teams better. Better decision-making: With data-driven insights, you make smarter choices faster. Increased profitability: Ultimately, all improvements lead to healthier bottom lines. One client told me, “We now have a clear understanding of the way forward and have laid the foundations for a successful future.” That’s the kind of clarity and confidence a good consultant brings. How to Choose the Right Business Improvement Advisor for Your Company Choosing the right advisor is crucial. Here are some tips to help you find the perfect fit: Look for industry experience: Someone who understands your technical field will add more value. Check their track record: Ask for case studies or references. Assess their communication style: You want someone approachable and clear, not jargon-heavy. Ensure cultural fit: They should align with your company values and team dynamics. Start with a trial project: This helps you gauge compatibility before a full commitment. Remember, this is a partnership. The right advisor will feel like an extension of your team, not an outsider. Choosing the right business improvement advisor through partnership Taking the Next Step Towards Sustainable Growth If you’re serious about scaling your technically-focused business, partnering with a business development consultant could be the smartest move you make. They bring expertise, fresh perspectives, and practical tools to help you build a stronger, more resilient business. Growth isn’t just about working harder; it’s about working smarter. And sometimes, that means getting expert help to navigate the complexities of business development. So, why not take that step today? Your future self will thank you. Ready to explore how a business improvement advisor can transform your business? Reach out, have a chat, and see what’s possible. After all, every great journey starts with a single step.

Navigating Uncertainty in Business Business can be an uncertain thing at times, can't it? In fact, life can be an uncertain thing full stop! Entropy, central to the second law of thermodynamics, states that everything tends towards decay rather than growth over time. Everything changes. Nothing is fixed. Yet whether we're employed or work for ourselves, we tend to spend a lot of time trying to create some kind of long-term predictability. We crave a consistent rhythm to the week or month. We desire a long-term and stable pipeline of work. But as I said at the start, life is, by its very nature, shifting and unpredictable. Unforeseen changes in the economy affect our businesses in ways we can't control. Clients change their minds. Suppliers go out of business. We get older, and our health, responsibilities, and aspirations change. Someone wiser than me once said, "the only constant is change," and they were absolutely right. The Challenge of Stability Trying to build a stable life or business upon these shifting sands is nearly impossible. Stressing out over trying to do so is a recipe for disappointment and unhappiness. "But wait a minute!" I hear you cry. "Aren't you always banging on about the importance of long-term thinking? How do we do that when the world around us changes so much?" Well, yes, I do believe in the positive results that long-term, strategic thinking yields. But it’s not about looking into the future and predicting every step of the journey to come. That way lies heartbreak! It's fine to have an idea of what you want your life or business to look like in the future. It's even okay, sometimes desirable, if that vision is very specific. It serves as a target to shoot for—a bright light to draw you on. The Importance of Adaptability However, your plans to get there must be adaptable! Flexibility and adaptability are two of the most important aspects of a successful long-term plan. Accepting from the outset that it’s not going to be a linear journey is crucial. There will be rocks in the road that you can't see just yet. The ability to stay focused on your destination while being resilient to changes is critical to that long-term plan. To use the analogy of a journey, you might have to stop to deal with a mechanical problem with your vehicle or take a detour around some roadworks. But the most important thing is that you keep moving towards the destination you've set for yourselves. And if you never quite reach it, or if that destination needs to change? Well, that’s all part of the same adaptability and acceptance of the impermanence of life that you need to foster in yourselves and your teams. Building a Resilient Mindset Creating a resilient mindset is essential for navigating the uncertainties of business. It’s about embracing change rather than fearing it. When we accept that change is a constant, we can better prepare ourselves and our teams for whatever comes our way. Strategies for Resilience Stay Informed : Keep up with industry trends and economic shifts. Knowledge is power, and being informed allows you to pivot when necessary. Encourage Open Communication : Foster an environment where team members feel comfortable sharing their thoughts and concerns. This openness can lead to innovative solutions and a stronger team dynamic. Invest in Continuous Learning : Encourage your team to pursue professional development. The more skills and knowledge they have, the more adaptable they can be. Practice Mindfulness : Mindfulness techniques can help you and your team manage stress and remain focused on the present, making it easier to adapt to changes as they arise. The Role of Leadership in Change Management As leaders, we play a crucial role in guiding our teams through change. It’s our responsibility to model adaptability and resilience. When we embrace change, our teams are more likely to follow suit. Leading by Example Share your experiences with change, both the successes and the challenges. This transparency builds trust and encourages your team to be open about their own experiences. Setting Clear Goals While adaptability is key, having clear goals provides direction. Ensure that your team understands the vision and how they contribute to it. This clarity can help them navigate changes more effectively. Conclusion: Embracing the Journey In conclusion, the journey of business is rarely straightforward. Embracing change and fostering adaptability are essential for sustainable growth. By cultivating a resilient mindset and leading by example, we can navigate the uncertainties of business with confidence. So, the next time you face an unexpected challenge, remember: it’s all part of the journey. Embrace it, learn from it, and keep moving forward. After all, the only constant is change, and that’s what makes the journey worthwhile.

I had a conversation recently with a fellow consultant in which we discussed that well-known business maxim “culture eats strategy for breakfast”. The rationale behind this phrase seems to be that if you have an outstanding company culture, you don’t need to have a strategy.  Or conversely, you can have the best strategy in the world, but a competitor armed only with a better culture will be more successful than you. So which side is right?  Is culture really more important than strategy for a business? As with so many things, I think that this expression suffers from encouraging polar thinking.  That either one thing or the other is the best.  However my experience with dozens of companies through a long career has shown me that both have their place. As always, neither is best and for success we need to build a combination of both. Strategy Without Culture Most business schools or courses will teach you that companies need a strategy.  They may even teach you how to write a fairly decent one.  What do we mean by a strategy though?   In simple terms, we are talking about a plan for the business.  An understanding of the services it provides, the clients it wants to serve, the people it’ll need and actions to find them both.  This might also be coupled with some sort of long term vision - a destination which the company hopes to reach in the future. None of this is wrong or harmful to a business.  However, in the absence of a great culture, leaders will be trying to deliver this strategy with a team around them who are passively (or even actively) disengaged.  It’ll be seen as “their” or “management’s” idea and one that no one else has any investment in. This would be a sad state of affairs were it not the actual case in so many established businesses!  Plans and strategies galore, but a team who would rather be anywhere else. Culture Without Strategy OK let’s look at the opposite state.  A company that has built and protected an outstanding culture, but lacks any kind of strategy.  Sure you’ll have engaged and empowered staff who are capable of applying their talents to any number of things.  But without the focus of a strategy, their efforts could be scattered and directionless.  A culturally poorer company with greater focus will have more success in their chosen sector, precisely because they’ve chosen a sector Can you really put a group of talented and empowered people in a room and expect something amazing to emerge?  Maybe, but I’ll be willing to bet that one of their first conversations will be about what they’re going to do and for whom.  Essentially right from the off, they’ll start building a strategy! I’ve found this to be the case in a number of organisations who prioritise culture.  They are outstanding places to work and their teams would not want to be anywhere else.  However, whether documented or not, they always DO have a strategy of some sort. So I don’t agree with that tired old maxim in its purest sense.  Businesses need both a great culture and  a solid strategy.  Without one or the other, something fundamental is lacking which will negatively impact that organisation's ability to succeed. Don’t get me wrong, I much prefer working in and with companies whose culture is outstanding.  I’ve been lucky enough to do so many times in my career.  Having also worked at the opposite end of the spectrum, I know that these types of companies have advantages that more traditional ones do not. BUT, if they haven’t already, I would always encourage them to define the basic elements of their strategy.  This focuses their unique culture and talents in a way that makes an almost unstoppable combination. Culture and strategy:  Two sides of the same coin, neither of which has anything to do with breakfast.  But as the old song says (for a truly effective business) “You can’t have one without the other.”

I was an event last week and someone asked me: "What are the biggest challenges to growth and future success that your clients face?" I thought about it for a moment and realised that there are three of them. Two that everyone is aware of and one that hardly anyone thinks about. The first two things are sales and people. It's pretty obvious to say that if you want a business to grow, then you need to increase the amount you're selling. Whether that's finding new clients, or expanding your portfolio with existing ones, it doesn't matter too much. But a structured plan for business development is essential. Secondly (and again fairly obviously) a growing business will usually need more of the right people. It's no good building a bigger pipeline of work if you don't have the capacity and capability to deliver it well. Finding the best people is hard though. And my experience has been that, of these two things, it's the availability of people which is the limiting factor on a business's ability to grow. So what's the third thing? The one that no one thinks about? It's culture. You can have all the sales in the world and the people on hand to deliver it, but without an outstanding company culture your growth will be restricted. I've worked with and for some great companies. I've also experienced some terrible ones too. And it has ALWAYS been the culture of the organisation which made the difference between the two. In a company with a great culture people feel empowered and enjoy their work. They show up and go the extra mile without having to be asked. They deliver a service that delights your clients and the client's experience of working with them is outstanding. A great company culture really shows! If your culture is poor though, your people are probably just showing up for the money. They are feeling put-upon and micromanaged. Tolerating their employment until a better opportunity presents itself. Counting the minutes until home time. Does that sound like the environment where great work is going to be done? I promise you, it's not!  So initially this was a simple answer to a question in the moment. But the more I've thought about it since, the more I believe that these three things have to be right for your business to grow successfully. If you've got a strong pipeline of work, great! If you have a team of excellent people to deliver it, even better! But if you've never stopped to think about your culture, and are wondering why staff engagement and results aren't all that you hoped, maybe it's about time you did?

Let’s talk about physics.  OK please don’t stop reading, because this is one of the best life hacks I ever learned! Inertia and momentum are two powerful physical properties of matter.  In very simple language, inertia is the force which must be overcome in order to start a body moving.  Momentum, by contrast, is the force which keeps a body in motion once it’s moving. Imagine a large, heavy stone wheel at rest.  To get it moving in the first place requires a great deal of force in the right direction.  This is inertia.  Once the wheel is moving however, it begins to have momentum of its own and so requires only an occasional application of additional force to keep it going. “What’s this got to do with work?” I hear you ask.  Allow me to explain: In our lives and work there can be tasks that we KNOW we need to get done, but just struggle to find any motivation to start.  I get this.  It happens to me all of the time.  All that we can see before us is a monumental task that just seems too big to tackle.  Our minds put all kinds of obstacles in the way and then, before we know it, the day has gone and the task remains incomplete.  This, in our cases, is a form of  INERTIA . A simple, reliable way to overcome this inertia is to trick your mind away from the scale of the task at hand.  But how? On an episode of his podcast, American ultra-distance runner  Rich Roll  described how, quite often, he can barely face early morning training runs.  So rather than think about the long, cold run, he breaks it down into much smaller tasks. He says to himself, “I’ll just put my trainers on.”   Only when that is done does he tell himself “I’ll just go and stand outside the front door.” Next he’ll say “OK I’ll just walk to the end of the street.”   Then “I’ll just run for two minutes.”   And what do you know, he’s off and running.  The inertia is broken. It functions exactly the same way for any other task.  Can’t find the energy to write that article or report?  Don’t think about the whole job.  Break it down into smaller chunks and make it more appealing by using the magic words “I’ll just…”: I’ll just…go and sit at the desk I’ll just…boot up the laptop I’ll just…open the word processor app I’ll just…create a new document I’ll just…type two sentences And before you know it, having started to write, two sentences become a paragraph which becomes a page, which become several pages and the report or article is complete.   MOMENTUM  tackles over!   The body is now in motion with energy of its own and you just have to keep it moving.  This is much simpler than starting it in the first place and that is the essence of the trick.  Whenever you find yourself faced with an inertia problem, ask yourself this: “What is the single smallest act that I can do right now that will start to move me in the right direction?” Enough of those small steps in a consistent direction will build up momentum of their own and the task will feel like it completes itself. It genuinely works.  Try for yourself and thank me later! Photo by Karsten Winegeart on Unsplash.

If you’ve ever felt like your business is running on a treadmill - lots of effort but no real progress - you’re not alone. Growth can be elusive, especially for technically-focused businesses where innovation and complexity often take centre stage. That’s where strategic planning services come in. They’re not just fancy buzzwords; they’re the roadmap to turning your vision into reality. Let me walk you through how strategic planning can transform your business and help you achieve sustainable growth. Why Strategic Planning Services Matter for Growth Strategic planning services are like the GPS for your business journey. Without them, you might be driving blindfolded, hoping to reach your destination by chance. But with a clear plan, you know exactly where you’re going, how to get there, and what to do if you hit a detour. Think about it this way: when I first started working with technically-focused companies, many had brilliant products but struggled to scale. They lacked a clear strategy that aligned their technical capabilities with market demands. Strategic planning services help bridge that gap by: Clarifying your business goals : What does growth look like for you? More customers, higher revenue, or maybe expanding into new markets? Identifying strengths and weaknesses : Knowing what you do well and where you need help is crucial. Aligning your team : Everyone moves in the same direction, motivated by a shared vision. Anticipating challenges : Planning for risks means fewer surprises down the road. Without this, growth can feel like a guessing game. But with strategic planning, you’re playing with a full deck. Team collaborating on strategic planning How Strategic Planning Services Work in Practice You might be wondering, “Okay, but what does strategic planning actually involve?” It’s more than just setting goals on a whiteboard. Here’s a practical breakdown of what you can expect when you engage with strategic planning services: Discovery and Analysis This is where we dig deep into your business. What are your current processes? Who are your competitors? What’s happening in your industry? This phase often includes SWOT analysis (Strengths, Weaknesses, Opportunities, Threats) and market research. Vision and Goal Setting Together, we define what success looks like. This isn’t vague stuff like “grow revenue” but specific, measurable goals. For example, “Increase product adoption by 20% in the next 12 months.” Strategy Development Now, we craft the roadmap. This includes prioritising initiatives, allocating resources, and setting timelines. It’s about making smart choices that leverage your technical strengths. Implementation Support A plan is only as good as its execution. Strategic planning services often include ongoing support to help you stay on track, adjust to changes, and keep your team motivated. Review and Adaptation The business world moves fast. Regular check-ins ensure your strategy remains relevant and effective. Imagine this like building a house. You wouldn’t start with the roof, right? You need a solid foundation and a blueprint. Strategic planning services provide that blueprint and help you build a sturdy structure for growth. Blueprint representing strategic business planning What is the difference between a business strategist and a business consultant? This question pops up a lot, and it’s worth clearing up because the terms often get mixed. Both roles aim to help your business grow, but they do it in slightly different ways. Business Strategist Think of a strategist as the visionary. They focus on the big picture, helping you define long-term goals and the best path to get there. They ask questions like, “Where do you want to be in five years?” and “What markets should you target?” Business Consultant Consultants tend to be more hands-on with specific problems. They might come in to fix a process, improve efficiency, or implement a new system. Their work is often project-based and tactical. Of course, there’s overlap. Many professionals wear both hats depending on what you need. For example, a business strategy consultant can help you craft your growth strategy and also guide you through implementation challenges. Understanding this difference helps you choose the right partner for your business. If you want to set a clear direction and inspire your team, a strategist is your go-to. If you need expert help solving a particular issue, a consultant might be better. Real-Life Examples of Strategic Planning Driving Growth Let me share a story from my experience. I worked with a technical consultancy that delivered cutting-edge sustainability advice, but struggled to grow beyond their initial client base. They had ga great team, a great product but no clear plan to scale. We started with strategic planning services, focusing on: Defining their target markets more precisely Setting clear sales and marketing goals Aligning their team and building the skills to engage with the right clients Within a year, they increased their client base by and expanded into two new markets. The team felt more motivated because everyone understood the plan and their role in it. This shows that strategic planning isn’t just theory - it’s a practical tool that delivers real results. Whiteboard with strategic planning notes and growth charts How to Get Started with Strategic Planning Services Feeling inspired? Here’s how you can take the first step: Assess your current situation : What’s working? What’s not? Be honest. Set aside time for planning : It’s tempting to keep firefighting, but growth needs dedicated focus. Find the right partner : Look for someone who understands your technical business and can tailor strategies to your needs. A business strategy consultant can be a great asset here. Engage your team : Growth is a team sport. Get everyone involved early. Commit to regular reviews : Strategy isn’t set in stone. Make it a living document. Remember, strategic planning is an investment in your future. It might feel like extra work now, but the payoff is a clearer path to growth and a stronger business. Strategic planning services are more than just a box to tick. They’re the secret sauce that helps technically-focused businesses like yours unlock potential and build a sustainable future. So, why wait? Start planning your growth journey today and watch your business thrive.

The Importance of Being Yourself at Work Why do we often show up so differently at work than in the rest of our lives? It’s a question I’ve pondered many times. Why do our work selves have to be so different from our everyday selves? Throughout my career, I've been pleasantly surprised to discover how fun and playful my colleagues can be. Yet, this side often only emerges in social settings, not in the office. For some reason, we feel the need to present a stuffy, "professional" front when we're at work. But in doing so, we lose out on so much playfulness. We miss significant parts of our colleagues' characters. The Value of Playfulness I’m not suggesting we should be silly or frivolous all the time. Instead, I believe we should bring out the best in people. Those senses of humour can help us navigate tough times and celebrate our successes. Creative thinking can illuminate a different path through difficult challenges. Even quirky fashion choices can brighten up an office atmosphere. In his landmark study, "Reinventing Organizations," Frederic Laloux found that companies achieving remarkable success have a few important things in common. One of these is "wholeness." They create environments where people feel free and safe to bring all of who they are to work. This includes their originality, fun, humour, and creativity. You know, the very qualities that often get left behind when we obsess over being "professional." The Creative Uniform To paraphrase Hiut Denim Co's "Uniform for the Creative Man or Woman": "The ones who'll change this world of ours...won't do it in a business suit." I love this so much that I have it pinned to the top of my notes app. It serves as a constant reminder that authenticity is key. The Impact on Your Team So, what’s more important for your team or business? Is it having everyone show up the same, like clones formed in the "professional workplace" mould? Or would you prefer to be known as "that place where they do such brilliant work, but always seem to be enjoying it too"? When your team feels comfortable being themselves, they will notice and produce better work. Your clients will also notice this authenticity, and it will set you apart from your cookie-cutter competitors. Breaking Down Barriers Encouraging Open Communication Creating an environment where everyone feels safe to express themselves starts with open communication. Encourage your team to share their thoughts and ideas without fear of judgment. This can lead to innovative solutions and a more cohesive team dynamic. Celebrating Individuality Make it a point to celebrate individuality within your team. Recognise and appreciate the unique skills and perspectives each member brings. This not only boosts morale but also fosters a sense of belonging. Creating a Fun Atmosphere Consider incorporating fun activities into your workplace. Whether it’s team-building exercises, casual Fridays, or themed office days, these initiatives can help break down barriers and encourage a more relaxed atmosphere. The Benefits of Authenticity Enhanced Creativity When team members feel free to express themselves, creativity flourishes. They are more likely to share innovative ideas and solutions, which can lead to breakthroughs in projects and initiatives. Improved Morale A workplace that embraces authenticity tends to have higher morale. Employees feel valued and understood, leading to increased job satisfaction and lower turnover rates. Stronger Relationships Authenticity fosters stronger relationships among team members. When people are genuine, trust builds, and collaboration becomes more effective. This can lead to a more productive and harmonious work environment. Conclusion: What's Stopping You? With all these benefits in mind, what’s stopping you from creating a more authentic workplace? Embrace the uniqueness of your team. Allow them to bring their whole selves to work. After all, the path to sustainable growth and a clearer future lies in empowering your team to be their authentic selves. So, let’s break free from the constraints of traditional professionalism and celebrate the vibrant, creative individuals that make up our teams. Let’s create a workplace where everyone feels valued, inspired, and ready to contribute their best. The results will speak for themselves.

There’s a lot of noise on business social media about the supposed “secrets” of sales.  Killer tips and tricks, secret methods of the stars, “ABC - Always Be Closing”…you know the kind of thing. Maybe sometimes, for certain kinds of sales processes, they work.  But in the world many of us live in, where we’re selling high-value services business-to-business, they really don’t.  At least not in my two decades of experience. Rather than being blown by the winds of social media opinion, or putting our faith in “miracles”, I believe it’s better to develop three underlying behaviours.  Principles that will work for us whatever the circumstances and regardless of what we’re trying to sell. Patience No one likes to hear this one.  Not least among which, people leading sales teams and who are under pressure for results.  But the simple truth is that sales is rarely a quick process.  It takes time to nurture a new contact to the point that they know, like and trust you enough to spend money with your organisation.   It is necessary to be patient.   To develop prospects steadily.   Not to push too hard (because we all know how offputting that can feel).   If you’re working in business development, you just have to realise and accept that it could take many months to win work from a new prospect.  Leaders of sales teams need to give their people the space and support for this to happen.  Sure, you can do much to influence the process.  But it rarely happens overnight and all the pressure in the world won’t change this. Resilience If you’ve worked in sales and business development for any length of time, you’ll have experienced rejection.  We hear “no” or “not yet” more often than we hear “yes” from prospective clients.  If you have a healthy pipeline of new leads and are having initial calls or meetings with them, this is just going to be the case.   You have to accept this fact and get used to it.  If the first rejections you hear have you questioning whether sales is the career for you, it might not be.  And sales leaders have a big part to play too.  If your team knows they have your support and understanding that rejection is just a part of the process, they’ll be far more likely to have the resilience necessary to keep going.   Which brings me to the third point… Tenacity Once you accept that sales will take time to nurture and that the journey will involve a lot of disappointment, you need the strength of character to bounce back and keep going regardless.  The best sales people I’ve known have been incredibly tenacious.   They hear the “no” from the prospective client, then dust themselves off and work to understand what a “yes” might look like.   They are adaptable and develop solutions that work for the client, rather than pushing a “cookie-cutter” offering.   They develop the ability to keep going through those long months and retain a firm belief that they will, in the end, prevail. This isn’t misguided optimism, it’s tenacity.  Optimism is passive and leads us to base our hopes on a belief that somehow things will change.  Tenacity realises that things can and will change, but it’ll take a lot of work! Patience, resilience and tenacity.  I’m sure there are others, but if you can only nurture these three characteristics in yourselves and your sales teams, the success you’re chasing won’t be too far away.

Some years ago, I used to be that guy.  The one who was in the gym, on the rowing machine by 6am on a weekday (and with the social media pictures to prove it.)  Workout, shower, change, and on the train to the office by 07:30.  Just like all of those online influencers, I was making the most of every moment of the day.  I was a super-productive morning person.  I was “crushing it”.  Or felt like I was at least.  But then something changed. In 2020 I started working for myself.  No longer did I have to be in the same office every day at a particular time.  I didn’t need to be in the gym really early to get a workout in before the day began any more.  With the loss of a requirement to be in the same workplace every day, I gained the freedom to set out my calendar to suit myself better.  That started with the realisation that in actual fact I don’t naturally wake up at five o’clock.  Not anywhere close.  Left to its own devices my body wakes up at around 8am and so I waved goodbye to the necessity of ridiculously early gym sessions.    But the previous iteration of me had bought into something very popular but, I believe, quite toxic.  The hustle culture.  This manifests itself in a number of ways.  Foremost is the “5am Club” social media trend, made popular by some influencer or other.  It asserts that being up really early means you have a longer day and get more done than other mere mortals.  The natural extension to this is then the need to “always be hustling” or in other words, spending every waking hour on whatever your work of choice happens to be.  Although it began on social media, this culture has naturally bled across into the corporate world as well.  Hustle culture in modern workplace can be seen in such practices as: Time tracking of employees at a ridiculously granular level The pressure to keep your Microsoft Teams green light on at all times Sending emails long out of hours or over the weekend Unpleasantly early online meetings (because we’re all just so busy, right)  If you recognise any or all of these from your own place of work, then I sympathise deeply.  Having been bombarded with weekend emails, encouraged to put in an extra hour every day “Because it shows commitment” and being hassled on Teams the second my light went green, I get what you’re going through. Taking these practices into account though, it’s no wonder that many companies experience catastrophically low employee engagement.  It’s also little surprise, though a great tragedy, that poor mental health in the workplace is so prevalent. Before I go on though, let me be very clear on a couple of points: I work really hard for my clients and sometimes this necessitates long hours or early starts.  These are however, the exception rather than the rule.  Generally, if I leave the house early, it’s through my own choice to travel when the traffic is lighter.  If I choose to work late, again it’s my decision to do so for particular need Sometimes, specific short term circumstances dictate that we all need to work long and unpleasant hours.  However idealistic you might be, this is just a fact of working life.  But the operative words should be “short term”.  Again, on occasion rather than being the norm Now I accept that your agency over your time and working conditions may not be as great as mine.  But I believe that there are things that all of us, and particularly those in leadership, can do to help. Find your own rhythm  It was quite the eye-opener for me to find that I was not naturally a morning person.  Nowadays it seems incomprehensible that I would get up three mornings a week at just after 5am and head straight for the gym.  I prefer a gentler start to the day.  But crucially, what I’ve also found is that there are times of the day when I do certain things better.  Meditation, thinking and brainstorming are best done first thing in the morning.  That’s when I have all of my most creative ideas.  When I have to write a report, blog post or even some of my book, I’m more productive either before lunch or late into the evening.  Yoga, swimming or the gym fit best sometime after dinner.  Although I don’t rise with the lark much these days, I am rarely in bed before midnight.  This isn’t a badge of honour, it’s just what works for me.  The way my energy fluctuates through the day lends itself to this pattern but it will most likely be different for you.  The important thing though is to work this out for yourself and then try to box off time for tasks when you will be your best at doing them.  In my own example, imagine the impact of spending the morning answering dozens of emails or other messages?  I can do it for sure, but then all of my best time for creative thought has just disappeared.  Once gone, it’s something I find hard to get back later in the day.  As a wise man once said to me “Manage your energy, rather than just your time.” Leaders: Be mindful of the shadow you cast If you’re in a position of leadership, this comes with responsibilities far beyond the remit of the actual work you do.  This applies to appointed leaders and managers, but also to people who are in some sort of position of influence in a team or business.  And this second category covers a very large number of us!  If you’ve been in the team a number of years and know your way around, the junior staff members WILL be looking up to you.  Whether anyone says so or not.  So be very careful of the behaviours you exhibit.  The “shadow you cast” as it were. Reading and sending emails late at night or over the weekend might suit the rhythm of your week and if so, there’s nothing inherently wrong with that.  But it will create an unwritten impression in the minds of the people you’re responsible for (or influence) that this is what’s expected of them too.  Leaders lead best by example and so make sure that you show a positive one.  Almost all email software has the facility to delay sending until the time you choose.  So by all means read and write them when it suits you.  Then tell Outlook or whatever to send them out at 9am on the next working day.  Don’t wear the fact that you’re working unsociable hours as a badge of honour.  It will definitely impact your team’s behaviour and in some cases, their mental health. I heard a true story recently of someone eating their lunch at their desk but holding it discreetly on their lap while doing so.  This was so that their manager in the next office couldn’t see them and so wouldn’t assume they were slacking off from work.  Nothing had ever been said to spark this behaviour, but somewhere a tacit understanding had crept in.  Rest breaks are important and not something to be embarrassed to need (not to mention being legally mandated under UK law).  So leaders, take breaks and make sure your team is comfortable doing so too.   Set boundaries OK this one might seem a bit idealistic, especially given the frequent imbalance in power between lower-level employees and staff in more senior positions.  However, without clear boundaries in the workplace, you can find your life being ridden over rough-shod.   If there is time in the day before or after which it’s generally inconvenient for you to be on calls (I mean this in the case of the very early or very late meetings) then be clear about this.  As I said earlier, we’ll always have to make exceptions, but without boundaries discretionary effort can quickly become the expectation.  Be clear about when you can and can’t be contacted and by what means.  Someone I know very well recently left a job where their personal mobile phone was bombarded with work calls and WhatsApp messages late in the evening and over the weekend.  This is clearly an unacceptable state of affairs, but my experience has shown it to be far from an isolated instance.  Ask for a work-only phone and then clearly agree the hours when it’ll be switched on.  In contrast to the horror stories, I’ve known many good workplaces where this is possible.  If you repeatedly find that this isn't the case in your own, it might be time to vote with your feet. I know that I’m in the fortunate position of having a great deal of agency over my time.  And I’ll say it again: Sometimes teamwork means we have to work in ways that don’t suit us for a short time.  But embracing hustle culture and by extension creating unfair expectations on team members is harming us.  It’s not as productive as advocates make out either.  Working long hours leads to diminishing returns.  We get tired, our work-rate drops and we make mistakes.  Going without breaks during the day and over the weekend leads to high levels of stress, poor mental health and ultimately burnout and breakdown.  The previous 6am gym-goer that I used to be was utterly knackered by mid-afternoon and a zombie over the weekend.  No use to anyone and yet still I was required to push on and achieve things. So say no to the culture of hustle.  To being constantly switched on to work.  If even one thought within this piece helps you to change your working life, or that of your team for the better, little by little it’ll be a positive thing for all of us. Photo by Tim Gouw on Unsplash

For many years I dreamed of working for myself.  To find my own clients, set my own agenda and tread my own path.  Like a Ronin, the masterless samurai in feudal Japan, I wanted to serve no one particular master.  Instead I had a vision of using my skills to help many people and, once each job was done, to walk once more into the sunset in search of the next adventure.  Finally, in 2020, I had a once-in-a-lifetime opportunity which I grabbed with both hands and began making this happen. For the right people, it’s an excellent way to live.  A life of freedom, variety and interesting work.  But it can be a hard and lonely path too.  It’s a life where disappointment can occur with surprising regularity.  It’s a life where the knocks come as often as the highlights.  It’s a life with as many quiet spells as busy ones. I think that the greatest learning of all on this journey is how to cope with each of these.  To see the opportunities in the difficulties and use them as a chance to grow.   It’s said that the truest measure of our character is how we act when no one is looking.  It’s easy to keep busy (or more often, appear to be busy) when the boss is looking over your shoulder every ten minutes.  When no one is doing this, it can take a huge degree of self-motivation to keep going. Quiet times on the “Ronin path” are an opportunity to work on other projects.  To get that blog post or even a long-planned book written.  They’re also a blessed time for rest and reflection.  I know from personal experience how few and far between these can be in a busy corporate role.  Making the most of the freedom of this solo journey often means taking the opportunity to think as much as it does to work.  Learning to do this guilt-free is quite the challenge. When life is busy and work plentiful, it feels good.  In times where the pipeline is less full and the future more uncertain, it takes a great deal of inner strength to stay the course.  But if you set out on this path with a clear sense of purpose and, crucially, this connects with who you are at a deeply personal level, life has a funny habit of making things work just as they should.  In turn, we start to understand how to live a life of faith rather than to react through fear.  This, my friends, is a wonderfully freeing place to be. Each time the knocks come on this solo path (and they will, in many different ways) we have to learn to roll with them.  To treat them as chances to learn and to begin to understand how they are making us stronger.  The truth is that each time we’re hit by uncertainty or disappointment, it only serves to make us tougher.  It may not seem so at the time, but just as the coarse piece of iron thinks itself roughly treated in the furnace, the tempered blade looks back and knows differently. Or to mix my metaphors somewhat, great sailors are not made on a flat, calm sea. Yes, doing this is hard.  Working for yourself is one of the most psychologically demanding choices you can make.  But it’s a good life too.  One where you’ll learn more about your character than would ever be possible in the relative shelter of employed work. I definitely don’t have this cracked myself.  Writing a piece like this is as much for me as it is for anyone who might take the time to read it.  Probably even more so.  But equally I have no regrets and love the life I’ve chosen to live. I used to wake up in the morning with dreary thoughts of “I have to do this or that today”. Now I’ve learned to reframe those thoughts to “I GET to do this.”  To live the life I’ve chosen with all of its freedom, wonder and opportunity. And this makes me one very lucky guy.

When you think of a truly great leader, who springs to mind?  Winston Churchill?  Mahatma Gandhi?  Martin Luther King?  All great candidates for sure, but I have another that I’m willing to bet you’ve never thought about. Andrew John Ridgeley.   Allow me to explain. Back in the 1970s Georgios Panayiotou (known to his friends as “Yog”) was a slightly overweight, shy, bespectacled kid at a school in southern England. Through a mutual love of music, he became friends with the much better-looking and far more popular Andrew Ridgeley.  The two lads shared a dream to be in a famous pop group and eventually, in 1981 realised that ambition.  Yog changed his name to the more accessible George Michael and together with his best friend Andrew launched the band Wham!  You may have heard of them. Over the next five years Wham! enjoyed nothing short of a stellar pop career.  They played sell-out concerts all around the world and achieved a level of success beyond even their wildest dreams.  But among all of the fame and accolades, there was a problem brewing. Bluntly speaking, George was the real talent in the group and Andrew Ridgeley recognised this.  George was the better singer and the more innovative song-writer.  He had emerging musical ambitions far beyond the mainstream pop market that Wham! dominated in the 1980s.  Now, having taken a less popular kid under his wing, helped him out of his shell and onto the path to stardom, Andrew could be forgiven for being more than a little jealous.  But he wasn’t.  Instead, knowing that he was now holding George back from even greater achievements, he did an amazing thing.   He simply got out of the way.   In what George called “the most amicable split in pop history” Wham! played their final concert in 1986, following which George Michael went on to become one of the biggest music stars in history.   And this is why I think that Andrew Ridgeley should also join the ranks of the greatest leaders we’ve ever seen.  Think about some of the traits of excellent leadership: Leaders build people up Leaders help people to realise their dreams Leaders don’t stand in the way of talented people around them Andrew Ridgeley exemplifies all of these things and more.  How many “leaders” that you’ve worked for could justifiably say the same? I’ve seen fragile people in authority hogging the limelight and trying to build themselves up at others’ expense.  I’ve worked with many, many people whose dreams went unrealised because they sat outside of a leader’s current ambitions.  I’ve spoken to talented, but bitter people who felt stifled because their boss refused to see where their real value lay. Sadly, there is a lot more of the latter behaviour among our leaders than the former. Yes, it’s hard for a leader when they recognise that a supremely able person in their team has the potential to achieve far more than they can.  But it happens and so if and when it does, what will you do about it? Will fear let you hold them back?   Or could you too be an Andrew Ridgeley and, having built that person up as far as your skills allow, get out of their way and let them really fly?