Stratus Blue CEO Mike Bell reflects on the past and tries predicting the future Page 8
> SPECIAL FOCUS
PĀPĀMOA EXPANSION
Farmer Autovillage expands with a new Pāpāmoa service center providing stress-free vehicle care experiences Page 9
NEW APPOINTMENTS
New appointments signal a strong start to the new year for Tourism BOP and Rotorua Lakes Council Page 10
This month we profile some of the many women who are making their mark in the Bay’s business community. As well as profiling a selection of exceptional performers from across a range of industries we’re excited to bring you the background story from the team of women heading the award winning Flavours of Plenty Festival. > Pages 12-17
WOMEN LEADING BAY BUSINESS
•Versatilespacesforeveryoccasion
•Affordable,halfdayfrom$275inclGST
•Withcapacityupto150guests
•On-sitecatering
•FreeWiFi
•Conferences,meetings,events&weddings
Top: Stacey Jones, Loretta Crawford, Rae Baker and Suzy Spear, Tourism Bay of Plenty. Bottom, left to right: Fiona McTavish, Bay of Plenty Regional Council. Dr Jackie Evans, Comvita. Kellie Hamlett, Talent ID. Mel Manley, Quayside Holdings. Paula Yakas, The Law Shop. Valerie Rowe-Mitchell, Emerald Business Advisers. Sarah Ashby, Jarden. Tonia Brugh, James & Wells
Photo/Katie Cox Photography
Kiwi businesses ditch hybrid or remote working for return to office
GLOBAL RESEARCH INDICATES A SHIFT IN SME PRIORITIES FOR 2024
ew
Nin January has revealed that 84.2% of SMEs list rising costs as their top business concern.
The research was conducted by Peninsula Group, leading HR and workplace relations advisory services, and surveyed SMEs across five countries – Australia, Canada, Ireland, New Zealand and the UK – to understand the top priorities and concerns for employers in 2024.
The global survey revealed:
• Growth is the main business goal for 44.7% of SMEs; a significant drop from 58.7% this time last year, reflecting the tough economic environment faced by businesses around the world. Australia and New Zealand appear hardest hit, with 22.4% and 26.6% respectively listing survival as their main goal for the year.
• It’s more positive news for the UK and Ireland, however, with just 18.8% in both countries listing survival as their top goal, compared to 38.4% and 34.7% respectively a year ago.
• Rising costs are the top concern for 84.2% of all businesses, while staffing continues to be a big issue. Labour shortages came in second highest at 45.6% with retention in third place at 41.5%.
• The cost-of-living crisis and staffing shortages are having a significant impact, with 56.3% of employers offering financial remuneration to help retention. Canada ranked highest here, at 64.9%.
• Those who are unable to give financial incentives are turning to reward and recognition to aid retention; this saw a huge 131% increase YoY. While mental health support was highly valued in all countries last year, this year it’s only in the UK where mental health is the second highest retention aid, with 48.7% of employers continuing to offer it - an increase of 8% from last year.
• Employers are also getting creative as they look to offset the ongoing skills shortage with 46.5% investing in upskilling and training their existing
staff. Apprenticeships are also on the rise, with a 36% increase globally. Canadian employers especially are turning to apprentices with a massive 217% increase YoY. 25.7% of employers list recruitment as their biggest challenge staffing wise, with pay increase requests coming in second at 22%.
• In terms of working patterns, despite all the headlines surrounding a 4-day work week it’s clear that this is not a reality for many businesses. Only 2.2% of SMEs globally have moved to a 4-day working week, with a further 0.6% having trialled it and found it did not work for them. Instead, 50% of all employers say that their employees are all in the workplace full-time, 14.7% have flexible working hours, and 10.1% have made hybrid working a permanent policy. David Price, CEO at Employsure, says “Despite the tough economic climate, there is an air of optimism amongst small business owners as we move into 2024.
What’s been interesting to see is that recruitment continues to be a struggle when it comes to staffing and how that may shift this time next year after a year of increased migrant worker quotas under a new government.
“What was unexpected is that opting for flexible working hours, rather that remote or hybrid working models, has been the top choice to aid employee retention.
“Combined with the finding that more than half of businesses have returned to the office full time this suggests that there’s been a shift in priorities of employers and employees need ing more collaboration and team engagement, therefore returning to a permanent office-first model but with a little more flexibility.
“Globally, it’s indicated that this will be a tough year for many businesses, but there is also a mood of opportunity. Employers are seeing the value in retain ing employees and, in turn, employees are reaping the benefits. More than half were given a pay raise and employers are looking at creative
ways to retain employees, such as upskilling and training opportunities, or flexible working where a pay raise is not possible.
“As January starts – traditionally the time of year when most
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In case you missed last month’s edition
Going up in smoke
> By DAVID PORTER
One interesting consequence of the recent change of government in New Zealand was the outrage over health issues vented at the new coalition by some.
Why? Because the coalition opted to use its tax take on cigarettes for purposes other than protecting local citizens from the widely
considered smoking to be a perfectly acceptable pastime from teenage years on. And indeed, I was for many years a regular and often heavy smoker. For reasons I will go into below, I eventually managed to give up the habit.
But what annoyed me most back when I wrestled with controlling my smoking was that, despite occasionally giving up cigarettes, or cutting down consumption, I was always drawn back to it. Indeed, at one point I managed to give up cigarettes for 18 months, only to start smoking again after having
I think it’s fair to say that smoking – and relapsing into bad habits – is a subject I know something about.
It was then something of a surprise to hear the outgoing Labour government patting itself on the back because it had reduced smoking amongst the young.
How was this done?
to be remarkably deft at dodging criticism of the illhealth consequences of their products.
The tobacco giants were quick to appreciate that, as cigarette consumption slowly declined in most countries worldwide, vaping was perfectly placed to take over. And, of course, vapes can contain significant quantities of addictive nicotine.
Largely by persuading young smokers to switch from cigarettes to vaping. But the long-term health risks of vaping are not yet known, as the Asthma Foundation of NZ, amongst others, have pointed out.
A terrible toll
I once worked for two years for the World Health Organisation in Geneva in a department that, amongst other things, was heavily involved in ways to help smokers try and cut down and so reduce the terrible toll that cigarettes take on
Research so far has found that vaping and second-hand vaping can irritate the lungs, increase coughing and worsen symptoms of respiratory conditions like asthma, says the foundation.
And our experience of tobacco companies over the years has indicated that – as was the case with cigarettes – the companies are very aware of the addictive powers of nicotine. And they have proven through the decades
The cute-looking packaging and attractive sounding names and flavours of vapes in a variety of colours are evidently very popular with young consumers.
Our schools are already, according to multiple news reports, rife with conspicuous consumption of vape products.
My own experience, for what it’s worth, is that the only way to escape from smoking, once you’ve decided to stop, is to never succumb to the “just the one for old time’s sake” justification.
Sadly, nicotine is a perniciously subtle and addictive drug.
David Porter
Was 2023 the year of the property market correction?
Total value of residential property listed down by $28.6 billion compared to 2022 as prices dropped and vendors paused.
While Kiwi’s love affair with property is far from over, a review of realestate.co.nz data from 2023 reveals it was a year where people sat on the sidelines, if they could.
In 2023, $97,015,251,805 worth of property was put up for sale, which is the sum of asking prices on all residential dwellings listed on realestate.co.nz during the year. This was a substantial drop of 22.8% from the $125,601,880,575 listed in 2022.
Down by almost a quarter compared to 2022, this decrease in total value was two-fold, with fewer listings coming onto the market and lower asking prices.
Around 90,000 properties were newly listed during 2023, a drop of 12.1% on 2022. It was a year of record new listing lows, with the first seven months and December all recording the lowest number of new listings for the month in 16 years of data*.
At $895,289, the national average asking price was also down by 6.6% from $959,034 in 2022. This is the first time in more than ten years that the average asking price has dipped below the previous year.
Sarah Wood, CEO of realestate. co.nz, says it was clear that people who didn’t need to sell property in 2023 didn’t:
“In a year of uncertainty around economic conditions, ongoing interest rate hikes, and a cost-of-living crisis, it’s not surprising that fewer Kiwis decided to put their homes up for sale last year.
Equally, falling price headlines likely made any opportunistic sellers pause in anticipation of better times to come.”
Fewer options for buyers in every region
All of our 19 regions had fewer new listings in 2023 than in 2022.
Buyers in Gisborne had the least choice, with the smallest number of new listings and the biggest year-on-year decrease for the second year in a row.
Across the region, just 361 new property listings came onto the market during 2023, a whopping 36.4% drop on the previous year.
Sarah says low supply didn’t increase prices in the region:
“Interestingly, we’ve seen low supply levels for a couple of years in Gisborne, but the average asking price for the region was back by just over 4% year-on-year. It’s likely that extreme weather events affecting the region in early 2023 are continuing to hamper market activity.”
After Gisborne, Wellington (down by 24.0%) and Wairarapa (down by 19.5%) experienced the most significant declines in new listings last year. In contrast, Coromandel, Nelson & Bays, Marlborough, Canterbury, and Southland were the regions least impacted, with new listings in each region decreasing year-on-year by less than 5%.
While fewer homes came onto the market and changed hands,
$1,200,000
$1,000,000
$800,000
$600,000
$400,000
$200,000
NATIONAL
there was no waning Kiwis’ interest in property.
The number of New Zealand-based property seekers active on realestate.co.nz in 2023 was up by 6.5% compared to 2022.
Popular regions exempt from market correction
While most regions across New Zealand experienced falling prices, some standouts continued to command higher prices.
West Coast, Central Otago/ Lakes, and Marlborough were the only three regions to see year-onyear average asking price growth in 2023.
Our most affordable region, West Coast, had the largest yearon-year increase of 6.1% but
remained the only region below $500,000, with an average asking price of $467,361 for 2023.
On the contrary, Central Otago/ Lakes, which sits at the opposite end of the price scale, continued to buck the trend of falling prices in 2023 with a 12-month average asking price of $1,463,453 in 2023, (up 1.9% on 2022).
In July, the region became the first in New Zealand to surpass a $1.5 million average asking price. By December 2023, it hit a record high of almost $1.6 million.
Sarah says prices in Central Otago/Lakes have been trending upward since the beginning of 2022:
“Touted as one of the most naturally beautiful places in the world, property within Central Otago/Lakes seems exempt from market conditions as demand con-
tinues to soar.
We know from buyer search data that a significant amount of interest comes from offshore, and it may be that favourable exchange and interest rates mean these buyers have more to spend than many New Zealanders.”
The regions to experience the biggest falls in asking prices in 2023 were Auckland (back by 9.5%), Wellington (back by 9.0%), and Coromandel (back by 6.8%).
Sarah adds that while it’s common to see the bigger centres like Auckland and Wellington affected by market cycles, Coromandel’s spot within the top three could be down to the weather events, which effectively cut off parts of the region for several months during the year.
*Excluding April 2020 due to national Covid-19 lockdown
NEW YEAR, NEW ME
Like most people, my year traditionally begins with a proclamation.
“This year is going to be different.”
“I am going to be different.”
“I’m going to do things differently and I’m going to think differently.”
I don’t call these statements
‘New Year’s resolutions’; In my experience New Year’s resolutions typically involve announcement of unrealistic expectations resulting in inevitable failure.
As many crash-dieters will tell you, by 1 February you end up knee-high in salt and vinegar chips and beer having starved yourself into miserable submission over the preceding four weeks – not the best way to start a new year.
The concept of a New Year’s resolution also begs the question, “If I’m going to change what I do from 1 January, why didn’t I change sooner? Why did I wait until 1 January to make my ‘road to Damascus’ proclamation? …
… and why, oh why, did I proclaim it publicly to all and sundry?”
At least if you keep your New Year’s resolution to yourself, you only need to justify your inevitable failure to yourself.
By announcing your resolutions to other people you may as well have your business cards
reprinted to read, Bob Brown, Loser and change your online profile space to say, click here to see a failure.
In the realm of New Year’s resolutions, there are the obvious fails everyone seems to be able to do well. My track record in this space is exemplary. Consider my 2024 scorecard to date:
• Do more exercise (failed 3 January 2024, entire day spent on couch)
• Drink less alcohol (failed 1 January 2024 and the succeeding 6 days)
• Eat healthier food (failed 6 January 2024, chocolate)
• Buy fewer takeaways (failed 5,7,9 January 2024: miscellaneous cravings)
• Work harder (fail: not attempted)
• Eliminate spending on stupid things (succeeded 8 January 2024: credit card declined)
Contrast and compare strategy number two: commit to do nothing differently from last year – it’s hard to fail with this strategy.
I admit, this may seem rather negative. Although ‘the power of positive thinking’ is usually the motivator – e.g. be positive … you will join the gym and go every day for the entire year – think about it … seriously there’s a fail looming!
Instead, I recommend ‘the
power of no thinking’: don’t do anything rash (and definitely don’t commit to new regimes at 11:59pm on 31 December), then sit back and celebrate the failure you just averted. The adrenalin rush of a near-miss can be exhilarating.
In the same way experts recommend not going to the supermarket to shop on an empty stomach, I also recommend not making New Year’s resolutions on a generally ‘feel-good’ day like
shouldn’t turn a new leaf on the first day of the financial year and start being responsible employers on 1 April – I mean that date is problematic from a credibility perspective at the best of times –surely we should have been aiming to treat customers well and be caring employers all along … shouldn’t we?
Nothing wrong with assessing our performance, deciding where we can improve and then implementing changes, but there
> At risk of sounding too-Harvard, continuous improvement is an actual business theory, a process of making small incremental changes that add up to significant results based on deliberate observation of current processes. Kaizen, the continuous improvement method, originated in Japan.
New Year’s Eve. Instead leave it for 24 hours and see how you feel about that gym workout at 3pm on New Year’s Day … see what I mean?
I believe the same rules apply to business strategies, or realignment programmes as I like to call them when I want to sound knowledgeable by using BS (Business Syntax). We shouldn’t be picking an arbitrary date at which we decide we are going to treat our customers better; We
should not be an allocated time of year at which we do it – it should be a constant, continuous process.
At risk of sounding too-Harvard, continuous improvement is an actual business theory, a process of making small incremental changes that add up to significant results based on deliberate observation of current processes. Kaizen, the continuous improvement method, originated in Japan.
HAVE YOU EVER NOTICED?
BY ALAN NEBEN
The reason many of us however end up making big changes to the way we run our businesses after we come back from our Christmas holidays is that the holiday period is the only time we get to think about the process without being interrupted with day-to-day problems and challenges. Some of my best business improvement ideas have come to me whilst floating in the pool at Denarau with a Fiji Bitter in my hand.
In conclusion ladies and gentlemen, may I suggest to you all that if you want more business success and greater efficiency, take more holidays, turn off your phone more often, and make business improvement more continuous and less annual. That’s My Business Advice (MBA).
Alan Neben is a Mount Maunganui local and experienced New Zealand publisher. His columns provide a light-hearted perspective on social changes effecting New Zealanders.
Setting a path for growth
The Tauranga City Council Commission’s priorities for the first half of 2024 are straightforward – finalise a 2024-34 long-term plan (LTP) which will set-out a pathway to manage Tauranga’s ongoing growth; and to facilitate a successful return to elected governance.
> By ANNE TOLLEY, TAURANGA COMMISSION CHAIR
Adopting the LTP will be one of the Commission’s last significant actions on behalf of the city, so it’s important that we get this right.
Community consultation on the draft plan resulted in close to 2,200 submissions covering the range of topics set-out in the LTP consultation document.
All of those submissions will be considered during the forthcoming hearings and deliberations processes, but it’s important to note that this is not a ‘popularity contest’.
A key function of good governance is to make decisions which are in the best long-term interests of the community, even if they might not be supported by a majority of submitters, and to clearly explain why a decision has been made.
That last point is particularly relevant. One of the reasons the Commission was appointed by
the Government related to the inability of successive elected councils to make good decisions on behalf of the whole community, and then to justify and stick to those decisions.
Fast-growing cities like ours need to invest in the infrastructure and community facilities needed to accommodate growth, maintain service quality and retain the lifestyle qualities residents expect.
That requires incisive and decisive governance – civic leadership which is able to make the right decisions and, if the logic and long-term benefits are clear, not be swayed by the ‘noise’ that sometimes accompanies those decisions.
In that regard, it’s absolutely appropriate to acknowledge the maturity of the business sector and its leadership, which have largely supported successive moves over the past two years to
bring the city’s commercial rates more into line with those in other major centres, despite the significant cost that has involved for commercial ratepayers.
The fact that the sector recognised it needed to contribute more if the city’s challenges were to be addressed is greatly appreciated.
The draft 2024-34 LTP includes the proposed introduction of a new industrial rating category and we will be carefully weighing all of the submissions on that proposal before making a decision.
The references to civic leadership above are of course a key aspect of the city’s election process, which is scheduled for 20 July this year.
It’s hugely important for the future of Tauranga Moana that we have an elected council where the majority of members recognise that the decisions made to address the city’s growth chal-
TOHUNGA WHAKAIRO RAKAU CLIVE FUGILL RECOGNISED
NewZealandMāoriArts&CraftsInstituteTohungaWhakairoRākauCliveFugillhasbeenmade acompanionoftheNewZealandOrderofMeritforservicestoMāoriArt.Hewasinthefirstever intakeoftauira(students)in1967.Herehestands(Front:thirdfromtheleft)withthe44th,45th and 46th intakes of tauira.
After nearly six decades at the New Zealand Māori Arts & Crafts Institute, Tohunga
compan-
of Merit for services to Māori Art. Featuring in the 2024 New Year Honours list, 74-year-old Clive is very humble.
“The message came through on email. I was actually quite shocked. I never expected that … when I studied it, I couldn’t believe it because it’s just under a knighthood,” he said.
He was nominated by Te Takapū o Rotowhio (National Bone and Stone Carving School) graduate Ihaia Ryan, supported by Te Puia | NZMACI.
> It’s hugely important for the future of Tauranga Moana that we have an elected council where the majority of members recognise that the decisions made to address the city’s growth challenges and inadequate community facilities should not be undone.
lenges and inadequate com munity facilities should not be undone.
After more than a decade of wavering governance commit ment, we are now heading in the right direction, but we need lead ership which will stay the course and guide the city’s long overdue development plans though to a successful conclusion.
As I noted in last month’s column, if you believe you could be part of a strong and constructive gov ernance team and you are committed to the future of Tauranga Moana, please consider putting yourself forward for elec tion in July.
Whakairo Rākau (Master Carver), Clive Fugill was recently made a
ion of the New Zealand Order
Reflecting on the past and predicting the future
Anew year brings the opportunity to reflect on what has passed and inject new energy and purpose into what is coming next. Undoubtedly, 2023 was another year of challenge for the IT industry. Economic headwinds fanned by a post Covid readjustment and major armed conflicts continued to put the global industry under pressure. Here, this was compounded by political uncertainty which seemed to put many businesses into a holding pattern taking a ‘wait and see’ approach to making big decisions. The overarching feeling is that it was a year of consolidation and riding out the storm.
As we have moved into 2024, despite the continued financial and political challenges, opportunities are presenting themselves in most business areas and success or failure could hinge on how well the underpinning
and emerging technologies are embraced.
Technology trends for 2024
The key themes of AI, cybersecurity and sustainability are hot topics in the IT industry right now. While they are familiar themes, the speed of change continues to accelerate so it is essential for all businesses to keep abreast of them.
Unless you have been living under a rock, you will be aware of the explosion in the mainstream use of AI. People are increasingly using AI tools, such as ChatGPT and Microsoft Copilot, daily. At the recent Canalys APAC conference I attended, one keynote speaker went so far as to say that if you are an executive in a business and you are not using one of these AI tools, you might as well resign.
A bit of a dramatic statement, but their point was that your competitors will increasingly be using AI, and with the speed and efficiencies that AI brings, if you are not using it you will be left behind ... very quickly.
Whether we like it or not AI is here to stay with many analysts predicting its use will have a more profound effect on human life than the introduction of the internet.
Cybersecurity
Cybersecurity remains one of the most important elements of the technology landscape. Cyberattacks and the cybercrime industry continue to grow rapidly with the predicted cost of global cybercrime this year over $9.5 Trillion USD according to Cybersecurity Ventures. For perspective, that’s forty times larger than NZ’s entire 2023 GDP!
Businesses and individuals are constantly being targeted by a myriad of scams and sophisticated cyberattacks. Tools will continue to develop to tackle the ever-growing threat, and the interweaving of AI in both cyberattack and defence will accelerate progress in this area.
Sustainability is a key concern for the tech industry as it attempts to balance the present and future needs of people, business, and the planet. AI is seen as a tool to enhance sustainability and make life more efficient. However, AI also poses environmental risks, such as generating large amounts of e-waste, consuming more energy and natural resources, and emitting more greenhouse gases. The environmental impact of an AI query is quite staggering but varies depending on factors, such as the AI model’s size and complexity, the data centre’s efficiency and location, and the elec-
TECH
TALK
BY MIKE BELL
tricity’s source and mix.
Finally, here in Aotearoa New Zealand the imminent opening of the Microsoft and AWS datacentres is also creating a huge buzz. The ability to retain data in-country will enable businesses and organisations to meet data residency, security, and compliance requirements. There will also be an improvement in performance with users accessing public cloud data faster.
With all of the above topics there is a huge amount to explore and unpick. We will elaborate further in future Tech Talk columns over the coming months.
Mike Bell is the CEO at Stratus Blue. He can be contacted at mike@stratusblue.co.nz
2024: The year of progress
> By JAMES DENYER, WESTERN BAY OF PLENTY MAYOR
It was a tough year for many in 2023, with rising costs of living and severe weather events. However, there is a quiet optimism that 2024 is shaping up to be a more positive year as economic conditions improve and we enjoy a cracking summer.
We have some exciting projects which we will be progressing this year.
Construction will start on the development of 26 elder housing units at Heron Crescent in Katikati. The funding we have received from government and the contract that was awarded late last year means that Council will significantly improve our provision of housing for some of the most vulnerable in the com-
munity. It also puts the overall portfolio on a much stronger financial footing, given that the new units are fully funded from external sources.
It will be exciting to see the Te Puke Spatial Plan progress, which ultimately will guide how Te Puke grows in the future. We will be involving the community from the start of this planning process to ensure it is done the right way. We want to know what is important to the people who live there, what needs improving, what should stay the same and what other facilities are needed.
Construction of the roundabout for the State Highway 2/ Ōmokoroa Road intersection will also be kicking up a gear.
JamesDenyer
The upgrade will help improve safety at the intersection and also unlock critical new housing potential in Ōmokoroa.
Our decision to defer adoption of the Long Term Plan (LTP) until September was supported by legislation proposed by the new government, recognising
the uncertainty and change local government faces. This deferral has also allowed Council to stand back and see what other councils are looking at in terms of future rate rises.
Finding ways to cut costs but not services is a perpetual challenge for councils. Unfortunately, it is clear that almost all councils will have large rate increases this year as the effects of inflation bite and the costs of essential infrastructure are factored in. The infrastructure needed will vary by council, but most have some mix of repairing damage from severe weather, large increases in the costs of bringing roads up to scratch, adhering to higher standards for water assets and providing quality facilities for the community.
It is important to live within our means and the best way we can do this is by finding out what projects in our District matter to people the most. This year we will be asking our community to join us in looking at the bigger picture, as we put together our Long Term Plan.
We are committed to listening to what people have to say and doing the right things for the right reasons.
But, again, it comes down to priorities. We will be asking, what is at the top of people’s lists? What are they prepared to live with… and without?
There will be some big decisions to make, and the community’s input will be crucial. I look forward to hearing from you in due course.
Farmer Autovillage expands
Farmer Autovillage has hit 2024 firing on all cylinders, by announcing it has opened a brand-new service centre in Pāpāmoa.
The perfect addition to its existing branches at Mount Maunganui and Whitianga, the concept of offering clients a one stop shop for their vehicles is something that Farmer Autovillage has identified as an important part of its ideology.
Having hit its 30-year trading anniversary in 2021, the subsequent years have been focused not just on showroom upgrades, team development, business growth and the community, but ways in which it can offer improved value to its customer base.
One aspect of a more streamlined service that has come to the fore repeatedly has been the ease of access for vehicle maintenance for clients. With this in mind, the team at Farmer Autovillage fasttracked a move to find an additional location from which to roll out a fully operational service centre.
In terms of geographical requirements, they pinpointed Pāpāmoa, and secured the perfect address from which to establish a secondary service centre. Located just off Enterprise Drive/Parton Road at 64 Market Place, the new site offers customers the same
level of expertise that they currently receive at Hewletts Road, and across the entire Farmer Autovillage list of brands.
It is staffed by familiar faces from the Hewletts Road centre; Mason Dawson is the Pāpāmoa Service Manager, Bella Einarsdottir the Service Advisor.
Making up the technical team; Audi / Volkswagen / Škoda Expert Technician Brendon O’Brien, Nissan / GWM / MG Expert Technician Nick Curle, along with Indika Loganathen and Pradeep Kumara. Together they bring over 60 years of combined experience.
From a family business point of view, it’s an exciting expansion – the beauty of Farmer Autovillage is that it maintains a boutique business feel despite being an expansive venture.
For the team, the value is in not just providing world class showrooms but knowing that behind the international standard is a group working together to ensure that customers feel comfortable picking up the phone to ask for help, whether it be to find a towbar or because they have a kerb damaged wheel.
With a group mentality rooted
in core values, everyone at each tier is on the same page – and all are pumped at the prospect of an additional location.
In terms of what is being offered from the Pāpāmoa site, customers – both existing and new – will be pleased to find that on their doorstep is a state of the art, fully fitted service precinct.
An authorised service agent for Nissan, Volkswagen, Audi, Skoda, Subaru, Jeep, Ram, Cupra, Seat, MG and GWM, as well as welcoming all other makes and models, the centre offers total vehicle care – from warrant of fitness, to mechanical repairs, tyres, alignments and balancing.
A Hunter 3D laser alignment machine (the latest in wheel tech-
nology) takes the capabilities of the centre to the next level. The service abilities are also fully equipped to deal with both electric and hybrid models, and EV chargers are available.
Of course, the Pāpāmoa building is not just built to repair and maintain your vehicle to the same standards as the Mount site but provides exceptional amenities; courtesy options cover not just loan vehicles but local shuttles and EV scooters.
Experience has shown that some customers love to pop to the shops or whip home, others prefer to relax while waiting –with this in mind there is a small customer lounge with a coffee machine, free WIFI and a busi-
ness office for those who want to crack on with their workday.
Mike Farmer, group managing director, says, “At Farmer Autovillage nothing is ever a problem. We aim to provide a stress-free experience, which is a key component of the companywide Autovillage ethos. If you are only 99% satisfied, we are not. Our aim is you are 100% satisfaction.”
Already taking reservations for all makes and model in New Zealand, customers can secure a time using the Farmer Autovillage online booking experience, where it’s possible to pick a day and time that fits with their schedule or via the main phone line on 07 578 6017, and then requesting Pāpāmoa as the service location.
Farmer Autovillage Service Centre
Pāpāmoa team
STUDENT PROGRAMME PEOPLE
ANDREW MORAES
Mayor Tania Tapsell has announced the successful appointment of Andrew Moraes as the new Chief Executive for Rotorua Lakes Council.
“Our Chief Executive plays a crucial role in ensuring that we can deliver a better future for Rotorua. We are excited to have a leader as competent as Andrew joining us to do so.”
Currently the General Manager of Operations & Delivery at Taupō District Council, Mr Moraes is a Chartered Engineer and a graduate of the INSEAD Global Executive MBA Programme. His responsibilities at Taupō include Transport Infrastructure, Water Management, Events, Venues, Parks, Reserves and the Programme Management Office that delivers Council’s major Capital Expenditure projects.
Prior to moving to New Zealand, his professional career included extensive international experience in business, commercial developments, and organisational leadership.
Mr Moraes and his family will be relocating to Rotorua prior to starting on the 11th of March.
Mayor Tapsell said “While we completed this recruitment process, we have been very grateful for the invaluable leadership and support from our Interim Chief Executive, Gina Rangi.
WESTERN BAY SUMMER STUDENTS:
Surveying, sampling and social media
Creating maps, taking water samples and filming TikToks with the Mayor are just some of the tasks Western Bay of Plenty District Council’s Summer Students have been keeping themselves busy with.
The Council’s Summer Student Programme offers an opportunity for students to get valuable hands-on experience, an insight into what Council does and a taste of potential career paths they could follow.
continue as the Interim Chief Executive until Andrew begins, then return to her Group Manager role as Manahautū Te Arawa Hourua –Te Arawa Partner ship.
ALISON THOMPSON
In December Tourism Bay of Plenty announced the appointment of new Finance Manager, Alison Thompson.
Alison is a chartered accountant who’s recently worked at large global corporate organisations and also has 10 years’ experience in finance roles on various boards and committees. Her appointment follows the retirement of Angela Cosgrove, who finishes her decade-long tenure at Tourism Bay of Plenty to pursue other interests.
“I’m looking forward to working in a local organisation that’s focused on being positive about the wonderful location we live in, and learning of places and activities I didn’t know existed,” she says.
This summer, 11 paid positions were filled, assisting the building services, compliance, communications, water services, library, emergency management and information technology teams.
For most of the successful students, it is their first paid employment in their chosen fields of study.
“It’s a fantastic opportunity for both the students and Council,” says Head of People and Capability Darren Crowe.
“The next generation will play a huge role in creating new solutions that make our communities’ lives better. Having these great young minds on board brings different insights and energy.
“Whether it’s responding to climate change, helping deliver affordable housing or growing authentic Te Tiriti based relationships, as a Council we’re committed to making the Western
Bay the best it can be, and our summer students are helping us to address the important issues facing our community, while hopefully inspiring them to pursue a career with Council when they finish their studies.”
Paris Allum, who has just completed a Bachelor of Science with the University of Waikato majoring in Environmental Science, has been helping out the Compliance Support Team.
“I have been amazed by how much goes on behind the scenes at the Council. There are so many people who are passionate and working hard to make the community a better place for everyone in it – there are so many different areas all working towards one goal and I think that’s really cool,” says Paris.
“I would definitely recommend it to other students. It provides you with new skills, introduces you to new people and gives you an insight into how many different jobs there are out there for your degree. It has eased some of my worries about what I want to do in the future as you learn there are more opportunities than you realise.”
Zac Hemmings, who is halfway through a Bachelor of Civil Engineering with Honours at the University of Canterbury, and Daniel Guilford, who has just finished his first year of a Bachelor of Environmental Engineering at the University of Waikato, have both joined the Water Services Team for the summer.
“Most days I’ve been getting out in the field doing sampling and surveying. It’s really interesting and a great opportunity to get an introduction to so many fields of work that are available after graduation,” says Daniel.
Zac says he is enjoying applying the skills he’s learnt at university and being able to work on real-life projects.
“When you’re studying full time, it can be hard to see how what you’re learning can actually be applied in a real-life scenario. Working with engineers who specialise in water services is interesting as I have studied the processes and done sampling before, but the capital works side is different altogether. It will set me up well to continue my studies, with experience in what it’s like to work as a civil engineer.”
In the Communications and Engagement Team, Brooke Wilson has been busy behind a camera making council staff TikTok famous.
“Every day has been so different, going out into the community, creating social media posts, editing, and basically anything to do with creating content,” says Brooke, who is studying towards a
Bachelor of Commerce at the University of Otago, majoring in Marketing and Accounting.
“It’s so valuable, learning about how digital marketing systems are used in real life, and the strategy and branding that happens behind the scenes. It’s been super interesting and beneficial.”
For Ashleigh Keach, who is gaining experience with Council’s Building Services team, it holds “special significance” as it is her first job related to her studies, having just graduated from Te Herenga Waka—Victoria University of Wellington with a Bachelor of Architectural Studies. Next year she will return to Wellington to start her Master’s of Urban and Regional Planning.
“The practical experience I’m acquiring here is immensely valuable. University has undoubtedly equipped me with knowledge, but the on-the-job learning at the Council surpasses it,” says Ashleigh.
“I highly recommend it. Not only do you acquire invaluable knowledge, but it’s also your gateway into the professional arena. Earning while gaining essential experience for personal growth is a fantastic perk. And the opportunity to forge lasting friendships and establish connections with seasoned professionals is invaluable. These connections can play a crucial role in your journey ahead.”
Hayley Grieve, Michael Kean, Grace Camplin and Melanie Arron have also been employed by Council as Customer and Library Services Summer Students, while Matthew Adlam is working in IT Support and Jordan Sadlier in Emergency Management.
For those interested in future Summer Student opportunities, Western Bay of Plenty District Council advertises the positions in October each year, with the programme running from November to February.
CULTURE
UNIQUE SPACES MADE FOR GREAT EVENTS
In the heart of Tauranga, The Historic Village weaves a tapestry of history and community spirit, transcending the ordinary to become a hub of creativity and celebration. With five distinctive indoor venues – The School House, Durham Barracks, The Village Hall, The Village Cinema, The Village Chapel, and five outdoor spaces, this vibrant community space offers unique and versatile venues for a variety of events, both professional, commercial, and private.
The distinct character of The Historic Village’s indoor venues adds a touch of something extraordinary to any event. These unique spaces and their unique stories embody the lively community Village atmosphere. From small gatherings to community events, The Historic Village venues create a space for connection.
The School House:
Stepping into The School House, relocated in 1975 and recently refurbished, this 1913 relic infuses scholarly charm into events. Equipped with a kitchenette and modern meeting facilities, it accommodates up to 20 guests, providing a space for educational workshops, lectures, and intimate gatherings.
Durham Barracks:
Steeped in historic military tradition, this recently refurbished space accommodates up to 20 guests. Ideal for weddings, team days, and corporate functions, it emanates a timeless ambience. Complete with a kitchenette and air conditioning, it balances historic charm with modern comfort.
The Village Hall:
A majestic venue, hosting up to 150 guests, showcases historical grandeur. With a built-in bar and commercial kitchenette, it exudes an inviting ambiance perfect for weddings, conferences, and community events.
The Village Cinema:
An intriguing gem, doubling as both cinema and event space. Ideal for film screenings, presentations, and themed parties, it accommodates up to 60 guests in a beautiful art deco setting. Armrests that transform into tables for
laptops or wine glasses add a touch of cinematic magic.
The Village Chapel:
A serene interdenominational beauty, offering a tranquil setting for weddings and intimate gatherings. Seating in traditional pews and adjacent to the Village Amphitheatre, this beautiful chapel accommodates up to 60 guests, providing a space for reflection and celebration.
In good weather, The Historic Village outdoor spaces are the place to be! With five versatile outdoor event spaces for gatherings of all sizes, there are options to suit every event. From small get-togethers to larger celebrations, these spaces offer practical versatility without compromising on atmosphere.
The Village Amphitheatre:
Surrounded by native trees, this expansive open area features built-in ter-
races and a 5 x 3-metre stage, creating a stunning setting for outdoor setting for events. Sitting next door to the Village Chapel, the Amphitheatre is a popular location for outdoor weddings and presentations, it caters to 120 guests for ceremonies.
Front Lawn:
Situated at the primary entrance of the Village, the Front Lawn offers a delightful public open space. Pairing it with the Village Hall or the Jam Factory enhances indoor events with a touch of outdoor charm and welcome open space for guests.
Forresters Lawn:
A level, medium-sized lawn coupled with an outdoor stage, complete with power outlets and incredible mural art, makes Forresters Lawn a great choice for bands and performers seeking an outdoor space to perform.
The Historic Village will be bustling with a variety of events this month, kicking off with a Waitangi Day Festival on 6 February celebrates Aotearoa’s cultural heritage.
The Village will be lit up for the Chinese New Year Festival on 24-25 February brings the vibrant traditions of the Lunar New Year to life, highlighting the beautiful historical buildings.
March unfolds with diversity with the Tauranga Fringe Festival on 9 March injecting creativity and avant-garde performances into the atmosphere. The Tauranga Multicultural Festival on 23 March celebrates the rich tapestry of cultures, fostering unity and understanding, and the month ends with Tauranga Jazz Festival’s Jazz Village on 29 March bringing a fun, vibrant festival atmosphere to the Village.
Chamber of Commerce Business After 5 members are invited to have a drink and explore the five venues spaces on 6 March.
Village Green:
This sizable outdoor space is tailor-made for festivals and larger gatherings and has the capacity to be cordoned off for exclusive ticketed events. With its manicured grounds, the Village Green is a multipurpose space for event planners seeking a vibrant blend of nature and festivity. The Village Green has hosted a tapestry of memorable experiences, from music festivals to cultural showcases.
Village Square, Main, Market & Brook Streets:
All the solid surfaces lining The Village streets are open for reservations. A prime choice for markets or to complement the Village Green for grander events, these spaces offer versatility for hosting expansive gatherings.
Enquire at historicvillage.co.nz or call 07 571 3700.
Photos Katie Cox
CULTURE
CELEBRATING THE TASTIER SIDE OF LIFE IN TOUGH TIMES
What should you do when you have a region which is rich in horticultural abundance, where innovation and the desire to stand out are fast becoming the hallmarks of progress?
he all-female Flavours of Plenty Festival team has been nailing the answer, with the second iteration of their foodie festival earning two coveted titles at the recent New Zealand Events Association (NZEA) awards. They’re now busily preparing to release the programme and tickets for the 2024 festival, which will be held in April.
Loretta Crawford, Suzy Spear, Stacey Jones, and Rae Baker enthusiastically seized the baton when Tourism Bay of Plenty first identified that the coastal region’s ‘place to plate’ offerings were an essential part of its DNA, with untapped potential to attract more visitors, especially during the quieter seasons of the year.
What no one could have foreseen was the havoc that Covid would then wreak on the tourism, hospitality, and events sectors.
The first Flavours of Plenty Festival in 2022, and the second, held last year, proved a test of grit as the sectors struggled with gathering limits and travel restrictions which were quickly followed by serious staff shortages.
The 2023 festival’s double NZEA win is a testament to the value and vibe that the Flavours of Plenty Festival has brought to
the region, right when it needed it most.
“It’s been a privilege to help celebrate the resilience and entrepreneurship that we have in the Bay. Our whole foodie community has contributed and come together to put on this festival.
“It benefits everyone it touches, whether it’s the Bay of Plenty producers, the restaurateurs, the attendees, or the regional reputation. It’s a fantastic leverage opportunity for our place and I’m very proud to work on behalf of Tourism Bay of Plenty to produce it,”
says Festival Director Rae Baker. Head of Destination Marketing at Tourism Bay of Plenty, Loretta Crawford, says the cornerstone of the festival has been the establishment of a Flavours of Plenty collective, ably led by Stacey Jones. It’s a unique passion group which has united the region’s foodie and hospitality sector.
Stacey’s no stranger to the limelight, having won plenty of fans and some national awards while at the helm of Kitchen Takeover and more recently
starting up her new culinary business, Secret Sauce. But she’s been happy to aim bigger, supporting and enabling the area’s other unique food businesses to create a fresh new regional identity.
“I work with producers and growers to help build capacity, lead regular meetups where the community can connect and collaborate, deliver stories and creative content that drives our reputation, consistently push our sustainability goals, and foster partnerships for development in the culinary tourism sector,” Stacey says.
“I felt very strongly that to build our reputation as a culinary destination, we needed a destination event that brought our foodscape together and made locals proud of the amazing food we had here. Every other city had something apart from Tauranga – so the launch of the Flavours of Plenty Festival was very timely!”
Senior Marketing Executive at Tourism Bay of Plenty, Suzy Spear, now spends the bulk of her time immersed in work that supports the Flavours of Plenty collective and its annual festival.
“I really enjoy the fast-paced nature of working in the events industry, so the opportunity to combine that with
> FLAVOURS OF PLENTY FESTIVAL CULTURE
my passion for food, as well as my marketing skills, has ticked all the boxes,” Suzy says.
Suzy creates and manages the marketing and collateral for the festival, consistently shares information with its stakeholders, organises sector networking events, creates and distributes the Plates of Plenty Challenge ingredient boxes, and diligently reports back to the all-important funders.
“The momentum the festival has built in such a short amount of time, including having been recognised as the best lifestyle event in the country, has been no small feat. There are so many moving parts and the details are always changing,” Suzy says.
Rae, who harks back to Edinburgh, was previously best known in New Zealand for directing two back-to-back Queenstown Winter Festivals. She says the challenge is always the same – securing big enough budgets to ensure that popular festivals can continue.
“The Flavours of Plenty Festival’s main objective is to nourish visitation to a wide area, which is not always the top of the list for a sponsor as they may want a more direct return, and funding often comes in the form of seed funding which dissipates over time. This is a challenge. Even though our double award-winning festival is a fantastic leverage opportunity for our wider place, it doesn’t come without costs,” she says.
a keen eye on our sustainable footprint, risk management and budgeting, produce and host our flagship event (Battle of the Snack), create agreements with our Plates of Plenty Challenge entrants, contribute to PR, marketing and design decisions, and do all the many other enjoyable tasks that make up the festival,” she says.
The programme and tickets for the 2024 festival will be launched on 16 February and Loretta expects attendees will be able to choose from 45 different foodie events across the 4-14 April dates. Twenty-five eateries have also signed up for the Plates of Plenty Challenge.
> It’s been a privilege to help celebrate the resilience and entrepreneurship that we have in the Bay. Our whole foodie community has contributed and come together to put on this festival. It benefits everyone it touches, whether it’s the Bay of Plenty producers, the restaurateurs, the attendees, or the regional reputation. It’s a fantastic leverage opportunity for our place and I’m very proud to work on behalf of Tourism Bay of Plenty to produce it.”
Rae has an annual contract with the festival, as part of her own Rebel Female events consultancy business. She works with the festival team to develop the strategy and tactical plan and, from an operational standpoint, she’s the contact for
– FESTIVAL DIRECTOR RAE BAKER
anyone who wants to submit and hold an event during the festival programme.
“I source funding for the festival, manage our centralised ticketing, procure and maintain sponsorship agreements, manage stakeholder relationships, keep
“It’s a great feeling to work on a project that supports so many local businesses. We’re building our reputation as a foodie destination nationally and internationally, and this means that we’re working with lots of media and partners like Tourism New Zealand,” she says.
“I’m the ‘Flavours troubleshooter’. I’m there to remove roadblocks, support the team, and advocate for the project at a governance level.
“Flavours of Plenty is an eco-system which brings together growers, suppliers, producers, retailers, restaurants, and foodie lovers, and that’s what really makes the festival a winner. Knowing this, and having the backing of our board, GM and key stakeholders, is really essential and exciting in terms of what we’re trying to achieve.”
Many of us have returned to work in 2024 praying to whatever deity we ascribe to that this year will not be the festering boil it was last year.
Now we are through the election, the roads are all fixed (insert sarcastic emoji here), there isn’t another scary mystery disease, and the tourism industry seems to have had its non-consensual holiday cancelled, we have cause for hope; But the scars and skidmarks of the freshly fought financial battle remain.
Most sectors seem to be slowly recovering, and those which didn’t make it are being respectfully buried. But the full force of the collateral damage is now being felt.
Usually, at this time of the year, weight-loss pertains to becoming less-jiggly following an adamantly exclaimed new year’s resolution. But in business it can be a streamlining of non-essential roles, downsizing of premises or cutting of less profitable offerings from services.
Basically, we have had a couple of years to see what our true minimum operating expenses are – the fish tanks from the office, the beers on Friday and the new directors car each year have, for many, become things of the past.
Although this is bad, it’s not the worst part. The worst part is people are actually dying in the aftermath of what has occurred globally.
According to MATES in Construction NZ (a suicide prevention charity), one person in the construction industry takes their own life every week. This is not okay.
I have spoken to many of my construction clients about this and they have all said that the worst part of owning a construction company is sometimes letting one of your employees who’s now a great mate go and watching them and their family suffer and wonder if it was your fault as the boss.
Not being able to pay suppliers or subcontractors may also end entire social circles, break-up families, and decimate mental health through the perceived loss of mana and reputation, not to mention the more immediate issues such as losing a family home, liquidation and bankruptcy.
I am no psychiatric professional (or even an enthusiastic
amateur), but after 20 years in the credit management industry I think there is something that we can do … actually two things: TALK and LISTEN.
Of course my first advice is, if you can pay, then do pay. If you are genuinely in a position, for whatever reason, that you can’t pay a creditor when due, TALK TO THEM!
Make the call that you want put-off the first one you make; Be honest and calm and discuss a realistic pathway forward; Do this with each party you are not able to pay; Have the slightly uncomfortable conversation now rather than the angry one later – the creditor will feel better with communication, a plan in place and feel respected that you are open and honest with them.
Also, they may know someone who can help, such as a credit management specialist with salt and pepper hair and a monthly article, or a business finance advisor, a tender procurement wizard or another helpful provider.
Money won’t kill you, but stress will. Not talking does not help.
We had a client not so long ago who I met with in his office. He looked stressed, tired and like he did not want to be there.
I put aside my notes and asked him what was really going on as I would like to see if I could help. He told me what was going on, how his personal life had suffered and that he really wasn’t enjoying life.
I asked what would solve it. He said, “$230k to magically appear in my account so I don’t need to sack my two mates. I need them for the big project in six months, but if I keep them on we won’t make it six months. I also need a business mentor to show me how to run more efficiently and profitably – I seem to do a lot of work for not much money.”
He had tried all the ways he could think of, so I asked him what his mates suggested. He said, “I haven’t told anyone, it’s too embarrassing.”
I excused myself and called a business lending specialist that I know and trust who came to the office immediately. I introduced them and left.
The next day the $230k was
CREDIT CONTROL
BY NICK KERR
in the bank, the business mentor was hired and week later we met again and the change in him was astounding. You never know who could hold the answer to your particular issue, and you won’t find out if you don’t ask.
I have attended the funerals of far too many good people who did not talk and ask for help through embarrassment, pride or fear. Please talk – I promise it won’t kill you.
Just a thought
If you need to talk, please call the MATES in Construction’s 24/7 Helpline, 0800 111 315
Nick Kerr is a credit management consultant with NJK Advisory and director of International Private Investigations Ltd. He can be reached on 021 876 527 and nick@nzipi.com
GIVE BACK AND GET BACK BEFORE MARCH 31 2024
Did you know that charitable donations made before 31 March 2024 qualify for a 33.3% tax credit this year, up to the amount of tax paid.
That makes the months of February and March a great time to give back to the region where you live. Many people will be working on their plans for the end of the financial year and considering their giving goals, making it a great time to consider becoming an Acorn Foundation donor. Our donors gain real pleasure from seeing their gifts at work.
Acorn Foundation Chair and Senior Partner at Findex Tauranga, Michelle Malcolm says, “We find that our clients have favourite causes that they love to support, and this time of year we remind them to give now to take advantage of this year’s 33.3% tax credit.”
We know that some advisors are uncomfortable beginning a giving conversation with their clients, unsure how this discussion might be taken. When appropriate, raising the subject of charitable giving provides a significant opportunity for your client and the community. The staff at the Acorn Foundation can help you frame the questions that ensures each client can fulfil their charitable goals.
Acorn has invaluable and in-depth knowledge about the local charities in our community that need support. Over the past 20 years, Acorn’s staff and volunteers have worked on important local issues and ensured their donors get the most out of their giving goals. Everyone has a cause that they are passionate about, and the 33.3% tax credit this year provides a nice incentive to act before 31st March 2024.
Acorn Foundation Chair and Senior Partner at Findex Tauranga, Michelle Malcolm.
POLAR PURSUIT:
CONQUERING THE ARCTIC IN THE QUEST FOR PEAK POTENTIAL
> EDITOR’S NOTE:
This month you will notice a name change for Freddie Bennett’s hugely popular Mining Business Wealth column. The column has established a huge following in 2023. Our editorial team wanted a fresh new column title this year to better reflect his epic 2024 Arctic adventure and the launch of his new Titan Sky programme. Welcome to HIGH PERFORMANCE with Freddie Bennett ... enjoy the inspiration! Bay of Plenty Business News will be posting updates on Freddie’s progress as he races across the Arctic on foot later this month. You can follow his progress at linkedin.com/company/bay-of-plenty-business-news facebook.com/bayofplentybusinessnews
This month, Bay Business News columnist Freddie Bennett is undertaking the world’s toughest, coldest ultramarathon: Running 300km across the frozen Arctic towards the North Pole. Discover his secret to how anybody can maximise their potential.
“The worst thing about the Arctic is that you know it’s trying to kill you”. My blood turned to ice as the words of the safety instructor hung in the air like mist across a frozen lake.
Not for the first time, I questioned my intention, desire … and sanity. No matter how many times I read and re-read the facts and figures of one of the most brutal races on the planet, it didn’t get any less scary.
Running 300km in six days. Carrying all the food and equipment I’d need to survive. Temperatures of -50 degrees. Running across frozen lakes and over perilous mountain ranges. Polar bears. A 12,000 mile, 4-day journey to get to the start line. I should have gone to Fiji instead.
Let’s face it, there are hundreds of excuses not to undertake this challenge. But there is ONE reason to strap on a pair [of snowshoes] and step forward into the ice: to prove that everyday people can do remarkable things.
It’s about time
When it comes to ridiculous challenges, this isn’t my first rodeo. I’ve run 300km across the scorching Sahara Desert and completed the world’s toughest ultramarathon. You’ll find me in the Guinness Book of World Records for my marathon running exploits. I perfected my ‘tri-
HIGH PERFORMANCE WITH FREDDIE BENNETT
athlete frown’ as I completed an Ironman. I even ran 100-miles non-stop through the wilderness.
But I hate running. I am not a runner. I’m not good at it. I’d rather spend a month counting traffic cones on Cameron Road than spend an hour talking about heart rate zones or cadence or whatever else it is that runners talk about.
I only run for two reasons: Firstly, it helps me look good naked. Secondly, because it saved my life.
Polar opposites
You see, I’m not supposed to be here. I’m not supposed to be doing any of this. I should be stuck in my old life, which was the total opposite to the existence I have now.
Six years ago, I was living a life of quiet desperation, trapped in a mid-manager corporate role I hated. I could say that I hated the
role, but the deeper truth is that I hated myself.
Because I hated myself, I was terrible at setting boundaries and found it impossible to say “NO”. I also somehow achieved that magical crux of being overworked, burned-out, overwhelmed and constantly ‘too busy’ ... while simultaneously being a poor performer.
This meant my confidence was shot to pieces, I drank too much, slept too little, constantly felt like an imposter in my own skin and couldn’t shift that ‘stuck’ feeling of, “I always thought life was going to give me something … more”.
I was about to end it all when the sudden death of my father led me to taking my life into my own hands, and begrudgingly swapping the bottle for the running shoes. But this frozen challenge isn’t about crazy adventures or superhuman feats of endurance. It’s about TIME.
And it’s not about me, it’s about YOU.
Frozen out
Your time is running out. The promotion you feel you’re not ready for. The new business you want to launch. The workshop you want to run. The relationship you want to start (or end).
You’re putting it off. You’re telling yourself you don’t have the time, or the money. A few brave souls among you will admit it’s
more of a confidence issue than a capacity issue.
Either way, you’re not becoming who you know you can be at work or at home. Rather than stepping up, you’re putting your potential on ice.
That’s why I’m undertaking this challenge – to prove to you that you CAN do the things you think you cannot do. This is a real-time demonstration of the fact that everyday people can achieve remarkable results.
I’m not an athlete, an ex-Special Forces soldier or a privileged adventurer. I’m just a guy who –not so long ago – lacked the confidence, resilience, self-belief or structure to ‘step up’ in my career, my relationships or my life.
But when it came to maximising my potential, one thing made all the difference.
Breaking the ice
The business world is full of ‘slogan dispensers’ muttering the same old things about ‘change’, ‘mindset’ or ‘leadership’.
I imagine there’s a factory somewhere where these individuals roll off the production line, but they’re not released into the wild until they can recite ‘Seven Habits of Highly Effective People’ off by heart.
Companies invest in the training, the seminars, the books, the podcasts and the many, many, many so-called ‘coaches’ in their quest for information.
They seek that missing, mythical piece of knowledge they believe will unfreeze the motivation, discipline and capacity of stretched-thin teams who appear frozen in the headlights of change.
But knowledge is not what your teams need. Neither do they require motivation, inspiration or a kick up the backside.
Yes, knowledge is important. But equally as important is the mindset to apply that knowledge, and the habits to keep applying it when it’s the last thing they feel like doing.
And that’s why the most important ingredient is … action. Bold, imperfect action. Career-defining action. The kind of action that makes you feel a little scared. The kind of action that you don’t feel ready to take.
But take action, we must. And that is why I will take the action one more time, as the only person in New Zealand to tackle the world’s toughest, coldest footrace…
To prove to you, your team and your clients that it’s never too late to become who you were always meant to be.
Freddie Bennett is a Guinness World Record holder, bestselling author and leads New Zealand’s most secret mastermind group, Titan Sky. He gets businesses unstuck, unshackled and unleashed. Freddie can be contacted at hello@freddiembennett.com
Initial franchisee training a crucial foundation for success
There are a lot of things you only get to do once, like taking your first steps, your first words, or perhaps that first kiss. Not surprisingly, most of these will rarely be our best effort, but there is another first that you can and should be much better prepared for – this is the initial training you will receive before starting or taking over a franchised business.
Afranchised business can be an exciting and potentially rewarding venture. However the pathway to success in a franchised business is intricately tied to the effectiveness of the initial training provided to, and successfully completed by, the franchisee. This foundational phase sets the tone for the entire franchise operation, influencing business practices, customer service, and overall success.
The franchise model offers entrepreneurs a proven business concept, operational support, and brand recognition in exchange for adherence to established standards and practices. For the franchisor-franchisee relationship to flourish it is imperative that the franchisee receives compre-
hensive training right from the outset.
This training is not merely a formality but a strategic investment in the success and sustainability of the franchise system. Good franchisors understand that the success of their brand depends on the success of each individual franchisee. Consequently, they invest significant time and resources into crafting comprehensive and effective initial training programs.
First and foremost, initial training serves as the bridge between the franchisee’s existing skills and the unique operational requirements of the franchised business.
While franchisees may possess entrepreneurial spirit and
business acumen, the specific processes of the franchise need to be imparted through systematic training.
The initial training offered by a franchisor is a structured process designed to transfer knowledge and skills critical for running the business. The franchisee is equipped with the tools needed to replicate the success of the established business, ensuring a seamless and consistent experience for customers across all locations, and critically the basis of a successful business for the franchisee.
Practical, hands-on training experiences are invaluable. Pairing new franchisees with experienced mentors or providing on-site training opportunities
FRANCHISING
BY NATHAN BONNEY
allows for real-world application of theoretical knowledge. This mentorship model accelerates the learning process and instills confidence in franchisees.
The initial training acts as a risk mitigation strategy, providing a standardized learning experience that minimizes the chances of errors and operational challenges. Through hands-on training, franchisees gain practical insights into potential pitfalls and acquire the skills to navigate them successfully.
The success of a franchised
Donations – the often forgotten tax benefit
By and large, we New Zealanders are a giving bunch. Whether we are giving our time, money or things we no longer need, we do so without expecting anything in return. And when times are tough it seems that this brings out the best of us, with Givealittle reporting an 18% increase in donations in the 2023 year compared to 2022, with a total $43.5m of donations.
The Government recognises the good work that charities do in our communities, so to encourage greater giving of cash donations it allows a tax break for companies, individuals and Māori authorities that make them.
Companies and Māori authorities are allowed a tax deduction against their income for cash donations to registered charities, up to the level of their taxable income. Because the donations will be recorded in their books, the claiming of this deduction will not usually be overlooked.
Individuals however are a different story. We are able to claim a donation credit of 1/3 of the qualifying donation amount, but need to file an IR526 donation credit form separate from our
income tax return to claim the credit and it seems a lot of people are either unaware of this, think it is too hard to make a claim or don’t know how to do so.
In the 2022 tax year, Inland Revenue paid out a total of $308m of donation credits to individuals, representing a total donation amount of $925m. While there are no readily available statistics on the total amount of qualifying cash donations made by individuals, it is commonly understood that there is a large amount of Government money left on the table by individuals that do not make the claims that they could.
The general criteria for claiming a donation credit are:
The recipient must be an approved donee organisation –Inland Revenue has a searchable
database of these, but generally these will be New Zealand registered charities or schools, plus some specifically named overseas charitable organisations;
The cash donation must be more than $5;
A signed and dated receipt from the charity must be held and include certain information; and
The total amount of donations claimed cannot exceed your taxable income for the relevant year.
Inland Revenue reviews donation claims quite closely, and some of the areas of concern for them are where the donor
business is intrinsically linked to the relationship between the franchisee and the franchisor. The initial training period also establishes the foundation for this relationship, fostering open communication, mutual understanding, and a shared commitment to success.
The franchisee gains insight into the franchisor’s expectations, and the franchisor gains confidence in the franchisee’s ability to uphold the brand’s integrity.
Franchisees who undergo thorough training are more likely to identify with the values and vision of the franchisor. This alignment fosters a commitment to maintaining brand integrity and upholding the standards set by the franchisor, ultimately contributing to the overall success and growth of the franchise network.
Nathan Bonney is a director of Iridium Partners. He can be reached at nathan@iridium.net.nz or 0275 393 022
TAXATION
BY ANDREA SCATCHARD
send them copies of the donation receipts so these can be claimed. If you do your tax return yourself, or are not required to file one, it is very easy to file your donation claim yourself. Just log into MyIR, enter the details of the donation and upload a copy of the receipt (a screenshot or photo of it from your phone is fine). You will need to do this for each donation made.
receives some benefit back from the charity in return for making the payment (as this would not be a true donation), or where amounts are paid to schools for goods and services (such as tuition, camp fees, stationery etc) rather than as a true donation.
So as we get closer to the end of the tax year on 31 March, now is the time to think about the donations that you have made during the year and to make sure you take advantage of the credit available to you. If you use an accountant to prepare your tax returns, make sure you
Once your income tax return has been filed, or your income confirmed if you don’t need to file a return, Inland Revenue will process the donation claim and refund the credit to you.
And while you are digging out this year’s receipts, keep in mind that you can file a donation credit claim up to 4 years after making the donation, so you can still file a claim for donations made in the tax year ended 31 March 2020.
As always, you should seek professional tax advice if you need assistance.
Andrea Scatchard is a Tax Partner at Deloitte, based in the Bay of Plenty. She can be contacted on ascatchard@deloitte.co.nz
CREATING AN EXCEPTIONAL ONBOARDING EXPERIENCE
Recruiting top talent doesn’t end with an offer letter. Often the critical stage of onboarding candidates is overlooked. Onboarding is a key step and can be considered ‘phase two’ of the recruitment process. It involves much more than where the new employee sits and learning the ropes of their new job. It’s about laying the foundations for a strong and productive working relationship and preparing your new employee to succeed in their new position.
As recruiters and managers, we invest considerable time and money in finding the right person. Therefore, we want to give our new employees the best start possible, so those first few weeks and months of them starting are crucial.
According to Gallup analytics, one in five employees either reports that their most recent onboarding experience was poor, or that they received no onboarding at all.
When onboarding goes wrong, you’re leaving your business at risk, both financially and competitively, and it puts both performance and the new employee’s retention at risk.
Gallup notes, 70% of employees who had exceptional onboarding experiences say they have the best job. These employees are also 2.6 times more likely to be extremely satisfied with their workplace and consequently, far more likely to stay. Therefore, it’s critical for employers to create a thorough onboarding process to help new starters embed into the culture and equip them for success.
To help create an exceptional onboarding experience, we have identified some key recommendations to assist with creating a valuable and engaging journey for your new employee.
Meaningful relationships
Onboarding is all about connection. For many employees, the people element is the most valuable aspect of their onboarding experience. Being introduced to new people, forming social ties, learning from other colleagues, being shown around the workplace, and having the organisational structure explained are all
practical examples of relationship development.
New employees want to create relationships that make them feel supported, included, and respected. This area of the onboarding experience is all about meeting lots of people, asking lots of questions and receiving mentoring from colleagues who genuinely care.
You can consider incorporating a social gathering into the onboarding plan during a new recruit’s first week. This will provide an opportunity to help them understand the motivations of the team and its culture and establish a relationship building environment.
Another way to do this is by connecting your new person with a mentor and creating a ‘buddy system’. The buddy can be anyone in the organisation who serves as their key go-to person and points them in the right direction.
Understanding contribution to the organisation
When the new starter joins your business, they will crave answers and learning experiences that will help them reach their full potential. They will join with a range of questions so giving them the understanding of how they can contribute personally to the success of your organisation is key.
Gallup research shows that valuable learning experiences offer far more than role-specific training. Thorough onboarding programs should discuss the history, culture, and origins of the company and most importantly how the new employees’ position and efforts link to the greater mission and purpose of the organisation. When employees under-
HUMAN RESOURCES
BY KELLIE HAMLETT
stand why and how their job fits into the bigger picture, they can start contributing to the business success.
A good onboarding experience can boost overall employee experience, especially if training is provided from the beginning, welcome videos from team members are shared and courses or modules on company fundamentals are offered. These can all help new employees feel connected, empowered, and confident.
Clear expectations and processes
One of the most common mistakes employers make is confusing training and onboarding. ‘Training’ is defined as systems, and terms of business, and is given on the businesses’ products and service, whereas ‘onboarding’ should focus on the building blocks of the company – the vision, values, culture, and relationships. These are two very different concepts.
For many employees, the most valuable aspect of an onboarding journey is how it is organised and delivered. Create an onboarding journey that is comprehensive and understandable, but not too complex, otherwise it can become
overwhelming. Employees want clear expectations for training and orientation, a well-defined onboarding structure, and a pace of learning that makes them feel well-prepared. However, when it comes to exceptional onboarding, there’s no one-size-fits-all approach. It is recommended to tailor your onboarding program to suit the demands of the role and the new employees’ needs.
Investing time and energy
Onboarding isn’t a quick tick box exercise and is not complete within a day. A thorough process begins the moment the new employee signs their employment agreement and continues for at least 3–6 months into their employment. Small details can go a long way.
For example, making a quick phone call, or sending a welcome email the week before the new employee starts, to go over the basics such as where to park on their first day, what time to arrive and what to wear, can settle new job nerves and let them know you value their arrival to your workplace. Often job seekers have other opportunities in the pipeline when they accept a role. So, if you don’t take the time to ensure they’re welcomed appropriately, settled-in and excited to be part of your organisation, you could find they’re lured away by another job opportunity.
Managers’ involvement
Onboarding creates the perfect opportunity for relationship building and Gallup research shows that when managers take an active role in onboarding,
employees are 3.4 times more likely to feel like the process was successful. Clarifying job expectations, regular check-ins and talking to new employees about career development plans are all imperative and show you are investing in them as a person and their career journey with your organisation.
First impressions
Research shows that employers have 44 days on average to “make or break” a new employee. Onboarding and personal relationships play a key role in making a good impression. Therefore, making sure your new team member has a space, a workstation and equipment they need to do their job is an obvious step, but it’s often overlooked. Little things matter – i.e. making sure their PPE clothing or uniform is ready, that they have the required tools, stationery and technology needed, that meetings or introductions with key contacts are organised etc. A ll these details make their first impression and the welcome for your new employee professional and reflect well on your organisation.
Put importance on onboarding, ensure you differentiate it from training, and give it the time and attention it needs as such an important and impactful part of your new employee’s journey. Make sure to cover the basics and include a people element to create a true sense of welcome and connection.
Talent ID are Recruitment Specialists and can support you through your recruitment process. Please feel free to talk to us about this by calling 07 349 1081 or emailing kellie@talentid.co.nz
Pedalling paradise in the Bay
Whether you’re an e-bike cruiser, lycra-clad fitness junkie, wrangling a biker gang of kids, or only in it for the coffee at the end – there’s a bike ride for you this summer.
Western Bay’s bike trails have gone from strength to strength and rival those in the best of Aotearoa New Zealand’s biking hot-spots.
Here are a few of our top cycle trails for your whānau to ride this summer.
Ōmokoroa to Tauranga
Harbourside board walks, sea views at every turn and a great playground and swimming spot at the end – this 19km bike ride from Ōmokoroa to Tauranga certainly packs a punch.
The track is made up of both new and existing off-road shared paths and local road connections. It’s a popular one, so get ready to say ‘kia ora’ to other holidaymakers along the way.
If you’re not keen to ride the whole thing, there are plenty of shorter options. You may like to take a cruisy ride from Plummers Point to Ōmokoroa and back. Stop in at Hūhārua Park, which has recently received a Green Flag Award – one of just 26 parks in New Zealand. The Ongarahu Pa site by the main car park at Plummers Point is truly serene and has a stunning view over the harbour – the perfect place to relax after all that pedal power.
After riding along boardwalks and checking out the lovely homes you’ll reach the beautiful
seaside town of Ōmokoroa. There you’ll find a superb destination playground, café, restaurant, dairy for ice blocks and the boat club for lunch by the water. Of course, it’s the perfect place for a dip in the ocean too, so be sure to pack your togs!
Katikati
If you’ve got a tribe of tamariki, plus Grandma and Grandpa on their e-bikes, the leisurely cycle trails in Katikati will hit the sweet spot for a whānau outing.
These family friendly rides will give you the chance to enjoy the art, birdlife, orchards, and water that this historic town is known for.
There are several short rides to choose from. One of the prettiest is the path from the river to the harbour, which has recently been upgraded. You can picnic in Haiku Park and check out the great art installations at the same time, or treat yourself to kai at one of the many cafés on the main street.
Waitekohekohe recreational park
If mountain biking is your thing, the Waitekohekohe recreational park on the outskirts of Katikati will be your summer biking paradise.
The park’s name is apt as it was gifted by the local hāpu, Ngāi Tamawhariua, and refers to spiritual waters and a sense of yearning and climbing.
There are so many options in this 88 hectare park, with a series
of short forest tracks for mountain bikers of all abilities. After racing through the trails, there’s a fabulous swimming hole to cool off in too – got to love that!
Waihī Beach
For one of the flattest rides in the District, you can’t go past the cycle trails in the beachside town of Waihī Beach and Bowentown. Here you can enjoy the best of both worlds, as you cruise alongside the surf beach and also meander inland past the Athenree estuary.
This 9km trail is a great ride for the whole whānau to enjoy. There are loads of places to stop and refuel, with cafés, playgrounds, reserves and even some opportunities for retail therapy in the heart of the township.
Most of the trail is flat, but the view from the top of the eastern most point, above Cave Bay, is ample reward for the extra effort it takes to cycle there.
Pāpāmoa to Paengaroa
For those feeling a bit adventurous: why not peddle the 20km (one way) cycle trail from Pāpāmoa to Paengaroa? This safe and flat route goes inland alongside
When biking this summer it’s important that you share the trails with care. Here are a few tips for safe and happy riding this summer:
Remember you’re sharing the cycle trail with other people, including those on scooters and skateboards, as well as walkers, runners, and dogs.
• Be nice, be safe, be seen – be your best biking self.
• If you’re on an e-bike, be mindful of your speed especially when you’re passing others.
• Keep to the left of the path and ring your bell and call out in a friendly way when you’re passing someone.
Pāpāmoa to Maketu
the Tauranga Eastern Link. The highway’s banks are planted with beautiful native trees and the Kaituna River bridge features a stunning set of pouwhenua (carved Māori land markers).
At Paengaroa, you can’t go past the fabulous Trading Post Italian bistro for lunch, where the lasagna and caramello tart are musthaves to help fuel you for the ride back. Or, stop in at the shop at the renowned Comvita factory for some delicious honey for your summer recipes.
Kaikōkopu Trail
For a great day trip and a good leg workout, get amongst the 61km ride (return) on the Kaikopoku Trail from Paengaroa to Okere Falls. This wonderful country ride with plenty of ups and downs has re-opened after the wet weather in early 2023.
It’s got a bit of everything as you’ll cruise through kiwifruit orchards, native bush, dairy and sheep farms, and enjoy lake and sea views. Once you reach the fast-flowing Okere Falls, you may want to get a dose of adrenalin with whitewater rafting or kayaking.
For a shorter ride, park at the end of Ridge Rd and cruise the 12km to Okere Falls.
If you love a good pie, then the 11km ride from Bell Road (beside the Kaituna River) or 13km from Pāpāmoa to Maketu is the one for you!
It’s a bit more intrepid than some of the other cycle trails in the Western Bay, as it’s mostly along back country roads, with a dedicated cycle trail just for the last leg along the Maketu Estuary. Once in Maketu you can refresh with a dip in the ocean and recharge with one of the famously delicious Maketu pies –there’s everything from lamb and mint and mince and cheese to mussel, butter chicken and apple pies.
Te Ara Kahikatea Pathway – Te Puke
Kids will love this flat 4km trail that makes for a relaxed whānau ride. Pedal through wetlands and alongside the Waiari Stream on the eastern outskirts of Te Puke. The loop pathway goes through Jubilee Park before meandering through rural paddocks. If you’re lucky you might spot some farm animals.
You’ll also cycle over and under bridges and past Te Puke’s oldest cemetery. Plus, dog lovers will be able to stop in at the new dog exercise area as you ride past Lawrence Oliver Park.
