Talk Business Magazine - February 2021

ENGAGEMENT MEANS SUCCESS..

How engaged are your employees? Do you even know? There are some very simple things you could do to improve employee engagement which, in turn, may have a knock on effect to your sales. Why not give it a try!

NATIONAL HEART MONTH You need to run your business with your whole heart so it is important you keep it in great condition!

National Heart month is a great time to start taking heart health seriously.

MAKE THE MOST OF

VIDEO MARKETING

THE WORKPLACE POST COVID

Photography courtesy of Laurence Jones Photography

Video marketing is a great way to increase engagement on your content, and doing it correctly can be even better! Read our top ten tips for creating videos to the best of your abilities.

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LETTER FROM

Welcome to Talk Business Magazine What will 2021 bring? This was the question for the 1 Jan and the New Year is enjoying throwing at us as many challenges as its predecessor. So how do we deal with these challenges and take on the opportunities they offer?

One way is through increasing our knowledge and understanding, by taking in the advice, lessons and experience our business colleagues are sharing with us.

This is what the Talk Business Magazine is all about ! Across the Talk Business UK network there is so much experience and knowledge and now here is a place where that can be generously shared and benefitted from. We cover many themes across the magazine from People to Property, Operations to Accounting and Wellbeing to Sales, plenty of useful information, ideas and advice.

My personal thanks to all those who have contributed to this launch issue and we look forward to seeing more from you in future issues. If you have something to share then please contact us, we would love to hear from you.

The team at iPlus are just brilliant and a special mention to them for the offer of this collaboration.

Please enjoy your copy, share the link with with your colleagues and contacts and let us continue in our mutual growth.

JONATHAN SMITH DIRECTOR AT TALK BUSINESS UK

TABLE OF Maximise your R&D tax credit claim ... 06 February is National Heart Month ... 09 Who is Talk Business UK? ... 12 Employee engagement - The key to business success ... 14 Why having a target market is so important ... 16 10 tips for better video ... 19 Keeping it local ... 23 A new way of matching people with opportunities ... 24 Lead with love ... 26 Brexit - How does it affect your business legally? ... 28 The workplace post Covid-19 ... 30 The importance of a strong brand ... 32 Talk Business Members Directory ... 35 No material may be reproduced in any way, or translated, without written permission of the publishers.

COPYRIGHT © 2020

Disclaimer: Every effort has been made to ensure that adverts and articles appear correctly, but Talk Business Magazine cannot accept responsibility for any loss or damage caused directly or indirectly by the contents of the publication.

Talk Business Magazine is published by iPlus Media.

The views expressed in this magazine are not necessarily those of its publisher or editor.

Editorial & Advertising: hello@talkbusinessuk.co.uk Telephone: 01789 330 003 | Website: talkbusinessuk.co.uk

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BY MICHAEL NEWMAN FROM QUANTUM TAX

SEVEN WAYS TO

MAXIMISE R&D The SME Research & Development Tax Relief scheme supports companies that work on innovative projects in science and technology. The average R&D claim is currently more than £80,000, and is usually taken as a BACS payment, paid directly into the company’s bank account.

It is an important relief which all SMEs that solve technical problems should consider. So, if you carry out one-off projects, do bespoke work for clients, engage in trial-and-error developments, then you may well be eligible for R&D tax credits.

So, let’s move on to how you can maximise your R&D tax credit claim…

DON’T MISS YOUR DEADLINE This is the big one.

If you were to make a claim now, you could claim for all the activity done in the two years up to your last year end date.

As an example, let’s say your year-end is 31 March 2021. If you file your R&D tax return before 31 March 2021, you can include all of the development work done in the two years from 1 April 2018 to 31 March 2020. If, however, you file after 31 March 2021, then all of the work done from April 2018 to March 2019, is lost – you can’t claim for it.

KEEP GOOD RECORDS

2

An online bookkeeping system is a good solution. In most online accounting systems, there is an option for departmental analysis. Which means you can set up a department called ‘R&D costs’, and, as you enter your purchase invoices into the system throughout the year, you can assign your R&D invoices to that department code.

This will help you reduce the risk of missing something that could be used towards your claim. You will also be able to run an expense report to see your total costs on R&D at any point in the year.

CONSIDER THE EFFECT OF GRANTS BEFORE YOU APPLY Many grants are classified as state aid. You cannot claim SME R&D tax credits on projects that are also state aid (you may still be able to claim under the RDEC scheme, which is much less beneficial, and not discussed here).

So, before applying for a grant, look at the value of the grant, and the total costs involved. It may be that the SME R&D tax credits scheme is more beneficial to you than receiving the Grant.

3

PAY DIRECTORS SALARY RATHER THAN DIVIDENDS Many directors of SME businesses take a small PAYE salary, and boost their earnings with dividends. This is often the most tax efficient way for the directors to extract profits from the business. But dividends can’t be included in an R&D Tax Credit claim.

So, where a director contributes significantly to R&D, it may be worth considering putting a higher salary through for the director, to potentially claim more in R&D tax credits.

This would of course need considerable review to determine the benefit, because every director’s personal tax situation is unique.

Subcontractor costs are allowable for an R&D tax claim but are restricted to 65% of their total costs.

Consider bringing your subcontractor onto your payroll. This would allow you to claim 100% of that person’s R&D costs, and you would then get the 130% R&D uplift too -i.e. a total of 230% of their costs!!

SUBCONTRACTORS VS EMPLOYEES

Again, this needs careful consideration. It only really becomes an option if you have confidence that you will have enough work for the subcontractor(s) throughout the year.

6

TRAVEL COSTS

One of the strange rules for R&D tax credits is on travel costs.

Travel costs are NOT allowed if they are paid from the company’s business bank. They ARE allowed if the member of staff pays the costs themselves and claims the costs back from the company later.

So, where your employees have to incur travel specifically for R&D projects, see if it is an option for them to pay for it themselves, and reclaim it on a monthly expense form so that you can use the costs in your R&D claim.

CREATE AN INNOVATION CULTURE IN THE BUSINESS

You should do this, anyway. This is an entirely separate discussion, but simple things you can do to nurture an innovation culture are:

- Actively look for problems and conflicts to solve - Work closely with “lead customers” on new ideas, and on pushing your products beyond their limits - Give staff time for creativity - Encourage ideas, and act on them

- Provide flexible working - Share the company’s values and goals

- Recognise and reward innovative ideas throughout the business Looking for more information?

Quantum Tax has all the answers Visit quantumtax.co.uk to discover more about tax or email on info@quantumtax.co.uk

FEBRUARY IS

NATIONAL HEART During challenging times for businesses, it's more important than ever to ensure that the appropriate first aid provision is in place to support your staff and business infrastructure.

For businesses, the HSE offers a comprehensive range of guidance to help employers ensure first aiders are confident that they can help someone ill or injured at work during the Coronavirus pandemic.

With an increased awareness of infection control, health and wellbeing in the workplace, this offers an opportunity to check your processes for first aid are in place. Demonstrating some professional love, care and attention can benefit your employees and support HR and Compliance functions.

For any business, the first place to start is with a workplace first aid risk assessment.

This provides a framework and structure to support the exact needs for your business.

it is a legal requirement for employers to provide adequate first aid provision should a staff member have an accident, injury or emergency in the workplace?

The Health and Safety Executive cannot tell you what provision you should make for first aid. You, as an employer are best placed to understand the exact nature of your workplace and decide what you need to provide. First aid provision must be adequate and appropriate in the circumstances. This means that you must provide sufficient first aid equipment (such as a first aid kit) facilities and personnel at all times. In terms of personnel, this is referred

to as a nominated first aider/appointed persons.

choking casualty and wounds, bleeding and shock.

To ensure your first aider(s) /appointed persons can adequately and appropriately perform their role, workplace training and education is offered throughout the UK. To support professionalism, many training providers are regulated through an Ofqual regulated awarding body who are in turn regulated by the Department for Education.

This means that training must be taught within a regulated framework and demonstrate quality assurance standards.

By law these must be taught face-to-face by a qualified trainer assessor. Such training courses are usually a Level 3 qualification, broadly equivalent to an A- Level and are valid for three years.

What this means for employers is it that staff are being taught to a fit and proper standard with current and precise education and training. Given the subject matter, this is absolutely vital. Workplace first aid content must include set elements and includes practical engagement and training particularly in the fields of unconscious casualty, CPR including current Covid-19 best practice, the safe use of a defibrillator,

As Ofqual regulated specialist training providers throughout England and Wales in workplace first aid, we welcome any queries you may have.

From risk assessments to re-qualifications and HSE extension deadlines, we offer a wealth of expertise and guidance.

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CPR – Adaptations for COVID-19

2

1

Check for response by gently shaking the shoulders at arms length, and shout loudly.

Copyright © 2020 Qualsafe Limited. All rights reserved.

Permission is granted to Qualsafe customers to distribute this poster in an unmodified form. Prior approval should be sort for any other use of these images or text.

Check for further danger and wear your PPE if available.

4

3

5 Call 999 and send for a defibrillator if available.

• Place one hand on the other in the centre of the chest and interlock your fingers.

Keep your arms straight and position yourself vertically above the chest.

Unresponsive and not breathing normally?

Place some material over the casualty’s mouth and nose (e.g. tea towel), then give continuous chest compressions (see below).

6

• Continuous chest compressions should be at a rate of about 2 per second and 5-6cm deep – press ‘hard and fast’.

Check for normal breathing for no longer than 10 seconds. Do this at arms length. You can place your hand on the belly, below the ribs to check for movement.

DO NOT place your face near to the casualty’s mouth.

As soon as a defibrillator arrives, switch it on and follow the instructions. This is completely safe to use even with COVID-19.

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WHO ARE..

TALK BUSINESS UK In our company focused interview, this month we’ve spoken to Jonathan Smith, the leader and founder of Talk Business UK. Let’s delve in and see what he has to say.

- Name

Jonathan Smith

- Company

Talk Business UK

- Position

Founder

- Industry

Business Networking

What does your company do?

Talk Business UK is a membership organisation that develops and organises events and experiences to help local businesses and organisations from all sectors and sizes to connect and create opportunities to build long term and

meaningful business relationships.

What changes or challenges do you foresee for your company in the next three years?

Staffing and outsourcing are likely to be the main concerns as we look to double the membership over this period.

Are you optimistic, realistic or pessimistic about 2021?

Overall, very optimistic for 2021.

2020 has forced us into changes we hadn’t previously considered as viable options.

Mainly the fully virtual world we currently work in and how we now integrate this new skill and habit for the future. More than ever the need is there to help local businesses maintain their links and business relationships and create strong supportive local business communities.

What is the most important task you carry out each day?

Hosting events and maintaining and developing the events agenda to support the membership.

It should be chasing up on new memberships, renewals and payments !

What is your company’s most important KPI? Simple daily task or goal is to gain or retain

a member a day. This means keeping the worth and relevance of what we offer the members.

What positive effects has your company experienced during lockdowns?

The move online has been an incredibly positive move. Being able to host 6-8 events a week – compared with 1 or 2 live events previously - with no challenges on transport or venue facilities either!

If you could instantly change one area or thing about your business, what would it be?

Be free to work more ON the business than IN the business.

How would you rank the following in order of importance? (1 most, 5 least) - Strong financial data (1st) - Sales pipeline (2nd) - Social media (3rd) - Environmental (4th) don’t see us having any environmental impact at the moment.

Will be a higher priority when live events are possible again.

- Team communication (5th) the 2 of us talk all the time!

What causes you the most stress in your business?

Finance and admin, definitely areas to outsource more in 2021.

What do you do to unwind?

I suffer from being an Ercololic ! Love finding and restoring old pieces of Ercol furniture. Challenge is I never want to sell them again.

Thank you Jonathan, so much, for the insight into your business and the positive energy you promote. I think we are looking forward to 2021 almost as much as he is. If you wnat to find out more, please get in touch at hello@talkbusinessuk.co.uk

EMPLOYEE ENGAGEMENT -

Employers around the UK had a horrendous 2020 so it is only natural that several areas of employee engagement have taken a backseat.

With the pandemic leading to tremendous changes in terms of how the world works, there also comes change in the sort of experience employees look for from their employers and business leaders. The core drivers for engagement have not changed, however its importance has been elevated in recent months.

Everyone should enjoy their work. When they do, talent stays, customers are happy, and organisations succeed.

So, what is employee engagement and why is it so important? Employee engagement is the ‘involvement and enthusiasm of employees in their work and workplace’ (Gallup).

An engaged employee is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the company's reputation and interests.

Employers want engaged employees because, as well as being happier, healthier, and more fulfilled, they are more motivated and deliver improved business performance.

Research has repeatedly pointed to a relationship between how people are managed, their attitudes and behaviour, and

business performance, with organisations with high levels of employee engagement achieving greater business success.

If money is the language of business, engagement is the language of motivation and only through motivation does anything get done. When employees are engaged, they are naturally motivated to do work that is interesting, meaningful, rewarded and supported.

There is no quick fix to creating an engaged workforce and there are many common misconceptions. Many people think that engagement is about money; thinking that if you pay more, employees will be more engaged. When actually, it has been proven that only 4% of people identify pay as being key to their engagement.

This is not to say money is not important, if people are paid dramatically below the market rate then it will impact on how they

are valued and in turn their engagement.

SO, HOW DO YOU CREATE A HIGHLY ENGAGED TEAM?

Meaningful work

People want to contribute to a higher purpose, beyond the practical needs of earning a living. Leaders must ensure that the organisation’s mission and purpose are clear and aligned with the employee experience. Managers play a significant role in helping employees understand how their role and daily tasks contribute to the organisation’s mission. Make a point to frequently explain how upcoming work will affect the business and help to fulfil the organisation’s mission or purpose.

Personal Development

Investing time and/or money in developing your employees and their skills can lead to them becoming ‘masters’ of their trade/vocation, benefitting them and the organisation. It is also worth looking beyond traditional training methods, and turning to podcasts, e-learning etc, which can also be supported in the world of remote working.

Encourage staff to share their knowledge with each other and empower more experienced employees to train others.

Think about charity and volunteering opportunities too, which can help employees develop skills they could not learn in an office environment.

Employee Voice

Ensuring your employees are listened to is key to making your staff feel valued, appreciated, and respected. Taking your employee’s opinions on board will help you make positive and productive changes in your organisation that will retain key talent and assist organisational growth.

Recognition and Reward

Recognition motivates, provides a sense of accomplishment, and makes employees feel valued for the work they do. It also sends a message to other employees about what success looks like.

72% of employees state that saying a simple THANK YOU would make them feel more motivated and help build morale.

That is 2 in every 3 employees who would be more productive if they were recognised.

When it comes to recognition saying thank you is so important; recognising the work the person has done, showing them, they are notice and valued.

Employee wellbeing

Ensuring your business looks after its people is paramount. Wellbeing initiatives can increase employee engagement and productivity because employees will feel valued and looked after – they will feel that they matter. Wellbeing programmes will also contribute towards decreasing your absence rates. Ask your employees to put their health first and play an active role in their physical and mental health by, organising social activities, offering support, etc.

The future of employee engagement Over the past decade and more so in recent years, employee engagement has transitioned from a nice-to-have metric to an essential strategy for doing business.

Employee engagement matters now more than ever. By developing a culture of employee engagement, leaders can forge strong, resilient organisations, teams, and individuals.

Thank you to Kelly Tucker from HR Star for her advice on employee engagement.

For more information visit hr-star.co.uk Or call us on 01242 500 557

WHY HAVING A IS SO IMPORTANT...

I know this may come as a shock to you, but it's true. You cannot hope to market your products or services to everyone, even if you think everyone needs them.

I'm not saying you can't be successful doing this. What I'm saying is you really do limit your potential by not focusing on select groups of people or businesses.

By focusing on one or more niches, you're able to connect with these people at a much higher level, and consequently you automatically gain more business.

I'm sure you've heard people say things like, "This person really connects with me, they really understand my business." This is what happens when you choose to market to specific groups.

What’s also important to understand is that certain groups of people or businesses are more likely to want and need your products and services more than others. More importantly your niche must focus on the groups who

can afford your offering. There’s no point in targeting groups who want and need your products or services if many of them can’t afford to buy them!

“BUT IF I TARGET ONLY SPECIFIC GROUPS, WON’T THAT LIMIT MY MARKET AND REDUCE MY CHANCES OF FINDING NEW BUSINESS?” That’s a common question I’m often asked.

Of course you reduce the total pool of potential customers, but to succeed in today’s competitive market place you need to concentrate your marketing on a smaller number of well-chosen segments or niches into which you pour all your resources.

Because you are targeting a smaller volume of people, the same amount of money you were previously using to acquire customers, is spread across a smaller number, and therefore you have more to spend on each prospect. This alone makes you more successful.

So, in a nutshell your niche market is the segment(s) that represents your best chance of getting a good return for your marketing efforts. These niches are critical to you.

Of course, if you focus on a smaller group you may not get the business of other people or businesses outside the target group. But in reality what happens is you increase the amount of business you receive from your target niche.

This is because you are specifically meeting the needs and requirements of your chosen niche. You’re saying to them that, ‘you are THE company that knows about their situation.’ No other company specifically meets their needs in this way, and therefore you are the logical company to turn to.

For example, let’s say you’re a start-up business and you need an accountant. Your first choice is to look in an online directory under the ‘Accountant’ category where you find a number of possibilities. The first one reads…

‘ABC Chartered Accountants. Tax preparation, auditing, bookkeeping, payroll

services, help for start-ups, management accounts, and so on.’

The second ad reads…

‘XYZ Chartered Accountants. Specialising in helping Start-Ups get their businesses running quickly, profitably and effectively.’

As a Start-Up, which firm of accountants are you likely to choose? The answer is obviously the second, but it serves as a good example to show how effective this strategy is.

If you can create this bond between you and your niche market(s) you’ll grow your business to unprecedented levels. That's the power of niche marketing. By concentrating on specific groups, you can achieve very high market shares in that particular category because people automatically come to you.

You'll ‘own’ the market. You are viewed as the only choice because your product or service is 'designed' to solve the specific problems of those people.

Not having a target market is perhaps the biggest mistake that businesses make!

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10 TIPS

FOR BETTER VIDEO

We all now know that video is one of the best ways to grab people’s attention online. But many videos posted by businesses online are poor. So here are a few quick tips from someone who makes videos for a living; me!

Video is a great way to really engage with your audience, and a bit of preparation can make all the difference. If you want a professional video producer to film or edit videos for you then contact me for a chat.

1

PREPARATION IS KEY

Your video is telling a story - so write down why it’s useful and why it’s interesting. Have a clear title and a call to action at the end.

2

LOCATION, LOCATION, LOCATION Your location can tell part of the story if you’re an estate agent or a baker. But wherever you’re filming make sure it’s light and quiet.

3

LET THERE BE LIGHT...

Diffused sunlight is the cheapest and best light for video. If you need to do calls or film when it’s dark then invest in a video light.

WHAT CAMERA?

4

Smartphones have great cameras. If you’re using your computer, make sure it’s got a good webcam, or buy another one. To go up another level then a camera like the Canon M50 is ideal.

5

KEEP IT CLEAN Aside from poor lighting, a dirty camera lens is the biggest cause of poor quality video, especially mobile phone cameras - so clean it.

6

GET STABLE

If you’re making lots of videos on a proper camera or phone then invest in a tripod - just make sure it’s tall enough for your needs.

7

SWEET SOUNDS

Bad audio will get people to turn off. Use a microphone if you can, don’t record outdoors on a breezy day and if you have air conditioning indoors try to switch it off.

8

IT’S A SET UP

If recording on your phone make sure you’ve got airplane mode switched on so you’re not interrupted by calls or notifications.

ACTION!

9

If you’re recording videos for an online course, say, it’s useful to remember: pause, breathe, smile, speak, smile, stop. It’ll mean you can edit the video to start and stop on a smile.

10

TIME FOR EDITING

Editing can really help tell the story. You can add captions, opening slides, ending slides, logos, music… I spend about 80% of video project time editing. For simple videos you can edit on your phone. But for anything more involved it’s easier to do it on a tablet or computer.

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KEEPING IT GLOUCESTERSHIRE

I am proud to have hosted & facilitated the evolution of the first ‘Glos Local’ Talk Business networking group, which has been a fantastic journey to where we are now, almost a year on.

I was keen for the group to get to know each other both personally and on a business level so that we could all understand and encourage each other in every way, hence the opening question each week!

In March 2020 Jonathan promoted an opportunity to be part of a group of professional businesspeople based in Gloucestershire to come together on a weekly basis. There would only be one profession per seat and over the next few weeks many people dropped in and out and gradually within three months the group formed.

The Job Guru, Cathryn Hage, The HR Consultants, St James’s Place, Willans LLP, Neil Morgan Design, WSP Solicitors, Sam Stevens Media, Hello Hospitality, Taylormade, John Morgan Partnership, Jason

Hyde, Tidal Training, The Christmas Decorators, Unique & Inclusive Wellbeing, iPlus Group, Nigel Dowler?

A melange of people have come together and have already collaborated on different projects, supported each other in lockdown ups and downs, business ideas and offered ideas for logos, straplines and varying issues in both private and business lives.

We have discussed and shared decision making, business models, shared home-schooling frustrations, enthused about what has worked and what has not as the pandemic progressed and managed a half and half Christmas get together on Zoom and at No.3 in Cheltenham just before Christmas.

As another group is formed in Gloucestershire we can only hope that the camaraderie and sense of fun will be as strong as this group is.

If you are looking to join a collaborative, supportive networking group then this could be the place for you. Click here for more information on how to visit.

Meet Julie Kent MBE. Vice Chairman at Pied Piper Appeal, Chairman at Cheltenham Open Door, Trustee at Goals Beyond Grass and Junior Warden at Honourable Co. of Gloucestershire

A NEW WAY OF

WITH OPPORTUNITIES #OPENTOWORK

It was the cards in the Newsagents window, advertising everything from piano lessons to Pekinese puppies that gave me the idea for Shopwindow, a feature of the Excelerate Resources website where individuals could post their own profiles, emphasising what they could offer, rather than wait for specific jobs to apply for. They could feature a particular aspect of their experience that may be of interest on a contract or project basis, whilst not interfering with their search for full time work.

This reflected a change in the employment market. Those in mid-career, coming off the corporate ladder for the first time, found it increasingly difficult to secure their footing, with a series of quick moves ensuing. Their experience, energy and potential squandered in the pursuit of another 'secure' full time role, ignoring the opportunity to take their skills to market. The Shop Window is intended to attract employers who need those skills but who hadn’t created a fulltime hole they needed to fill.

When I described this to Jonathan Smith, the creator of the Talk Business network, it connected with his view that the independent businesses, charities and major employers that he had been effective in drawing together across the Midlands, needed their own job board.

The conversation quickly moved on, and it not only became a place where post-pandemic, individuals might find work, but for freelancers and small businesses to promote their services, and for local businesses to put up opportunities they needed resource to help with that fell outside the standard nine-to-five employment briefs.

There was discussion of the new feature that

had appeared on LinkedIn, a tool we both used extensively. This was the green semi-circle, that individuals put around their pictures with the line '#opentowork’. It was this phrase that was settled on as the name for this project.

The disruption caused by Covid has been fertile ground for many good ideas, the challenge bringing them to germination. Both of us were seeking to change the nature of our businesses during lockdown.

In Jonathan's case, the huge task of moving a programme of face-to-face networking events online and in my own, to change the focus from finding senior people for the drinks and hospitality sectors to a more international and diverse one.

Jonathan's success in creating a powerful virtual network was inspiring and with some additional time and a spare website in the back of the cupboard, we were able to move to a soft launch relatively quickly. Not the ideal way to build a new platform as I'm sure any number of digital consultants would confirm but it is now live and open to individuals and businesses across the Midlands at www.opentowork.uk.

The site is set up with a small charge - £1 pound for individuals, £5 pounds for a business to place an opportunity to contribute to overheads. So, get posting and let’s make sure the Midlands emerges from Covid with a strong and sustainable economic base of small businesses.

Here you will find interesting opportunities from a mix of standalone sole-practitioners and substantial businesses in the Midlands. You will also find well established freelancers alongside individuals taking their first steps towards running their own business by sharing what they offer the market.

There is no middleman in the way of connections being made. Not as many individuals as we expected as yet. It may be the pain-killing effect of furlough has meant many businesses and individuals in them do not yet know the full impact of the pandemic until the lockdown is lifted, revealing how many of their staff will be needed to service their new business models.

Do take a look and let us have feedback. Put up a post in one, more or all the categories.

Are you #opentowork? This is a platform for those with skills to offer to businesses looking for talent or for companies to list opportunities as well.

Get involved at opentowork.uk or email david.kelham@excelerateresources.co.uk

My first memory of feeling really inspired dates back to my English teacher in secondary school, Mrs Boland. Although we were all adolescent teenagers, she somehow captured our imagination, helped us to believe in ourselves and encouraged us to tune into our own individual strengths.

She got us to think for ourselves instead of only teaching us, she challenged us on who we were as people, as well as how bright we were and boy, was she a great storyteller.

Looking back, it was one of my earliest experiences of a brilliant leader.

Fast forward to 2021 and I have recently been inspired by another teacher, my son’s head teacher. In the face of COVID and the

myriad of challenges facing every school leader across the country, she has made time to support my child and our family with our own challenges. She has not emailed me, she has called me. She has delivered some difficult messages directly but in the most compassionate way. She has listened to us, fully, acknowledging our situation and feelings whole heartedly.

WE NEED LEADERS WE FEEL CONNECTED TO When we think of great leaders, we think first of those who have inspired us, who have believed in us and who have used their position to empower us, not themselves. We also often think of those who have taken

imagination to picture what seems possible and the patience to make it a reality. Their authority comes from within and is not dependent on external rank of recognition.

So much about love represents being an advocate for the success and wellbeing of others. It is unconditional and selfless. The same can be said of true leadership.

Something we see in the very best leaders is the clear understanding that they are in service to the people around them - and they love it that way.

LOVE IS AT THE HEART OF GREAT LEADERSHIP

decisive action when needed, taken the tough calls before it was too late but importantly, have done so with character, compassion and heart.

We only have to look to the current pandemic to see that the most successful leaders have listened to their people, demonstrated they genuinely care and have shown true compassion - as well as having the courage to say, “I’m not OK”, winning respect and trust in abundance. Yes, we have needed a clear strategy and plan to navigate COVID but we have needed it from leaders that we feel connected to.

LOVE TO SERVE, SERVE WITH LOVE Great leaders have often known personal struggle but rather than be driven by the legacy of that pain, they use it to good end to understand others. They have a great wisdom and emotional intelligence to see past facts and figures to the people and lives that live beyond them. They speak with courage, and humility, with both the

It might be Valentine’s Day (on publish date) but when you consider these stories of kindness, listening and empowerment, it’s not difficult to see how love really is at the very heart of leadership, 365 days a year.

It might not present itself in a red heart shaped balloon but is there a love that is stronger than enabling others to succeed?

Leading with love doesn’t require title or authority. It doesn’t stem from privilege or entitlement. Instead, it guides and connects, invests and inspires, and moves people to transformation and action.

Lead with love and the legacy you leave will be lifelong.

In the words of the great Lao Tsu,

A BAD LEADER IS HATED BY THE PEOPLE. A GOOD LEADER IS LOVED

BY THE PEOPLE. A GREAT LEADER LEAVES THEM SAYING WE DID IT OURSELVES. Written by Anna Jester, Founder and Director of Jester Consulting Ltd. See more at jester-consulting.com or get in touch hello@jester-consulting.com

BREXIT,

HOW DOES IT AFFECT

YOUR BUSINESS LEGALLY?

Business lawyers at Gloucestershire’s Willans LLP have put together a quick guide which makes essential reading for businesses, particularly for those who process personal data in the EU.

The pandemic has understandably diverted attention and resources for many businesses, at a time when Brexit preparations may otherwise have been top of the agenda.

Nonetheless, the transition period is now over, and a clearer picture of the future relationship between the UK and EU has emerged. Read on to find out what your business needs to do now, what can wait and what measures should already be in place…

WHAT DATA-RELATED MATTERS MAY AFFECT MY ORGANISATION? DO I NEED TO ACT NOW? As the UK is now outside of the EU, it is regarded as a ‘third country’, and as a result many UK companies will need to have an ‘EU representative’ in place to act as a direct contact for the individuals whose data they are processing, and also data protection supervisory authorities in the EEA. You will need an EU representative if your business does not have offices or branches in the European Economic Area (EEA) and you are offering goods or services to individuals in the EEA, or monitoring their behaviour through e.g. targeted advertising or data ‘profiling’, and are holding or processing their data for those purposes.

This has become a requirement for UK businesses as of 1 January 2021, and for businesses in the rest of the world it has been a requirement since 2018.

The EU representative serves as a contact point between your organisation, the supervisory authorities in the EU and relevant data subjects. They will be able to help you with holding data processing records, be a point of liaison between EU supervisory authorities and handle

subject access requests.

Various data protection services organisations can act as your EU representative, such as Willans’ sister company, Willans Data Protection Services.

HOW DOES BREXIT AFFECT GDPR MORE GENERALLY? HAS ANYTHING CHANGED? The Brexit Treaty allows for personal data to flow freely between the UK and the EU (and EEA) for a four month period, extendable to six months. So, in this respect, things won’t change for another few months.

Information Commissioner, Elizabeth Denham, said “This means that organisations can be confident in the free flow of personal data from 1 January, without having to make any changes to their data protection practices.”

The ICO adds “As a sensible precaution, before and during this period, the ICO recommends that businesses work with EU and EEA organisations who transfer personal data to them, to put in place alternative transfer mechanisms, to safeguard against any interruption to the free flow of EU to UK personal data.”

This is because, although it is hoped that following this period the UK’s data protection laws will be formally deemed ‘adequate’ by the European Commission, allowing free data flows in both directions, this is by no means certain, and the proposal faces opposition in certain quarters.

Four to six months is not a long period of time if you need to put operational changes in place, and you would be well-advised to start preparing if the changes are set to affect your business. Contact Willans for bespoke support with this.

WHAT ABOUT COMMERCIAL CONTRACTS? HAS ANYTHING CHANGED NOW THE TRANSITION PERIOD IS OVER? It’s not too late to review contracts,

particularly looking at the definitions of key terms. For example, if it refers to the EU as a ‘territory’ you need to identify if the definition covers member states ‘from time to time’ or does it specifically name countries? It would also be sensible to review any contractual mechanisms in place for pricing, and who would be liable should goods take longer as a result of border delays, for example. Read more about commercial contracts post-Brexit on Willans’ website.

I’M AN EMPLOYER. ARE THERE ANY SPECIFIC CHANGES WHICH AFFECT ME? There are no immediate employment legislation changes as a result of the end of the transition period. It is worth bearing in mind though, that the UK courts will not be bound by new decisions of the ECJ to the extent that they were, although all previous ECJ decisions are enshrined into UK law.

If you employ EU citizens, you will probably be aware that a new points-based system and a new ‘skilled worker’ immigration category is now operational in the UK. Read more about the business immigration requirements that your business will be subject to.

NEED LEGAL SUPPORT OR ADVICE? Willans’ business team are on hand with straightforward, approachable legal support, whatever challenges your business may face in the months or years ahead.

You can also get to know some of the firm’s employment and corporate lawyers by viewing a free Brexit webinar on the firm’s website. www.willans.co.uk/knowledge/brexitwebinar/

For more help, or advice you can find out more about Willans by:

Heading to their website: willans.co.uk or calling on 01242 514000

LET’S TAKE A LOOK AT

THE WORKPLACE

POST COVID-19

As the vaccination for Covid-19 rolls out the long-awaited light at the end of the tunnel is coming into view and our thoughts can tentatively begin to return to future plans.

Whilst many of us are looking to return to the things we loved before the pandemic began, are we seeing a shift in thinking around going back to a physical workplace?

And how will organisations manage the workforce that has faced very real personal changes and navigate their way through all the different belief systems and experiences the pandemic has created.

Return to the workplace

Whilst the balance has very obviously swung the other way and we have demonstrated that working from home can work is the solution to the new workplace less binary than before, and is a hybrid model a reality?

In a LinkedIn study of UK C-level executives from mid-sized companies, it found two-fifths expect employees will be resistant to going back when offices reopen.

“

With a more flexible future likely, the biggest challenge companies will have beyond safety concerns is how they can create inclusive workplaces and cultures that work for remote workers, hybrid workers, and office-only workers, says Janine Chamberlin, Senior Director at LinkedIn.

And yet it would seem that despite research and evidence many leaders want to get back to how we were prior to the pandemic.

Whenever the return begins there will be many hurdles to overcome and according to PXhub.oi the employee engagement survey tool, the three biggest concerns for employees returning to work are: - Contact and proximity to others - Shared spaces being contaminated - Travel to and from work especially where the use of public transport is common.

For businesses some of these issues will be far more easily overcome than others, and perhaps this will lead to more flexibility around working hours and where we work initially, but once we look at the longer-term picture will there be an expectation on employees to adapt and return to our pre-pandemic ways? The greatest tool a business can use to gain employee buy in, is to ask and respond to employee experiences.

It is important to remember that the 8-hour working day was developed in the Industrial Revolution some 200 years ago. We now live in the Technological Revolution and have seen only too well how effective that technology has been in our lives throughout the pandemic, so are we now ready to look at a new model? Hybrid hours and hybrid workplaces?

What else will the post Covid workplace bring?

The pandemic has been a leveller in terms of who we are beyond the working person we’ve all had a window into each other’s lives and witnessed the lives we are all juggling, as well as the mental health impact Covid-19 has had on so many. As the workforce begins its slow return to a new normal, organisations will need to navigate the realities so many have faced, and anxiety will be one part of that very real picture. All of this will push the need for well-being higher up the agenda as we consider our duty of care to employees. From sickness absence and compassionate leave there will be a real emphasis on businesses to better understand the needs of employees and offer a more compassionate workplace.

Equally, there will be a need to understand that without careful consideration a rise in grievances and disciplinaries may be very real as all the different views of the last year begin to collect under the same roof again.

So, whilst compassionate workplaces may seem fluffy to some, the reality is far from true. In fact, according to the CIPD “Negative interactions and work environments often result in toxic and bullying workplace cultures.” Compassion leads to the long-term benefits of an organisation. It is vital therefore that going forward from the pandemic we look at ways to put well-being higher up the agenda and adapt our practices to enable the sustainability of the future of work in our workplaces.

Where do you see yourself, or your business, in the next 3, 6, 12 months? Back in the office, or still working from home? What about your employees, how do they feel?

We thank Sarah Brewster from Fresh Seed for this insight into office life post Covid. If you need HR help during this time, contact Fresh Seed. www.freshseed.co.uk or call on 07789 221 195

TALK M AR K ETING

THE IMPORTANCE OF A

STRONG BRAND

DURING A GLOBAL PANDEMIC It is safe to say that the term ‘brand’ is open to interpretation. It generates many different definitions even from brand specialists. However, one thing we should all agree upon is the significance and importance of a strong brand during these challenging times.

We all know that brand is so much more than just a logo. It is our perception of an organisation’s products or services. It is the first and last impression we get when encountering them. If brand were a human, it would be our personality. It is critical that brand should be the heartbeat of any organisation. It should play to our emotions and instincts; it should build trust and reputation and generate a sense of ownership and belonging when we interact with it. Brand should also mirror an organisations values and ethos.

sets your products and services apart from your competitors and is what consumers especially, come to rely on, recognise and trust.

Since January 2020, the world has faced turmoil on an unprecedented scale. All businesses have seen their plans and operations turned upside down. As a result, some have flourished, others have ceased to trade. This might not come as a shock to most, but the following fact emphasises the importance of maintaining a strong brand presence through good and bad times.

THE WORLD’S MOST VALUABLE BRANDS HAVE SEEN THEIR TOTAL BRAND VALUE INCREASE BY 5.9% DESPITE THE ECONOMIC, SOCIAL AND PERSONAL IMPACTS OF COVID-19.

The 2020 BrandZ Top 100 most valuable global brands ranking.

Brand v Branding

Much has been said about these two terms, but put simply, branding is the vehicle where we deliver and communicate the issues mentioned above in a visual way. It is what

During this crisis, most of us have increased the time we spend online. Through doing business, socialising and interacting on social media. But the largest increase has

come through our purchasing habits. With high streets closing and stricter regulations in place, most have found it easier, safer and on many occasions, the only way of purchasing products and services. It is no accident, that the likes of Apple, Google, Amazon (the tech giants), have seen an increase in profits. In recent years, there has been a trend to purchase more online, to the detriment of our town and city centres, but most consumers continue to purchase from well-established, trusted and recognisable brands.

Rebranding during a pandemic

Given the arguments stated above, it fascinates me that during the last year, some very large and well-known brands have chosen to rebrand.

All have their different reasons and strategies for this decision, some may have even accelerated this process as a result of the pandemic. Pfizer, Burger King, Rolls Royce Cars, Cadbury, Trip Adviser, GoDaddy and Kia are just a few of the household names that have rebranded recently.

as a result. Due to unemployment issues, many have decided to use their entrepreneurial spirit to create their own company, or to pivot. I have always had a strong belief, that it is imperative for a start-up or SME to have a clear, and consistent brand vision. To have a coherent ‘brand voice’ and to present themselves visually in a professional way which is relevant to their target audience. Starting any new venture takes commitment and foresight and your brand and branding is no different. Time should be taken at the outset to do research, plan strategy and deliver branding which reflects your organisations personality.

Global v Local

Another exciting trend to come out of the pandemic has been the support and purchase of local products and smaller local ‘brands’. To purchase sustainably and to search out something more bespoke or unique. We know that brand recognition and brand trust takes time, you have to earn that trust.

For start-ups and SMEs trying to increase market share and compete with the larger corporates, you need to ensure your brand offering is marketed properly, to have a UPS and that the branding is noticeable and cuts through all of the ‘digital noise’. Consumers like to associate themselves with strong brands and share in the ownership of products.

I am always happy to have a discussion with organisations to see how I can improve the effectiveness of their brand presence and to ensure they are visually portraying a consistent brand voice.

The change in style for many of these has been to ‘simplify’ and ‘flatten’ their appearance, to make them more conducive to an online audience and to have a more practical application when used on social media.

Brand and branding is not just for the ‘big boys’

We all know that due to the demise of certain businesses, others have sprouted up

Do you think your brand presence needs improving? Neil Morgan Design can help you. Get in touch.

07737 551006 neil@neilmorgandesign.co.uk www.neilmorgandesign.co.uk

BE THE LEADER your eight-year-old self would want you to be

“Working with Anna grew my knowledge around leadership exponentially, enabled me to recognise my existing values and strengths and build on them – it has transformed my perception of leadership and of myself.”

VP of finance, global manufacturing company

LEADERSHIP COACHING

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LEADERSHIP CHARACTER hello@jester-consulting.com

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THE STORY OF THE IMAGE.

This months front page is a photograph by Talk Business member, Laurence Jones. Laurence was commissioned by Net Visibility for a corporate team shot last year. The actual image needed to be shot "socially distanced" so Laurence took a series of shots to create one final image to ensure social distance was observed.

Neil Curtis, MD of Net Visibility explains a bit more.

"We have an amazing mix of youth and grey haired experience in our team and whilst we bang on about it we realised we had never shown ourselves off visually. Stupidly I approached Laurence in the middle of lockdown and asked him to photo us. DOH!! Laurence was amazing and chose the iconic Kenilworth Castle (we're based in Kenilworth!) and then took individual socially distanced photos before knitting them together. Not only are the results fantastic but we had so much fun as a team being models for a day.

It’s one of the most successful team events we've done and shows that you don`t need to spend massive amounts of money to motivate your team. Laurence was pivitol on making the event a success. He is calmness epitomised and we will definitely be undertaking more work with him in the future".

Net Visibility Talk Business member www.netvisibility.co.uk Laurence Jones photography Talk Business member www.ljonesphotography.co.uk