News
4 Upfront: The top international news stories involving women in business
8 In the Right Direction: Good news stories from around the world
Regulars
6 The Alex Bailey Column Stepping into your own space. Go and claim it, it’s yours
10 The City Girl Column
Words of wisdom: the advice from her contemporaries that Pippa Moyle has found encouraging
Sarah, along with her husband, are scaling new heights, having recently acquired the Brighton i360.
Here, she speaks exclusively with
12 The Laura Hearn Column
Is anybody listening? Laura voices her concern that many people hear but don’t really listen
Features
20 Climate adaptation
AXA Climate has recently published a paper to help companies take action on climate change
24 Getting caught out at work
Are office romances really such a problem in the workplace?
26 Spotlight
Focusing on two women – Vashikeh Clarke and Mary Kemp – who should be acknowledged more than they currently are
28 Harnessing the self-fulfilling prophecy
Mary Taylor on a simple strategy for exponential performance gains
Business
30 Sharing smart
The possible risks of business professionals over-sharing on social media
The
Success doesn’t come from what you do occasionally. It comes from what you do consistently.”
–
Marie Forleo, entrepreneur, writer and philanthropist
Wellbeing
32 Migraines
Low cost ways to cut back on migraine absence
34 The biohackers’ favourite NAD+ – is it all it’s cracked up to be?
Further Reading
36 Careers in Tech
Christina Lovelock is the author of ‘Careers in Tech, Data and Digital’. Plus four more books on the same topic
Travel
38 Tess de Klerk reveals some of the worst aspects of the otherwise noble activity of eco-tourism
Wine & Dine
42 Terra, the restaurant that is part of Tottington Manor, near Henfield
Girl Torque
44 Fiona Shafer, MD of MDHUB, road tests the ‘nice, normal’ e:Ny1
What’s On
46 A brief snapshot of art and culture across Sussex and Surrey
Welcome to your August edition of Dynamic
In this month’s Big Story, Maarten chats with the new owner of Brighton’s i360, Sarah Willingham. If anyone can turn it around, it is Sarah whose scrappiness has seen her forge a remarkable career. We are excited to see her bring her magic to Brighton’s most visible landmark.
Laura and Alex share their hard-won wisdom in their respective columns while Pippa has gathered sage advice from inspiring women across the board.
We focus our Spotlight on Vashikeh Clarke, MD of Star Property Group as well as Mary Kemp, founder of AI Potential and Greenwich Momentum. They were both winners at the Dynamic Awards this year and we want to share their stories with you, in case you sadly missed out on our night of celebration.
My personal favourite feature this month is Harnessing the Self-fulfilling Prophecy by psychologist Mary Taylor. She reminds us of the power of beliefs - and where to start addressing these to help people reach their potential. Our regular features include advice by Dr Aragono in Wellbeing and my very tasty review of Terra at Tottington Manor in Wine & Dine.
Plus - welcome back to Girl Torque, Fiona Shafer. We missed you!
Editor, Dynamic Magazine tess@platinummediagroup.co.uk
PUBLISHER: Maarten Hoffmann maarten@platinummediagroup.co.uk
EDITOR: Tess de Klerk tess@platinummediagroup.co.uk
MOTORING EDITOR: Fiona Shafer fionaas@platinummediagroup.co.uk
COMMERCIAL DIRECTOR: Lesley Alcock lesley@platinummediagroup.co.uk
EVENTS DIRECTOR: Fiona Graves fiona@platinummediagroup.co.uk
HEAD OF DESIGN / SUB EDITOR: Alan Wares alan@platinummediagroup.co.uk
Sponsors are being sought to help support Co-Women, an inclusive community supporting Sussex-based professional women through networking, events and peer support. It believes in authentic connection, purposeful business and creating spaces that feel joyful, empowering and safe. It states that, with sponsors’ help, it can deliver more targeted business support courses and workshops; keep its podcast alive, giving women a platform to share their voices and stories; offer mental health drop-in sessions for members who need emotional support as much as strategy; improve its tech and branding infrastructure, so its message is clearer, louder, and reaches the women who need us most
Go to: www.co-women.org/sponsor
Health Secretary, Wes Streeting, has told ITV News he is considering an enhanced screening programme after an investigation into links between cancer cases and the drug Stilbestrol, also known as DES. The ITV News investigation, as highlighted in a recent Dynamic article, reveals the drug was still being prescribed to mothers nearly a decade after being supposedly banned. It also highlights a lack of evidence that regulatory authorities issued warnings to GPs. DES was prescribed to an estimated 300,000 women from 1939 until the late 1970s to prevent miscarriage and stop breast milk production.
Angela De Souza, Founder and longstanding CEO of Women’s Business Club – founded in 2013, which has supported thousands of women through its national and international events – has announced her decision
to step down at the end of 2025, marking a major milestone in the organisation’s history. After more than a decade of leading and growing the global network for women in business, De Souza is handing over the reins and guiding the company through a bold new phase: a transition to a co-operative business model, giving members the opportunity to become co-owners and active stakeholders in the future of the Club.
The Lionesses’ historic victory in the Women’s Euros final on July 27th pulled in more than 16m viewers, making it the UK’s most watched television moment of 2025. A peak live audience of 12.2m viewers watched England beat world champions Spain on penalties across BBC One and iPlayer. Viewership of the final in
“When life brings big winds of change that almost blow you over, close your eyes, hang on tight, and believe.”
– Lisa Lieberman Wang
Basel, Switzerland peaked at 11.6m on BBC One. ITV also broadcast the match live, attracting a peak audience of just over 4m, according to Broadcast Sport. Both the BBC and ITV coverage peaked at around 7:45pm when England clinched victory.
Meanwhile, UEFA, the tournament organiser, is expected to make a loss of between €20-€25m, despite 29 out of the 31 matches being sold out and record viewing figures. This is in comparison to the men’s tournament, giving the organisation a huge €1.2bn profit in 2024. The loss can be directly attributed to the 156% rise in prize
money on offer to the participating countries compared to the previous tournament, else the tournament would have been in the black. Despite the loss, UEFA is delighted, stating that it considers the loss to be “an investment”, especially with the direction of travel of the women’s game.
The Department for Business and Trade recently published its annual Investing in Women Code report on July 10th. Its main findings are:
• The proportion of women-led businesses, business acounts held by females and the total number of loan applications by women-led businesses have remained stable.
• For loan approval rates, the data continues to show similar levels of success for women-led businesses compared with their
male counterparts.
• The average loan sought by women-led businesses was twothirds of that sought by men-led businesses and just over a third of that sought by mixed-genderowned businesses.
• While securing debt finance remains more challenging for women-led businesses, industry signatories continue to develop and implement activities to support women-led businesses
East Grinstead-based entrepreneur Sheila Smith has set up a company called BeHomed as an alternative to existing government-backed rent-to-buy or housing association schemes.
She said: “I want to shift the narrative away from ‘greedy landlords’ to ‘mutual opportunity’ by connecting those looking to exit the rental market with aspiring homeowners blocked by deposit requirements or mortgage restrictions.
Sheila explained that the scheme operates by BeHomed purchasing a property at market value and then agreeing on a fixed future price for the tenant to buy it in five years. Typically, she says, this price factors in average UK house price growth of around 4% per year. For example, a home bought for £200,000 today would be offered to the tenant for £243,330 in five years.
The EU is expected to face a tech talent gap of 1.4 million to 3.9 million people by 2027. If it could double the share of women in the tech workforce to approximately 45%, or an estimated 3.9 million additional women by 2027, it could close this talent gap and benefit from a GDP increase of between €260 billion and €600 billion.
These are conclusions in a report by consultancy McKinsey on International Women’s moonDay that is celebrated annually on June 23rd.
“European leaders looking to build competitive advantage and growth by addressing their technology gap should consider one fact: women occupy only 22% of all tech roles across European companies.”
“When life gives you lemons, squirt someone in the eye.”
– Cathy Guisewite
“Economics has an image problem”, says Clare Lombardelli, a deputy governor at the Bank of England.
With few children from poorer backgrounds studying the subject and only a small proportion of women pursuing it to undergraduate level, the profession is heavily weighted towards men from well-to-do backgrounds.
Lombardelli is on a mission to have more women like herself to have the opportunity to study the subject at their local state school, to alter a gender balance stuck for more than a decade at seven to three in favour of male pupils.
PRINCE
MONACO
The Méridien Beach Plaza convention centre in Monaco recently hosted the first European Summit of Women Entrepreneurs. The AFCEM –the Monegasque branch of the FCEM (Femmes Chefs d’Entreprises du Monde – Worldwide Female Business Leaders) – welcomed 16 national delegations from all over Europe and beyond.
“Faced with the major upheavals that Europe is experiencing, geopolitical tensions, the acceleration of digital technology, the ecological transition and the fragmentation of the economic market, it is more than ever necessary to build robust alliances and create bridges between our organisations, our projects and our entrepreneurial cultures,” said Johanna Houdrouge, AFCEM President, in her opening speech.
MWe are delighted to have Alex Bailey contributing to Dynamic. Co-Founder, with 20+ years of expertise in HR leadership, organisational change. She specialises in cultural evolution, delivering impactful programmes globally while speaking
By Alex Bailey
y research in 2023 into female board leaders revealed that many women get to middle management roles and get stuck, coinciding with critical life events that often clump together in our 40s / early 50s (menopause, caring for teens/ parents/elderly pets, health issues and setbacks) and sadly miss the boat of opportunity or opt out of the career progression pathway.
The women I’ve spoken to at this point are often burnt out and exhausted, giving up and putting others first, struggling with self-care. The women business owners I know have more grit than I’ve seen in anyone, override many warning signs and don’t see the burnout until it’s right there. Clinical burnout is not pretty and is career-ending.
Whilst there are a plethora of factors influencing this, I try to unravel it and explore some of the ways it could be prevented, as previously shared by: armouring, finding your voice, valuing intuition, expanding our web of support, etc. Something I’ve noticed is that women, and people in general, often don’t step into their own space very well. I think there’s something we could consciously do about this that may be another supportive structure to the long-term business and personal success many leaders pursue.
I think about the physical space we occupy as an example analogy: I sit next to the lovely Josie and Ant in my team, and our desks are connected. We are so polite, we never bump chairs or if we accidentally find our key fob or water bottle has sneaked on the edge of their desk, we apologise
Dynamic. She is a Global CEO and leadership, psychology, coaching, and evolution, leadership,and performance, at international events.
for over-spilling. But normally, we use the immediate space in front of our screens and stick to it. We don’t use the whole of our space and certainly not the edges.
I think we do this in our roles, too. We don’t use and work to the edges in all our knowledge, skills and strengths to best effect, and tend to default to those easiest, most used and proven, hence the “defaultness”.
But if this is how we behave physically, does it play out the same way in our increasingly more compassionate, empathetic ways of working? Do we limit ourselves to a smaller space than is available for fear of overstepping and upsetting others? And how might that impact our opportunity over time? Particularly for rapid career progression.
Dream bigger. I still have my original five-year business plan that I wrote before I started Bailey & French, and on reflection, my five-year revenue targets were shockingly unambitious. Not because I didn’t believe in myself, but because I simply didn’t dream big enough, and it limited me. Never again!
Continually communicating to others the space you occupy to really own it is also critical. New descriptors on our LinkedIn profiles are a great example; I felt so nervous about others’ judgments that I took years to call myself a keynote speaker. Now, I’m frustrated that I allowed myself to be held back by others who really weren’t thinking about me whatsoever.
“Mel Robbins’ constant advice to, ‘just do it,’ as per the Nike campaign, seems to be the nudge that so many are looking for at this exact point in time.”
Thinking about it does nothing; act now. Whether you like it or not, the Let Them theory by Mel Robbins has been phenomenally successful this year, and Mel’s constant advice to, ‘just do it,’ as per the Nike campaign, seems to be the nudge that so many are looking for at this exact point in time.
If we could fully step into our space, how can we best do that?
Label it and share: Transitions and evolutions are key opportunities to label our new space and indicate to others how we will take on new responsibilities, realise ambitions and take ownership and accountability. Being able to share this when onboarding into a new role or when promoted is a key foundation we should ask for and not wait for our manager to remember. Our managers interviewed us and know, but often forget that no one else has a clue why we have been brought in!
We appear to be so concerned about other people, with empathy and worry of judgment on overdrive, perhaps driven by such massive exposure online to potential humiliation/ cancelling, that we paralyse ourselves. Stepping up into the space that is available is easy once you let go of the worry. We can simply try on the persona, the behaviours, the attitude and importantly, the mindset of the person we want to be. And there is nothing in our way of doing that - right now.
Ask again, nothing is dead in the water until it’s dead in the water. Whilst there are always going to be barriers in our way for anything we want to do (my motto: nothing worth doing is easy), giving up at the first hurdle is such a waste of energy. I have learned that continually knocking and asking repeatedly can actually be endearing; people recognise that it means something, that we don’t want to give up, that we are striving for more. So, even when there’s a ‘no,’ I encourage you to just ask again. There’s always something changing, which means there might be a yes tomorrow.
Are you stepping into the whole of the space you could own?
Alex Bailey styled by Gresham Blake
Email: Alex@baileyandfrench.com www.baileyandfrench.com
Insta @alexbaileybackstage
Follow me on LinkedIn: www.linkedin.com/in/ alex-bailey-26562b2/
“It is not easy being a mother. If it were easy, fathers would do it.”
Dorothy Zbornak, The Golden Girls
‘FOSSIL FUELS ARE RUNNING OUT OF ROAD’
UN chief António Guterres declared fossil fuels are “flailing and failing”, as data showed 92.5% of new electricity in 2024 came from renewables. He highlighted falling renewable costs, calling clean energy “smart economics”. A report by IRENA found 91% of new renewable projects were cheaper than fossil alternatives. Guterres warned nations still backing fossil fuels risk economic harm. Despite this momentum, global emissions hit record highs, underlining the urgency. Guterres said renewables ensure energy security, unlike oil and gas, which triggered global price spikes and crises in 2022.
The US Supreme Court has rejected ExxonMobil’s attempt to overturn a $14.25m fine for breaching pollution laws at its Texas refinery. The record civil penalty followed a lawsuit by Environment Texas and the Sierra Club under the Clean Air Act. Exxon argued
the groups had no standing, but the court disagreed. Campaigners hailed the decision as a major victory for public enforcement of environmental laws. “This sets a strong precedent and empowers citizens to challenge illegal pollution by large corporations,” said Environment Texas director Luke Metzger.
No hens are kept in cages in Sweden anymore, thanks to a campaign by Project 1882–despite no legal ban. The group used advocacy, corporate pressure, and public awareness to end the practice. CEO Benny Andersson called it a win for animals and activists, but warned that
without legal protection, cages could return. He urged lawmakers to pass a formal ban to safeguard progress.
Sweden’s move sets a powerful example for the EU, showing that societal change can be achieved even in the absence of regulation.
Denmark is proposing a law granting individuals copyright over their own faces and voices to combat AI deepfakes. If passed, sharing fake images, videos or audio based on real people would become illegal. Platforms failing to remove such content could face heavy fines. Satire and parody would be exempt. Culture Minister Jakob Engel-Schmidt said current laws fail to protect against AI misuse, and everyone should have control over their likeness. The move comes amid rising concerns about deepfakes and their role in spreading disinformation online.
The UK Biobank has completed the world’s biggest body imaging project, scanning 100,000 volunteers over a
decade. The images, matched with detailed health, lifestyle and genetic data, are revolutionising research into diseases like cancer, dementia and heart conditions. Already, over 1,300 scientific papers have been published using the data. Professor Sir Rory Collins said the scale of the project allows scientists to identify previously invisible disease
A study by GWI reveals 12–15-year-olds are taking more screen breaks, with 40% now unplugging from tech – up from 22% in 2022. Gen Alpha appears to be rediscovering offline experiences, choosing cinema over streaming and board games over devices. Toy wish lists are also on the rise. Based on surveys in 18 countries, the report highlights a “recalibration” rather than full rejection of screens. Researchers suggest that, raised on tech, this generation is now leading a shift towards balancing digital and real-life activities, making offline fun fashionable again.
patterns, helping to improve diagnostics and patient care globally through early and more accurate health interventions.
British scientists have helped babies be born free from mitochondrial disease using a groundbreaking IVF method involving DNA from three people. The technique merges eggs from the mother and a donor, along with the father’s sperm, to prevent passing on the genetic disorder. Eight babies have been born through the process at Newcastle Fertility Centre. One mother described it as a gift of hope after years of uncertainty. Professor Doug Turnbull said the success offers fresh hope to more women at risk of passing on this incurable condition.
❛ ❛
If somebody offers you an amazing opportunity but you are not sure you can do it, say yes. Then you can learn to do it later.”
Sir
Richard Branson
Child labour has dropped by 22 million since 2020, with hazardous child work down by 25 million, according to the International Labour Organisation. The report says this marks a return to
progress after increases from 2016 to 2020. While encouraging, 138 million children – 59 million girls and 78 million boys – are still engaged in labour worldwide. The findings stress the need for
continued global action. Campaigners welcomed the news but highlighted the scale of remaining challenges to eliminate exploitative child labour in all forms across different regions.
City Girl Network founder Pippa Moyle reveals the bon mots from her peers that have stood her in good stead
The greatest privilege of my career is to be surrounded by inspiring women. I meet them every day, at events, on email, over coffee. They share words of wisdom that I absorb like a sponge, feeding my internal board committee that’s steering my resilience, agility and leadership.
“Act like you know everything and you’ll learn nothing; act like you know nothing and you’ll learn everything.”
I used to think I had to know more than I did: an exhausting expectation. Being humbled changed that. I’ve begun to drop the ego and embrace curiosity. I seek out passionate, experienced people, ask questions, and keep learning. I respect those who ask questions. Admitting what I don’t know has become my greatest strength, creating space for growth, connection, and collaboration.
Rosie Baggs, ND Experiences
‘Always be yourself. Be brave in your decisions and treat everyone with respect. If you lead with kindness instead of just focusing on getting ahead, you’ll make real friends and lasting connections. In the end, it’s those relationships and mutual respect that really matter.’
Alison Jones Partner at Kreston Reeves
This month, I wanted to shine a light on seven Sussex women who have made a profound impact on how I work, live and lead. I’ve asked them to share the best advice that they’ve ever been given to help you fuel your internal board committees, too.
“Know your values and stand on business unapologetically.”
Like a tree, your values are the trunk that keeps you grounded and self-assured; allowing you to move with intention and alignment like root flares! And if you ‘lose’ your way, your values bleed into everything you do, so you will always find your way back home to start again, bigger and better than ever.
Kaia Allen-Bevan, YouthTheGap CIC and Edge of Difference
“Like a tree, your values are the trunk that keeps you grounded and selfassured”
“Everyone here is a man in a dark suit. You’re already Mo Kanjilal, Edge of Difference After always feeling different growing up, I followed a career into the tech world where I stood out again. I tried to fit in, thinking that’s what success required. someone said that. I stopped to blend in and started owning
“In order to adapt to one’s surroundings and the different people that we have to deal with in our day to day lives, you need to be like a chameleon- forever changing our colours and positions.”
Fiona Anderson
This was shared with me by my first female line manager when I started working at RBS. She was a real mentor and supported me in my early career with the bank. It’s always resonated with me as I have had to be very adaptive to different scenarios and people I have had to deal with on a day to day basis. Being a chameleon has served me very well in my life and her words will always stay with me.
“Whatever you are not changing, you are choosing. Read that again.”
This quote punched me in the gut. It made me realise how often I was tolerating things that weren’t serving me in work, love, and life. It sparked the decision to stop settling and start building the brand and life I actually wanted. Now, every time I feel
stuck, I come back to it and I ask myself: What am I choosing that no longer works? And I take action to change it.
That’s how growth begins! I use this quote on all my coaching clients and it shakes them into action too. You have a choice, choose wisely.
Lyndsey Clay, Connected Brighton and Compass Club
different, own it.” thinking required. Then stopped trying owning being different. And it’s worked. People remember me over any business name. Don’t follow the crowd. Own your difference. It’s your superpower.
“Know when to hold your nerve and when to act.”
That was the best advice I received early in my medical training, and it’s shaped every procedure, every leadership decision, and every moment of doubt since. Whether navigating a critical incision or nurturing a fragile dream, the principle is the same: stay present, stay prepared, and lead with purpose. In IVF, as in leadership, timing, precision, and creating the right environment are everything. Lasting, positive change doesn’t come from noise or pressure - it rises from the quiet certainty of knowing when and how to act.
Dr Carole Gilling-Smith, Agora Clinic
Pippa Moyle CEO + Founder
Our Communities: Brighton, London, Manchester, Bristol, Bath, Leeds, Edinburgh, Birmingham, Worthing, Liverpool, Newcastle, Chester, Milton Keynes, Oxford, York, Cardiff, Glasgow, Perth and Rural Sussex
Laura Hearn is a former BBC journalist, now storytelling consultant and founder of Flip It - a podcast and platform helping people and businesses use storytelling as a tool for clarity, connection and change. This month, for Dynamic, she raises concern about how people sometimes hear without really listening...
“As I got older, I began to notice how rare true listening really is. School makes a song and dance about teaching us to speak, write and read, but listening not so much ”
By Laura Hearn
“When people talk, listen completely. Don’t be thinking what you’re going to say. Most people never listen. Nor do they observe.”
Hemingway’s words echoed in my mind last week, when I found myself sitting alone in a busy London cafe. Instead of getting out my laptop, I ordered a rather expensive tea and did something I hadn’t done for a long time. I indulged in some people watching… and people listening.
In a little over 60 minutes, I observed a couple arguing (he had forgotten that it was their anniversary), watched a group of university students discuss the finer - or messierdetails of the night before, and listened to what looked like two hotshot city guys negotiating over some kind of business deal. I sat next to a couple who barely said a word to each other as they both scrolled through their phones whilst nursing two large mugs of coffee.
Each interaction, whilst different in context, echoed a distinct similarity - a lack of accurate and intentional listening. I witnessed frustration, shifts in body language and ultimately disconnection.
As I listened and observed those around me in this somewhat bustling cafe, I found myself being transported back to my childhood. I was often called shy, quiet, and sometimes moody. The first two I’d agree with even today, but the latter not so much. What was mistaken for being sullen or withdrawn was actually me listening. Not just to the words, but to the way the words were spoken and the way they changed the energy of the room. Perhaps it was shaped partly by growing up in a house where I struggled to be heard and understood. For many reasons, there was a lot of ‘noise’ and my default was to retreat, to hide in the shadows, listen and observe.
As I got older, I began to notice how rare true listening really is. School makes a song and dance about teaching us to speak, write and read, but listening not so much. Listening is something I have taught myself, because in my experience, the only way to learn how to listen better is to know what it feels like not to be heard. Not being listened to doesn’t feel very good, as if you are an irritation, a burden, a waste of someone’s time. Whereas when you feel listened to, you feel as though you are the only person in the room, and it bonds you with another in a way that you weren’t and couldn’t have been before.
To truly listen to another is not about nodding, asking smart questions, or waiting your turn to talk. It’s much simplerand harder. It’s about presence. Receiving what’s being said without trying to control, shape or respond to it. It’s about how you leave someone feeling long after you have left one another. Hearing happens. Listening is a choice.
And listening shaped my path into journalism. I was drawn to people and stories, and I was constantly asking “why?”. To this day, I am surprised that so few of us dare to question the status quo. But above all, I was drawn to what happens when someone truly feels heard. The insights, the discovery, the understanding and the sense of connection that comes when you genuinely listen. To listen well is to understand what someone really means. It’s to be fully present with them, where there is no judgement or attempt to fix.
Listening is an art form that needs to be nurtured and cherished, because I truly believe it is the gateway to our personal and professional fulfilment. Over the years, I have had the privilege of meeting and interviewing countless individuals from all walks of life - each one has taught me a valuable lesson in how to be a better listener. Here’s what I’ve learned:
6. Silence is incredibly powerful. Don’t be so quick to fill it. Don’t worry about trying to solve or offer advice. All you need to do is acknowledge. We need to find our own way through the noise, and the only way to do that is to embrace silence.
Being a journalist has taught me to be a better listener. There were times in my early career when I was so focused on formulating my next question or trying to extract the right answer that I missed the very heart of the story. I made too many assumptions and judgments without waiting for the truth to present itself. Over time, I learned to slow down and not rush my subject. To dial up the quality of my attention, to meet everyone with the same lens of compassion and curiosity, regardless.
“When people talk, listen completely. Don’t be thinking what you’re going to say. Most people never listen. Nor do they observe.”
Listening is our most primitive and valuable tool to understand the world and each other, and when we are constantly being pursued for attention, it is a skill that we need to sharpen. But it is just that, a skill. We can all learn how to be better listeners by tuning into how we feel when we are listened to and when we aren’t.
1. Look for what’s not said. What someone leaves out is as important, if not more so, than what they say. Words can serve as a mask for emotions that are hard to acknowledge.
2. Get to know your audience. Step outside of your world and into another. Leave your own story at the door and get to know someone else’s. Pay attention and try to understand what drives them, what their dreams are and what keeps them up at night.
3. Listen to understand, not to respond. Too often, we are busy analysing and crafting our answers before the other person has even finished their sentence. Don’t be in so much of a hurry that you leave little or no space for them to speak.
4. Find the commonality, not the difference. Despite what you may have been told or led to believe, when you give someone else a little piece of your own heart, you will be rewarded with a far bigger piece in return.
5. The way you deliver your words directly affects the way they are heard. It’s often less about what you say, but the way you say it. Your tone, speed and context can have a huge impact on the way your message is received.
The next time you find yourself in conversation, perhaps surrender your agenda and show up as your most human self; notice what changes. The person who truly listens is rewarded with a connection that transforms both themselves and others through the simple act of being fully present.
My hour of simply sitting, observing and listening was exactly the reminder I needed to dial down my own internal noise. And although the temptation to check my emails or respond to WhatsApp messages was never far away, I resisted and in turn left feeling calmer and consequently more connected with my fellow humans.
To listen fully is to throw your drafted questions and already-written script in the bin and commit to the other person, because to offer our undivided presence through the art of listening is to offer ourselves and each other the most generous gift we have.
You can listen to Laura’s podcast, Flip It, wherever you get your podcasts, and you can connect with her at www.flipitglobal.com
Brighton-based Sarah Willingham was part of the Dragon’s Den panel in 2015, is a serial investor, and is now the proud owner of the Brighton i360, under her Nightcap brand.
It has been a fascinating journey, not least whilst on the board of Pizza Express, she saw the opportunity to create one of the largest and most successful chains of Indian restaurants in the UK. Unfortunately, the Pizza Express Directors did not agree, so with steely determination, she went it alone, raised all the finance and created the Bombay Bicycle Club, which succeeded as she projected.
In the same year, she and her husband, Michael Toxvaerd, successfully co-founded and floated NeutraHealth plc, a nutraceutical business, on the London Stock Exchange.
In 2021, Sarah launched and listed Nightcap plc, to take advantage of the unique opportunity present in the market to acquire and grow drinks-led businesses that can thrive in the post-COVID era. The London Cocktail Club was their first acquisition, and the group now boasts 44 venues across the UK; 45 with the addition of the iconic i360.
Sarah has received various accolades, including The Times’ 35 Most Successful Women under 35, Business Weekly’s Young Entrepreneur of the Year, and the Courvoisier Top 500. In 2016, Sarah was named one of the Sunday Times’ 500 Most Influential People in Britain and more recently business leader. She also holds three business degrees, including an MBA from the Cranfield School of Management, where she serves as an advisory board member.
Maarten Hoffmann sat down with Sarah for a fascinating chat about life, business and the i360.
MAARTEN HOFFMANN: Lovely to meet you, Sarah. Congratulations on your purchase – or saviour, shall we call it – of the i360. Where did your business life start?
SARAH WILLINGHAM : Lovely to finally meet you. At the age of 13, I started working in restaurants whilst still at school, although I am not academic at all. However, I somehow managed to get various degrees, so perhaps I was better at academia than I thought. I guess my business life started in my late 20s when I was running the international side at Pizza Express and was rather frustrated that the international expansion side of things was not greatly valued.
I shared an office with David Page, who was the CEO and Chair. He went on to launch businesses such as Franco Manca and Fulham Shore. He is a very smart guy, and having shared an office with him for a year, I must have driven him mad asking hundreds of questions and learning how his business really worked. I wanted to learn everything.
“I realised that if I was ever going to have a big family, I needed control of my diary –and needed to make money.”
Back in those days, this was not core business, and international expansion actually devalued your business, unlike today, of course. I really wanted to have a big family - it was always a dream to have a big family, but how to do that with the hours I was working was a total mystery. I was working every hour possible and travelling all over the world most weeks. Rather than leave, they convinced me to become Head of Special Projects.
At the end of that year, I realised that I really understood it finally; things that are critical to being an entrepreneur, how they structured the business, both legally and financially. I understood why they listed on the stock market, how they structured their debt, and how they managed their shareholders, among other things. It clicked, and I finally understood. I then realised that if I was ever going to have a big family, I needed control of my diary – and needed to make money.
So I went to the Board and said that I think we should do to Indian food what we have done to pizzas. There was no Deliveroo or any home delivery service back then, but the Brits have a taste for Indian food, and I recognised there was a great opportunity to create a brand synonymous with quality and consistency. Their reaction was, ‘But we do pizza, what on earth are you talking about?’ So I decided to break away and do it myself, using everything I had learnt from David.
MH: That’s quite a ballsy thing to do. Did you have the funding?
SW: I had no funding. I went off for a year to do the MBA. I planned to purchase the Bombay Bicycle Club. I’m not a starter; I prefer to take a business that someone else has launched, add my own magic, and then invest in the infrastructure to replicate it.
At the eleventh hour, having signed the agreement, I got a call to say I had been outbid. I was so shocked. I was also quite inexperienced and couldn’t quite believe it had happened. Then I was even more shocked when I found out that the other bidder was none other than David Page, from whom I had learnt so much. He had left Pizza Express and launched out on his own –much like I had done – and created the Clapham House Group and purchased the Gourmet Burger Kitchen.
He wanted the Bicycle Club, too.
Despite the inevitable impostor syndrome (after all, I was just little Sarah from Stoke), and having done nothing in business at that point, I was confident that I had the team and knowledge to do this, and regardless, I would do it with another brand if I couldn’t have the Bombay Bicycle Club.
After much deliberation, and a few sleepless nights, I joined forces with David. I became part of the Clapham House Group, which ultimately led to the creation of the UK’s largest chain of Indian restaurants. In 2007, I sold my Bicycle Club shares and all my stock in the Clapham House Group. Having met my husband by then, we decided to start our family whilst looking for something to do that would not totally control my diary. We now have four beautiful children.
“I am not sure I have ever met anyone who doesn’t have it. It shouldn’t be seen as such a negative thing and why are we trying to erase it?”
MH: Going back to your mention of impostor syndrome, that’s quite a buzzword for Dynamic Magazine, and we are determined to help in erasing it. Was it a big deal for you?
SW: Oh yes. Isn’t it for everyone?
I am not sure I have ever met anyone who doesn’t have it. It shouldn’t be seen as such a negative thing and why are we trying to erase it? When you’re outside of your comfort zone it means you are progressing and progress is good. Being underestimated became my superpower when I was younger, and I thrived on it.
Whilst at Pizza Express, we acquired the Soho restaurant Kettners, and I was the lead person in the acquisition team, and I was a few minutes late for a meeting. Their legal team was down one side of the table, with my team on the other side. There was one empty seat – mine.
As I walked in, one of their lawyers looked up and said, “Thank God, mine’s a white with one sugar.” As the only woman in the room, I was expected to make the coffee, but bear in mind, this was the 90s.
So I put my bag down and asked if anyone else would like a coffee, and no one else did; they said nothing, all looking slightly ashen. So I made the coffee and put it in front of him, sat in my seat and said, “Shall we start the meeting?” I watched the colour drain from his face as he looked up for the first time and realisation dawned.
He completely underestimated me, and that’s when I realised that this was my superpower – being underestimated. I walked away with the deal. Young, female and a bit more lip gloss; therefore, underestimate me at your leisure. Rather than getting upset about it, I use it to my advantage, and it worked every time.
MH: So, coming onto Nightcap, why did you buy the i360?
SW: It was certainly not the plan. It came across my desk that it was going into administration just before Christmas, and Michael, who deals with acquisitions, said, “Look, the i360 is going into administration.” I was not keen as I live in Brighton and I love my anonymity. It felt a bit too close to my doorstep. We were then travelling in Vietnam when I saw it had gone bust and thought surely Merlin or the Pier Group or someone would pick it up.
“How can you visit Brighton without going up the i360?”
When we returned to the UK, Michael said that I really needed to look at this, and when I saw the numbers, I was shocked to see that they had never fully activated the hospitality side of the business. The actual tower works and it’s really cool, but what about the 22,000 sq. ft of hospitality around it? Why has no one activated it?
“He completely underestimated me, and that’s when I realised that this was my superpower –being underestimated. Rather than getting upset about it, I use it to my advantage, and it worked every time.”
It needs to attract the local community and the tourists and be the hub at the centre of the prom. But it was carrying a huge debt, and with that in place, it was totally unviable. We, the Brighton taxpayers, had paid for it, and the news came out that if no buyer could be found, it was to be dismantled. That would be the most obvious major failure in the city’s history, I think. I couldn’t let that happen. I also realised that it had to go to a local who actually gave a damn about it and the future of the city.
The only way it had a future was if the debt was dropped. The council listened and duly dropped it, and that allowed me to buy it for £150,000. Of course, it will take a lot more money to get it back to scratch, but the complex, technical work of building the tower is done.
The other bits, the hospitality, the bars, the restaurant were the easy bits for me, but the pod itself was in a bad state. It has cost a fortune to refurbish it, with glass panes being shipped in from Europe at an eye-watering cost, but it now
New owners, new logo
looks great and is working well. We already have a good number of tourists using it. After all, how can you visit Brighton without going up the i360?
“I
am delighted to say that we have agreed to sponsor the Outstanding Brightonian of the Year category at Platinum’s Brighton & Hove Business Awards”
All our efforts are now focused on the food and beverage (F&B) offering, and we are refurbishing everything. The Terrace is the best place to have a sundowner with an unrivalled position, and on the corner, we are opening a fabulous beach bar Drift just before Pride.
MH: What about the meeting and conference space and those awful, brutalist concrete walls?
SW: We’ve made lots of changes - the bare concrete walls that I know you hate are gone, and with the enhanced view, surely there is no better space for meetings, events and conferences. Additionally, with the F&B offerings being significantly improved, I believe we will greatly enhance the entire area, making it more attractive to both locals and tourists. Moreover, we will make the attraction work for our city and give us something to be really proud of.
We are working tirelessly to transform everything, making it more attractive, enhancing the offering, and creating a place where everyone wants to be. We know we have three main areas of income – the pod, the hospitality and the corporate business. We have to achieve success in all three to make it viable, and we will. I am not blind to the fact that we have to make everything we can in the summer months when tourists are everywhere and not lose too much in the winter months. The meeting and conference spaces are the answer to that.
All we hope for is the community’s support in helping us save the i360.
MH: I can assure you, Sarah, that most people will support you, understand the huge task you have ahead, and that nothing that has gone before is your fault. As far as Platinum is concerned, we will support you in every way we can. In fact, we have already made a booking with you for later in the year, in partnership with the University of Brighton’s Help to Grow programme, and are also booking a Platinum Club event. I am sure there will be more to follow.
SW: That’s great news! I hope we will receive support from all quarters. I am delighted to say that we have agreed to
sponsor the Outstanding Brightonian of the Year category at Platinum’s Brighton & Hove Business Awards, so that we can get involved with the city and support at every opportunity.
MH: Great to meet you, Sarah, and thanks for your time.
Climate publishes a white paper
AXA Climate and the Climate School have released a white paper designed to help UK organisations understand the critical challenges of climate adaptation - along with the practical tools and strategies needed to prepare and respond effectively.
This publication builds on the adaptation training course launched two years ago by the Climate School and provides an updated framework for organisations ready to move from awareness to action. Mitigation and adaptation are two complementary facets of climate action: it is essential to reduce emissions and limit global warming, but also to adapt to the consequences already unfolding. The task companies face today is to deploy a clear and realistic adaptation strategy aligned with scientific trajectories, while remaining ambitious in mitigation efforts. In short: to do everything they can to avoid the unmanageable and, at the same time, manage the inevitable.
By 2100, global temperatures are expected to rise by 2.2°C to 3.4°C if current trends continue, which is well above the 1.5°C to 2°C target of the Paris Agreement. Companies are on the front line, as extreme weather events increasingly disrupt every link in their value chain, from physical infrastructure and operations to financial performance and human resources. All sectors are affected: tourism, energy, finance, and even those perceived as less exposed, such as IT services.
AXA Climate’s white paper encourages organisations to rethink how they approach climate risk – viewing it first and foremost as a geographical challenge. Businesses must assess their vulnerabilities and identify all areas where they need to implement their adaptation strategy. This requires strong governance at every level of the organisation, with structured dialogue between departments and across different locations.
The white paper provides a clear methodology to support this: From analysing past events, their intensity, duration and impact, to incorporating long-term climate projections. Because the lifespan of a business activity often extends
“By 2100, global temperatures are expected to rise by 2.2°C to 3.4°C if current trends continue, which is well above the 1.5°C to 2°C target of the Paris Agreement”
“The increase in extreme weather episodes in recent years marks the beginning of a growing awareness among companies, which we must support and develop.
beyond 30 years, short-term forecasts are no longer sufficient. Risks must then be prioritised based on their criticality for the organisation. Once the diagnosis is established, companies can begin identifying realistic adaptation actions. These should be designed in consultation with those directly affected, and evaluated not only from an economic perspective, but also through organisational, technical and regulatory lenses. This step is key to avoiding the risk of maladaptation.
Diagnosing risks and implementing tangible adaptation solutions is no longer a theoretical exercise. Large companies, such as Michelin and Suez, are already working at the site level to address their vulnerabilities. Nature-based solutions are also emerging as a core strategy. These involve protecting, managing and restoring natural ecosystems in ways that benefit both biodiversity and human well-being. Examples include the creation of rain gardens to increase soil permeability and reduce flooding, or incorporating vegetation into infrastructure to limit heat exposure.
The white paper “Managing the inevitable, How can we meet the challenge of Climate Adaptation” answers the core questions companies are asking: What are the most common impacts by sector? Which roles are most exposed to climate risk?
The resources are enriched by expert insights from professionals such as Arnaud Vanon, an expert in risk management; Bertrand Pigeat, Group Audit Director & Risk Manager at Michelin; Huu-An Pham, Director of Business Consulting and an expert in climate adaptation at AXA Climate; and Estelle Rouhaud, Adaptation Project Manager at Suez Consulting.
“The increase in extreme weather episodes in recent years marks the beginning of a growing awareness among companies, which we must support and develop. The path of adaptation is the most robust way to deal with the irreversibility of global warming - it takes into account the imperative
AXA Climate, a subsidiary of the AXA Group specialising in climate change adaptation and transition, works within sectors such as agrifood, industry, finance and the public sector. It offers parametric insurance products, consulting services, over 40 hours of online training and a series of digital climate projection tools. Drawing on science and data, AXA Climate supports businesses and public players in tackling major environmental challenges and enabling them to adopt concrete adaptation and mitigation strategies specific to their territories and realities.
For more information: climate.axa or @AXA Climate on LinkedIn
of risk reduction, the maintenance of activities and the hope of a pathway to a regenerative model,” explains Huu-An Pham, Director of Business Consulting at AXA Climate.
“In the United Kingdom, we’ve seen adaptation rise on the corporate agenda last year: which scenario to choose, where to adapt first, and how to avoid maladaptation. For companies, the challenge involves combining a global, strategic vision with a nuanced understanding of local issues. This requires the involvement of a wide range of profiles, including HR, site managers, and others. Our white paper meets that need,” adds Olivia Partington, UK Business Development Lead, AXA Climate.
Download the full report here: axaclimateschool.com/wp-content/uploads/2025/06/ AxaClimate_LivreBlanc_A4_Web_EN.pdf
The kiss-cam moment at a Coldplay concert might have gone viral, but the real drama isn’t playing out in arenas – it’s unfolding quietly in office kitchens and Zoom meetings across the UK.
According to research by The Global Payroll Association, one in three UK office workers has admitted to dating a colleague. Even more striking, recent studies suggest that a staggering 85% of affairs begin in the workplace. While office romances are hardly new, they’re taking on fresh complexity in an era of blurred work-life boundaries, hybrid teams, and heightened cultural sensitivity.
At first glance, workplace relationships might seem like a private matter. After all, people spend an enormous amount of time at work, forging connections over deadlines, coffee runs, and after-work drinks. But beneath the surface, these relationships can carry significant risks – from harassment claims and favouritism to fractured team dynamics and declining morale.
Senior Director of Instant Offices, Demis Bril, explains: “This isn’t just about preventing scandal. It’s about building workplace cultures rooted in trust, inclusion, and professionalism.”
So how can businesses embrace the reality of workplace relationships while safeguarding culture and compliance?
1. Create clear relationship disclosure policies
Romantic relationships between colleagues aren’t inherently problematic, but when they’re poorly managed – especially across hierarchies – they can lead to real consequences. Whether it’s
a perception of favouritism or an actual conflict of interest, these dynamics can erode team trust and create tension.
Bril advises that companies introduce transparent policies outlining how workplace relationships should be disclosed to the HR department. “It’s important employees know when and how to report a relationship, what steps will be taken to protect confidentiality, and how any resulting team changes will be managed,” he says.
Clarity helps normalise transparency and prevents secrecy from undermining morale.
2. Prioritise psychological safety
When relationships – or rumours of them – start circulating, the ripple effects can spread quickly. Unspoken dynamics and secret affairs can leave other team members feeling uncomfortable or uncertain, especially if promotions or perks seem unevenly distributed.
More alarmingly, if a workplace relationship breaks down or was never consensual to begin with, the consequences can escalate into legal territory. Harassment claims are a real risk, particularly if one party feels pressured, trapped, or victimised.
With online searches for “harassment” in the workplace up 20% in the UK this week alone, employers can’t afford to ignore this. Training sessions on what constitutes inappropriate behaviour, how to raise concerns safely, and the company’s zero-tolerance stance should be mandatory, regardless of an employee’s level or seniority.
3. Update boundaries for hybrid and remote teams
It’s not just in-person connections that spark romance anymore. In a post-pandemic world, digital closeness can sometimes blur boundaries just as much, if not more, than physical proximity. Informal chats on Teams, emoji-laced banter in Slack, or late-night video calls can quietly evolve into something more.
HR leaders should ensure their codes of conduct reflect the new reality of hybrid and remote work. This includes clear expectations around digital professionalism and respectful communication, even when employees are working from their kitchen tables.
“It’s important not to demonise romance altogether. In many cases, workplace couples thrive personally and professionally.”
4. Support connection – without compromising culture
It’s important not to demonise romance altogether. In many cases, workplace couples thrive personally and professionally. But mishandled relationships can damage reputations, impact productivity, and lead to costly exits, both financially and culturally.
High-profile examples have demonstrated that what begins as a personal matter can quickly escalate into a public crisis. Just ask the CEO of Astronomer, who made headlines for a workplace affair that led to a PR fallout.
“Workplace relationships don’t have to be scandalous,” says Bril. “But they must be managed with foresight, integrity, and fairness.”
Workplace romances are here to stay Workplace romances are here to stay. But how organisations navigate them in 2025 will define more than just HR policies – it will shape their values, culture, and ability to build trust.
The aim isn’t to shame attraction or human connection. It’s to ensure that every relationship at work – romantic or not–is grounded in mutual respect, openness, and professionalism.
Because if the Coldplay kiss-cam saga taught us anything, it’s that what happens off the clock can still go viral – and affect what happens on it.
In our exclusive Spotlight feature, we highlight women who are doing good things in their community. They’re not always seen but we think they should be.
Vashikeh is the Managing Director of Star Property Group, and won the Dynamic Award for Property Professional of the Year
From a young age, I was immersed in property, helping my mum manage her small portfolio. Though I initially pursued a creative career in the fashion industry, studying at the London College of Fashion and even showcasing my work at the Natural History Museum, life steered me back to property when my mother became ill.
That turning point ignited my career in property management. I started at Ellmans and rose through the ranks, followed by a demanding yet formative role at Baron Homes, which included property management, emergency housing, and developments. I later joined Jonathan Rolls, where I tackled complex landlord and tenant issues, including one involving a CIC tenant that ultimately introduced me to the Star Property Group.
Starting in the property team, I quickly found myself working across departments and was soon appointed Managing Director. It is a role I am incredibly proud to hold, especially since I had only been with the company for two years beforehand.
PROPERTY PROFESSIONAL OF THE YEAR 2025
One of my proudest achievements was championing an improved maternity policy at Star, a cause close to my heart that highlighted the importance of inclusive leadership in an industry that still lacks gender parity at the top.
“Whether mentoring my team or breaking the mould in boardrooms where I am often the only woman, I aim to lead by example.”
Star Property Group has grown exponentially, evolving from buy-to-lets into a £150 million portfolio with investments in six countries. We have built a network of in-house companies, including Star Investments & Management, Star Events and Star Community Housing. Each of these plays a vital role in supporting our growth and delivering ambitious projects, from luxury villas and high-end flats to a wedding venue and homes for those in need.
There have been challenges, particularly stepping into a leadership role during a time of internal transition. Still, these experiences have deepened my understanding of the business and strengthened my ability to lead.
Above all, I am proud of the culture we are building –supportive, driven and community-focused. Whether mentoring my team or breaking the mould in boardrooms where I am often the only woman, I aim to lead by example and create space for others to rise too.
www.star-property.co.uk
Mary Kemp’s entrepreneurial spark ignited early. Growing up in New Zealand, she sold beaded shirts and salt dough toys on the school bus. “I always wanted to carve my own path while helping others,” she says. “Creative problem-solving and asking questions are my speciality.”
That mindset shaped her career. With a nursing background as a foundation, she moved into pharmaceutical sales, then marketing, eventually co-leading a strategy and marketing agency with major clients like Tinder, Spotify, Laurent Perrier, and Meta–all built on trust and long-term relationships.
Then came 2023. As generative AI hit the mainstream, Mary faced a turning point. “I realised the old world was dying,” she says. It was both terrifying and galvanising. She and her husband, Gareth, pivoted to launch AI Potential–a bold new venture that has now evolved into Greenwich Momentum.
Mary Kemp is the founder of AI Potential and Greenwich Momentum, helping businesses navigate the AI revolution with confidence and humanity at its core.
calls “surreal and affirming.”
“I’m often the only woman in the room,” she says. “That used to feed my imposter syndrome. Now it fuels my voice.” Late-night chats with ChatGPT helped her confront and dismantle limiting beliefs. “It wasn’t a magic wand, but it helped me finally see myself clearly.”
Her challenge now? Ensuring enterprise clients don’t steer them away from their original mission. “We’re determined not to leave smaller businesses behind,” she says. “AI literacy, responsible use, and compliance should be for everyone–not just the boardroom.”
“Mary’s vision is ambitious: to make AI Potential and Greenwich Momentum the go-to platforms for responsible AI”
Outside the tech world, Mary finds adrenaline and joy as a racing marshal at Brands Hatch. “It connects me to my Kiwi roots and love of sport,” she says. Brighton is now home–chosen for its creative, entrepreneurial energy.
Backed by pre-seed funding, a world-class board, and five seasoned founders, Greenwich Momentum is an AI platform that merges training, autonomous agents, workflows, compliance, and strategy. “AI is no longer a future concern. It’s a right-now capability,” Mary says. The platform helps companies move from exploration to real implementation with dashboards and live audit trails.
Mary’s mission is clear: make AI accessible to all businesses, support women and marginalised groups in tech, and show that AI is about human connection–not just algorithms. Her clarity of purpose earned her the Woman in Tech title at the Dynamic Business Awards–an honour she
What fuels her are the quiet breakthroughs: when someone says her talk changed how they see AI, or when women in her workshops speak with new confidence. “People keep telling me I need to share this,” she says. “So I am.”
Mary’s vision is ambitious: to make AI Potential and Greenwich Momentum the go-to platforms for responsible AI, empower thousands of businesses, and help shape a more inclusive tech future.
Her advice to entrepreneurs? “Don’t sit on the sidelines. AI isn’t just for tech giants anymore. The playing field is levelling. Now’s the time to step up, experiment, and lead.”
www.aipotential.ai
By Mary Taylor, CEO at Mary Taylor and Associates
A‘bread-and-butter’ challenge for companies is how to get the best from their staff. For employees themselves, the goal is no different; most people want to perform at their best and achieve their career aspirations.
There are, of course, numerous ways to try to go about this – some more demanding and more successful than others. Utilising the ‘self-fulfilling prophecy’ can be an inexpensive, ‘fast-track’ route to exponentially improving employee performance – yet it is frequently overlooked.
In essence, the self-fulfilling prophecy refers to the phenomenon that a person’s beliefs, expectations or predictions (positive or negative) about themselves influence their behaviour in such a way that the expectation or belief comes true.
For example, if someone believes they are a great communicator, they are more likely to deliver a keynote in a clear, calm, and confident manner, resulting in a well-received speech.
“The self-fulfilling prophecy refers to the phenomenon that a person’s beliefs, expectations or predictions about themselves influence their behaviour”
The self-fulfilling prophecy is also self-perpetuating – in our example, when the speech is well-received, it confirms and strengthens that person’s original belief, increasing their performance even further on subsequent, similar occasions.
But how powerful is belief? Is it the original belief that produces the results, or simply that the belief results from facts, and those facts produce the results?
Here is just one example of the effect of belief. At a sports event in California, several people reported having food poisoning. The examining doctor deduced that the source was a machine at the venue. To warn others, this was announced over the public-address system.
People began to faint and vomit. Even those who did not consume from the machine, but were near it, complained of the same symptoms. Shortly afterwards, it was confirmed and announced that the machine was not the source of the illness – those who had used the machine miraculously suddenly recovered.
When beliefs can produce such physical responses, it is no surprise that they can also profoundly alter our behaviour. So, how best to harness this phenomenon in the corporate world? The key is to change people’s beliefs about what they are good at – doing so changes their behaviour and consequently their performance.
Everyone has beliefs about themselves, which can be broadly categorised into beliefs about what they are ‘great at’, ‘average at’ and ‘bad at’. The reality is, of course, far more nuanced. However, this broad categorisation is sufficient to make significant progress.
For a ‘quick win’, it is best to avoid tackling the category of ‘bad at’ – these beliefs are hard to shift, and attempts to do so are frequently unsuccessful.
The category of ‘great at’ is one where improvements can be made – but these tend to be incremental. In addition, strengthening this type of belief tends to happen automatically (the self-perpetuating phenomenon).
Mary Taylor has worked with top executives in many globally recognised brands, including Apple, Cartier, Ferrari, Dior, Pfizer, Prada and Sony, and has a unique understanding of the challenges of corporate life at the top.
Mary’s extraordinary academic and professional background includes working in maximum-security prisons and as a corporate lawyer for a top global law firm. She is also a qualified psychologist.
their boss that their contribution in a meeting was clearly communicated and well-received, they will internalise that and it will sow the seed.
Second, the person needs to be given further opportunities to demonstrate the same ability – people need to believe that they can repeat the performance, not that it was a lucky oneoff. Step one encourages them to try again, where otherwise they may not.
Third, the person needs to receive positive feedback every time they perform well, at least initially. This reinforces their belief that they indeed possess this skill objectively.
“Let’s be clear - this is not about creating false beliefs in people about their abilities.”
The category where we can achieve disproportionately large results is that of ‘average at’. So how do we change a person’s beliefs about their ‘average at’ skills and abilities?
The best approach is to take a skill or attribute that the person believes they are ‘average at’, but for which you see they have greater potential. Shifting this type of belief requires three steps.
First, a catalyst, ideally positive feedback from credible others – to use our example again, if a person is told by
Let’s be clear - this is not about creating false beliefs in people about their abilities. It is about taking genuine instances where someone performed ‘great at’ something that they don’t consider themselves to be more than ‘average at’ in general.
By recognising the specific ‘great at’ episode, you can encourage the person to see that they can be great in general at this skill, give them the courage to demonstrate further instances of this, and ultimately shift their belief in their ability.
By shifting their belief, you initiate the self-fulfilling (and consequent self-perpetuating) phenomenon, which can achieve significant increases in their performance across multiple areas.
In practical terms, this needn’t be a difficult or costly intervention for companies. If you consistently show that you expect good performances, give positive feedback every time someone performs ‘great at’ something outside their usual skill set and frequently give people the opportunity to shine in new areas, you can radically shift the performance and outcomes of all those within your organisation.
In today’s hyper-connected world, social media is a powerful platform – essential for building personal brands, promoting businesses, and connecting with audiences. For professionals, especially entrepreneurs and leaders, visibility online isn’t just helpful – it’s often a strategic necessity.
But with that visibility comes vulnerability. Oversharing –posting too much personal, sensitive, or real-time information – can create risks that go far beyond a few awkward comments. From privacy breaches to reputational damage, even well-intentioned posts can have unintended consequences.
This is particularly relevant for women in business, who often navigate a unique balancing act: being visible without being exposed, authentic without being overly personal, and strong without being scrutinised.
OVERSHARING: WHERE IT STARTS AND WHY IT MATTERS
The pressure to be “relatable” online can push many professionals to share more than they should. Maybe it’s live-posting from a work trip, sharing family updates, venting about a tough day, or posting unfiltered reflections in the name of transparency.
“The pressure to be “relatable” online can push many professionals to share more than they should.”
The problem? What feels genuine in the moment can create security gaps or shape perceptions in ways you can’t control. Social media doesn’t forget – and unfortunately, not everyone in your audience has good intentions.
Increased online visibility can attract attention – both welcome and unwelcome. Cyberstalking, identity theft, and targeted harassment remain very real risks, particularly for public-facing professionals. While these issues affect everyone, research consistently shows that women – especially those in leadership roles – often face higher levels of scrutiny and digital abuse.
WHAT NOT TO SHARE: COMMON PITFALLS
You don’t need to disappear from social media to stay safe –you just need to be more strategic. Here are some common
types of information to think twice about before sharing:
• Real-time locations – Avoid announcing where you are right now, especially if you’re alone or at a private address. Share once you’ve left the location.
• Family and home details – Photos of children, partners, or your home’s exterior can be used to identify or locate you.
• Financial milestones – Celebrating success is fine, but sharing exact income or contract details can invite scams or judgment.
• Emotional struggles – Being authentic is valuable, but deeply personal content about burnout or distress may be misinterpreted or undermine your professional image.
• Workplace frustrations – Never post about clients, colleagues, or internal conflicts. Even vague references can backfire or breach confidentiality.
SHARING SMART: STAYING SAFE WITHOUT GOING SILENT
The goal isn’t to limit your presence – it’s to ensure that your presence works for you, not against you. Here’s how to post with purpose and confidence:
1. Set boundaries
Before you post, ask: Is this valuable? Could it be misunderstood or misused? Having your own posting policy will help you stay consistent.
2. Curate your narrative
Stick to content that aligns with your values and goals – thought leadership, lessons learned, successes, insights. You can be personable without being personal.
3. Review privacy settings
Regularly check who can view your content. Use platform tools like close friends lists, private groups, or restricted audiences to manage your exposure.
4. Delay sensitive posts
If you want to post something personal or location-based, wait until after the event or experience has passed. This protects your safety and gives time for reflection.
5. Educate your team
If others help manage your content, ensure they understand
“Being mindful of how your content might be interpreted isn’t self-censorship – it’s strategic communication.”
what’s off-limits. Clear communication prevents accidental breaches.
6. Monitor your digital footprint
Search your name online every few months to see what’s visible. Remove or update anything that no longer represents you well.
Most oversharing isn’t malicious – it comes from a desire to connect, inspire, or show leadership through vulnerability. But without boundaries, that vulnerability can become exposure.
Women in leadership continue to face disproportionate criticism. What might be praised as “open” or “authentic” for one person could be framed as “emotional” or “unprofessional” for another. Being mindful of how your content might be interpreted isn’t self-censorship – it’s strategic communication.
CHOOSE POWER OVER EXPOSURE
Social media thrives on visibility, but you have the right to decide how much of yourself you share. When done intentionally, sharing can be powerful. But oversharing can dilute your message, damage your credibility, or jeopardise your safety.
Not every story needs to be shared in real-time. Sometimes the most powerful move is knowing when to pause, edit, or withhold altogether.
Being online is part of modern leadership – but being intentional online is part of smart leadership. Stay visible. Stay professional. Stay protected.
SMART SOCIAL CHECKLIST: QUICK HABITS TO STAY SAFE ONLINE
• Enable two-factor authentication
• Turn off real-time location sharing
• Audit your followers and connections regularly
• Avoid posting identifying details (home, plates, children)
• Delay sharing travel or event posts
• Pause before posting emotionally
By Dr Guiseppe Aragona
Migraines aren’t glorified headaches that dedicated employees should power through. They’re complex neurological episodes that can make bright lights feel like daggers and ordinary office sounds unbearable. Yet many employers still treat them as minor inconveniences.
While one employee battles crippling head pain in a darkened room, deadlines slip, workloads shift, and productivity tanks. Too often, workplaces approach migraines the wrong way–believing they need pricey wellness schemes or major office redesigns. In truth, the most effective solutions are often inexpensive and simple to implement. Small environmental tweaks and policy changes can dramatically cut migraine-related absences.
Whether you manage a traditional office, a hybrid team, or a remote workforce, practical steps can help employees stay productive and reduce the impact of migraines, all while creating a more comfortable environment for everyone.
THE REAL COST OF “POWERING THROUGH”
The old “just a headache, take a paracetamol and crack on” mentality is not just outdated–it’s expensive. UK businesses lose nearly £9bn a year to migraines. That’s largely due to “presenteeism,” where staff work despite being unwell, which can result in poor performance.
Trying to push through symptoms like nausea, visual disturbances, and brain fog is hardly effective. Companies that have tackled this issue head-on have seen real benefits, from improved staff retention to reduced sick days. Ignoring it, on the other hand, is both unkind and financially short-sighted.
Many workplaces harbour migraine triggers without realising. Noise is a major culprit. Open-plan offices, constant chatter, and device notifications can overwhelm sensitive employees. An easy fix? Create quiet zones with “library rules” and offer
earplugs or noise-cancelling headphones–lowcost, high-impact solutions.
Lighting is another issue. Flickering fluorescent tubes are notorious triggers. Switch to LED bulbs, use inexpensive filters, or remove harsh overhead lighting near affected desks. Allow staff to adjust screen brightness, and don’t question someone wearing sunglasses indoors–it may be the only way they can work.
Smells also play a part. Strong air fresheners, cleaning chemicals, aftershave, or yesterday’s reheated lunch can be triggering. Introduce a fragrance-free policy. It’s free and spares everyone discomfort.
“Most migraine-friendly workplace changes are either free or very lowcost. Small changes could result in fewer sick days, improved staff retention, and a happier team.”
FLEXIBILITY: YOUR STRONGEST (FREE) TOOL Migraines strike unpredictably. They might appear at 5am or in the middle of a key meeting. Offering flexible hours and remote work gives employees a chance to manage attacks without losing entire workdays.
Working from home can be a game-changer. No commute, fewer triggers, and the ability to control their environment let many people stay productive when they might otherwise be forced to call in sick.
When migraines require medication, access and early treatment are crucial. Drugs like Sumatriptan help when taken quickly–something easier to achieve when staff aren’t pressured to “soldier on” until they collapse.
If space allows, consider setting up a chill-out room. It doesn’t need to be elaborate–just a quiet, dimly lit area with comfy seating. Stock it with a few basics like an ice wrap, peppermint oil, a
triptan blister pack, or a heat 20-minute rest can stop a migraine
This small investment in shows your commitment and term absences.
Workplaces often glorify overworking ping breaks–perfect conditions
Encourage screen breaks and out guilt. Make it clear these ing, but essential for maintaining
Ensure drinking water is readily dration is a common trigger. encouragement to bring refillable tle but support everyone’s light snacks on hand too; ar crashes benefits everyone, migraines.
One of the most significant nancial–it’s stigma. Many condition, fearing judgement age. This leads to inadequate symptoms, and increased overall Tackle this head-on with sources from The Migraine Migraine Centre can be used sions. Train line managers ately and compassionately. The migraine disclosure isn’t “Can another hour?”
Most migraine-friendly workplace either free or very low-cost. policies, lighting adjustments, ness training can go a long changes could result in fewer staff retention, and a happier
You can’t afford to ignore migraines, don’t need a massive budget
Support your people, ditch and you’ll improve both employee business performance. Everyone
heat pad. Even a short migraine in its tracks. employee well-being and helps reduce long-
HABITS overworking and skipconditions for migraines. and quick stretches withthese aren’t signs of slackmaintaining performance.
readily available–dehytrigger. A water cooler and refillable bottles cost liteveryone’s health. Keep a few too; avoiding blood sugeveryone, not just those with
significant barriers isn’t fiMany employees hide their judgement or career daminadequate treatment, worsened overall disruption.
education. Free reTrust or the National used for awareness sesto respond appropriThe right response to a “Can you power through
workplace changes are low-cost. Flexible hours, scent adjustments, and simple awarelong way. These small fewer sick days, improved happier team.
migraines, but you also budget to make a difference. ditch outdated attitudes, employee well-being and Everyone wins.
By Jasmin Jetchev
From Silicon Valley to Shoreditch, biohackers are buzzing about one molecule: NAD+. Short for nicotinamide adenine dinucleotide, NAD+ is said to be a miracle compound promising sharper minds, youthful skin, and even longer life.
It’s become a favourite of the wellness influencers, with intravenous infusions, injections, and supplements selling well. But does this trendy coenzyme live up to the hype? Or is it just expensive hype?
rhythm regulation. Perhaps most notably, it activates enzymes called sirtuins, which have been linked to ageing, infl ammation, and metabolism.
“NAD+ is a coenzyme found in every living cell. It’s critical to energy production, helping convert nutrients into ATP, the cell’s primary energy currency.”
Let’s separate the science from the sales pitch.
NAD+ is a coenzyme found in every living cell. It’s critical to energy production, helping convert nutrients into ATP, the cell’s primary energy currency. But it doesn’t stop there. NAD+ is also a key player in DNA repair, cell signalling, immune function, and circadian
In short, NAD+ is essential for keeping our cells functioning properly. However, here’s the problem: our levels of NAD+ decline with age. By middle age, your NAD+ levels could be half of what they were in your twenties. Th is decline has been associated with a range of age-related issues, from fatigue and cognitive decline to cardiovascular disease.
To biohackers–self-optimisers using science and self-experimentation to enhance performance–NAD+ is like rocket fuel. Boosting it, they believe, could unlock more energy, better focus, improved mood, and even a longer, healthier life.
Some popular methods to increase NAD+ levels include:
• Nicotinamide riboside (NR) and nicotinamide mononucleotide (NMN) supplements
• Intravenous (IV) NAD+ drips, available in many wellness clinics
• Intramuscular (IM) NAD� injections – a quicker, more affordable alternative to IVs
• Intermittent fasting and exercise, which naturally boost NAD+ production
Prominent figures, such as Harvard geneticist Dr David Sinclair, have helped fuel interest, claiming that NAD+ boosters like NMN may slow biological ageing.
While IV infusions have long been the gold standard in elite wellness circles, intramuscular (IM) NAD+ injections are quickly becoming popular. These injections deliver NAD+ directly into the muscle tissue, where it is gradually absorbed into the bloodstream.
Advantages of IM NAD+ injections include:
• Faster administration (typically two to five minutes versus a one to two-hour IV drip)
• Lower cost – a fraction of IV therapy prices
• Convenience – often administered in clinics or even at home
Users report similar benefits to IV therapy: improved mental clarity, mood, energy, and sleep. While formal research is still lacking, anecdotal reports and practitioner testimonials suggest IM injections may be an effective alternative.
In animal studies, NAD+ precursors have demonstrated impressive results, including improved metabolism, cognitive function, and life span. Mice given the precursors NR or NMN often appear younger, more active, and resistant to age-related decline.
In humans, the picture is less clear, though promising. Small studies have shown improvements in insulin sensitivity, muscle function, and markers of infl ammation. One 2022 trial in Nature Ageing found that NR supplementation in older adults improved specific markers of physical performance. Another study suggested NMN could boost muscle strength and mitochondrial function. However, these trials are still in the early stages, with modest sample sizes and short durations. There is no conclusive evidence yet that NAD+ supplementation slows ageing or extends lifespan in humans.
Generally, NAD+ precursors and injections are considered safe, with few reported side effects. Some people experience nausea, flushing, or soreness at the injection site. However, long-term safety data are lacking, particularly for high-dose or injectable forms.
“If you’re curious and can afford it, trying it may be worthwhile. However, remember that it’s not a shortcut to health.”
Cost is another consideration. High-quality NMN supplements can exceed £100 per month, and clinic-administered injections or IVs often range from £150 to over £500 per session. More affordable options online may come at the cost of quality, or worse, safety.
A quick online search reveals just how accessible NAD+ has become. Whether it’s NMN capsules, liposomal NAD+ sprays, or injectable kits, a wide range of NAD products are available to order on the internet, often without a prescription. Some websites even offer IM and IV NAD+ kits for self-administration, delivered to your door. But this raises red fl ags. Quality control varies significantly between suppliers, and the purity, stability, and safety of these compounds are not guaranteed. Injectable NAD�+ products, in particular, should always be sourced from a reputable pharmacy and administered under medical supervision. Improper injection techniques or contaminated products can lead to serious complications.
As with many wellness trends, regulatory oversight has not kept pace with demand, especially in the grey area of online “biohacking” business.
THE VERDICT
NAD+ is not pseudoscience. It plays a vital role in human biology, and restoring its levels might help improve health and resilience with age. The science is encouraging, and the enthusiasm is understandable. But so far, the hype outpaces the hard evidence, particularly when it comes to long-term anti-ageing effects in humans.
If you’re curious and can afford it, trying a high-quality NMN supplement or professionally administered IM injection may be worthwhile, especially if you’re feeling chronically fatigued or over 40. However, remember that it’s not a shortcut to health. Stick to the basics fi rst - sleep, movement, nutrition, and stress managementbefore diving into the injectable frontier of biohacking. So, is NAD+all it’s cracked up to be? Not yet–but it is one to watch.
Christina Lovelock is a digital leader, coach and author. She is active in the professional community, regularly speaking at events and conferences and champions entry level roles. She is the author of the two books including her latest release Careers in Tech, Data and Digital. Connect on Linkedin – christina-lovelock
People who work in tech are not all hackers in hoodies. We don’t all love gadgets and gaming and most of us do not write code. There are a wide variety of roles in tech, but most people outside the tech sector believe that the main “tech job” is being a software developer. This is not surprising; many of the efforts to encourage more people into tech focus on this skill set, including coding clubs and developer boot camps.
While this is great, and we certainly want more people to have the opportunity to learn these skills, it is not the only way to have a successful career in tech, digital and data. Only around 10% of tech professionals have a computer
THE AI-FICATION OF JOBS: PREPARING OURSELVES FOR THE FUTURE OF WORK
by Huy Nguyen Trieu CFTE (2024)
Authored by Huy Nguyen Trieu, Cofounder of CFTE and former Associate Fellow at Oxford Said Business School, The AI-fication of Jobs explores how AI is rapidly transforming the workforce. Using innovation models from tech giants, it outlines three job futures: empowered professionals, mass displacement, and creative disruptors. Aimed at policymakers, leaders, and curious readers, the book urges thoughtful engagement to shape a future where AI benefits all–highlighting that today’s actions will define outcomes for millions.
science or IT related degree, yet most people consider this to be the main route into tech! In fact, people from a range of backgrounds who have studied different subjects to different levels are able to succeed in tech.
An emphasis on good design and a human-centred approach to technology, means that professionals with skills and qualifications in arts, humanities and psychology are well suited to roles like user experience, digital marketing and service design. People who have studied analytical subjects like maths, sciences and business have transferable skills to a range of analysis roles needed in tech including data analyst, business analyst and test analyst.
DEVOPS CAREER HANDBOOK
By John Knight & Nate Swenson O’Reilly Media (2023)
This guide provides clear, structured advice for those pursuing or progressing within a DevOps career. It covers technical competencies, certifications, tools, and methodologies essential in the field, along with practical support for writing CVs, preparing for interviews, and understanding workplace expectations. The authors also highlight pathways into DevOps from related fields such as software engineering or systems administration. It is particularly well-suited to early and mid-career professionals aiming to succeed in modern, agile technology environments.
Software development is only one piece of the tech jigsaw. Other disciplines are needed to understand business needs, manage delivery, monitor operations and protect systems. Software developers work with a wide range of colleagues, and there are 100s of different roles in tech.
You don’t have to have a degree to work in tech. There are over 30 ‘digital route’ apprenticeship standards, which relate to exciting and emerging roles, including cyber security, machine learning, digital forensics and more. Apprenticeships and other entry level roles mean it is possible to start or move into tech at any point in your career and increasing numbers of people are making this transition.
THE GRAPHIC GUIDE TO PLANNING YOUR FUTURE
Dorling Kindersley (2023)
A visually rich and accessible guide aimed at students and career changers, this updated edition explores over 400 career paths, with significant focus on technology, data, and digital roles. The book outlines job descriptions, required qualifications, and future trends for roles such as data analyst, cyber security specialist, UX designer, and more. It’s particularly helpful for readers seeking inspiration and clarity on emerging digital professions, making it a useful tool for informed and future-proofed career planning.
The tech sector moves quickly; new technologies emerge, and new roles and disciplines appear. To stay relevant, everyone in tech needs to have a continuous learning mindset, and a commitment to ongoing personal and professional development.
Many tech leaders agree, the fundamental skills needed by tech professionals are communication, collaboration, empathy and emotional intelligence. In other words, great human skills.
MY LOW-COST, NO CODE ROADMAP FOR BREAKING INTO TECH by Annie Nelson Wiley (2024)
Data analyst and analytics consultant Annie Nelson walks you through how she took the reins and made a dramatic career change to unlock new levels of career fulfilment. Here, she talks about the adaptability, curiosity, and persistence you’ll need to break free from the 9-5 grind and how data analytics, with its wide variety of skills, roles, and options, is the perfect field for people looking to refresh their careers. She offers practical and approachable data portfolio-building advice to help you create one that’s manageable for an entry-level professional but will still catch the eye of employers and clients.
“Eco-tourism, travel’s facing
“Eco-tourism, once held up as travel’s ethical salvation, is facing a reckoning.”
By Tess de Klerk
It was the kind of place that looked fantastic in a brochure. A wooden deck perched above the Lowveld scrub, lanterns fl ickered, and impalas grazed, just beyond the fence line. The lodge marketed itself as sustainable, down to the salvaged stone soap trays and solar-powered outdoor showers.
But as I watched the evening’s game drive leaving – three diesel vehicles, 12 guests, one reluctant lion on the receiving end – I couldn’t shake a feeling that something didn’t quite add up.
Eco-tourism, once held up as travel’s ethical salvation, is facing a reckoning. Marketed as a way to explore responsiblyprotecting nature, uplifting communities, and softening our carbon footprints - it has, in many cases, lost its footing. The intention is noble. The reality? Often, more complicated.
When eco-tourism works, it is super. I’ve seen it in community-run reserves in Namibia and South Africa, where wildlife protection funds schools and clinics. In parts of Thailand, villagers host travellers in homestays that celebrate local heritage without staging it. However, increasingly, these shining examples are buried under a deluge of watered-down, performative attempts at “green” travel.
Too often, eco-tourism is little more than a rebrand. Lodges boasting “authentic cultural experiences” reduce traditions to dance performances for guests. Operators claim to support conservation, yet drive diesel vehicles into protected habitats seven times daily for better sightings.
Meanwhile, local people are hired but not heard. Shut out of ownership, governance, and meaningful decision-making. In Peru, I’ve walked Inca trails eroded by unsustainable foot traffic, the very stones crumbling beneath the weight of well-meaning visitors. In Costa Rica’s once-silent mangroves, drones now buzz overhead while
paddleboards slice through habitats. These are places marketed as pristine, but they’re becoming playgrounds for the carbon-conscious traveller, dressed up as sustainability.
Even wildlife changes under the strain. In some parks, elephants are drawn towards roads, having been conditioned by years of exposure. Birds flee from the low hum of tour drones. Predators alter their patterns to avoid daily intrusions. These disruptions, subtle but persistent, can unravel delicate ecological balances.
And here’s the part we don’t like to admit: even with the best intentions, we as travellers are part of the problem. That’s not a call to guilt - it’s a call to awareness.
At its heart, the eco-tourism movement still holds transformative potential. When done right, it can
“At its heart, the eco-tourism, when done right, can serve as a model for travel that enriches rather than extracts.”
serve as a model for travel that enriches rather than extracts. It can create livelihoods that depend on preservation, not exploitation. But this potential will only be realised if we acknowledge the failings, demand better standards, and prioritise genuine partnerships with the people and places we seek to visit.
The promise of eco-tourism was never meant to be a marketing gimmick–it was a call for responsible stewardship of the Earth’s most precious places. That promise still matters. But to restore trust in green travel, we must move beyond appearances and hold both ourselves and the industry accountable to the values we claim to uphold.
There are organisations and certifications that try to hold the line–such as the Global Ecotourism Network, Fair Trade Tourism, and the Rainforest Alliance–but even then, vigilance is key. Talk to people. Read long-form reviews. Choose operators who are transparent, who publish their impact reports, and who work in partnership with locals, not just in proximity.
As travellers, we must also shift our expectations. Not everything needs to be Instagrammable. Not every moment needs a scheduled spectacle. It’s okay if your stay means compost toilets and cold showers now and then. It’s even better if it means staying fewer nights but going deeper, choosing places where your visit genuinely contributes to something larger than yourself. Look for humility.
The best eco-lodges I’ve visited don’t shout about their sustainability credentials - they live them quietly. They compost behind the scenes, they pay fairly without fanfare, and they don’t promise lion sightings on cue. They may not offer pillow menus or ultra-fast Wi-Fi, but they offer something far rarer: authenticity without appropriation, conservation without spectacle.
Back on that bushveld deck, as the jeeps disappeared into the dust, I thought again about the question we don’t ask enough: “Who is this experience really for?”
“The best eco-lodges I’ve visited don’t shout about their sustainability credentialsthey live them quietly.”
True eco-tourism isn’t about how green it looks–it’s about who it empowers, who it protects, and what it leaves behind when we’re gone. There is still real, hopeful work being done out there. We just have to look a little harder, travel a little more consciously, and demand better - not just of the industry, but of ourselves.
Does
By Tess de Klerk
Tucked into the gentle folds of the South Downs near Henfield, Terra at Tottington Manor is the kind of place that draws you in slowly. Run by a passionate family and helmed in the kitchen by Chris Hilton, this AA Rosette restaurant doesn’t shout for attention. It simply, confidently, delivers.
The journey there is part of the pleasure: winding lanes flanked by fields and hedgerows, a landscape so softly pastoral it could lull even the most frazzled soul. Then, the manor appears–handsome but unpretentious, serene against the backdrop of the South Downs. On a Sunday like ours, under a sky that had the good grace to stay blue, the whole scene felt quietly luxurious, deeply grounded.
Terra offers a good choice of places to sit and savour. Inside, it’s all rustic beams and warm, polished finishes–inviting and relaxed. Outside, the terrace and garden beckon, with views that roll lazily into the countryside. We chose to sit on the terrace, where the sunshine filtered through gently and the breeze had that unmistakable countryside smell.
Sunday roast is a time-honoured British ritual, and here, it’s treated with the respect and finesse it deserves. My choice was the Bolney roast pork belly, a glorious cut with crackling that gave way to tender, yielding meat. Maarten went for the roast sirloin of beef, rosy in the middle and rich in flavour.
“The journey there is part of the pleasure: winding lanes flanked by fields and hedgerows, a landscape so softly pastoral it could lull even the most frazzled soul”
Both came with an abundant, almost artistic arrangement of honey-roasted carrots and parsnips, silky butternut purée, tangy red cabbage, gloriously crisp duckfat potatoes, Yorkshire puddings, and the kind of gravy that could anchor a meal all on its own. A personal triumph: a homemade gluten-free Yorkshire that didn’t fall short on either texture or taste. It’s a small detail, but one that speaks volumes.
Desserts, shared between us, leaned toward decadence without losing balance. The chocolate and tropical fruit layer cake was plush and lush, a clever interplay of richness and brightness. Lemon meringue pie arrived with fresh berries, its citrus notes cutting beautifully through the sweetness. No surprise that we scraped our plates clean, lingering a little longer over the final forkfuls than we needed to.
There’s a graciousness to the service that’s hard to manufacture. It’s the product of care, experience, and a genuine love for what they do. Staff moved easily between tables, attentive without hovering, always ready with a suggestion or simply a smile. It’s this ease that makes Terra feel not just like a restaurant, but like a home you wish were yours.
promise, and the Terra Tasting Room–with its seven-course tasting menu and clever wine pairings–is high on the list for next time. There’s also daily Afternoon Tea and five private dining spaces for everything from quiet gatherings to joyous celebrations.
“One leisurely Sunday lunch was enough to make me book a stay. There’s a pull to the place that’s hard to resist.”
In fact, one leisurely Sunday lunch was enough to make me book a stay. There’s a pull to the place that’s hard to resist. The serene fields, the food, and the friendly grace of the whole experience lingered. I’ll soon be sampling Tottington’s hospitality, a la carte or tasting menu and write all about it – it’s a tough life, but someone must do it.
Though we came for the roast, the breadth of Terra’s offerings hints at return visits. The a la carte menu is full of
Terra Restaurant, Tottington Manor, Edburton Road, Henfield, West Sussex BN5 9LJ www.tottingtonmanor.co.uk
By Fiona Shafer, Dynamic Motoring Editor Managing Director of MD HUB
Apet peeve of mine when reviewing cars is when the car name is unpronounceable. I do wonder quite what was going on in Honda’s marketing department at the time of their latest electric incarnation.
The good news is that I decided to rename it, for ease of reference, to the “Anyone“ Advance – a play on e:Ny1 –maybe because, having driven it, I think it may well indeed appeal to the masses. It’s a very comfortable, agile and quiet EV, perfect for City life.
The not-so-good news for Honda is that this car has been launched in one of the toughest competitive markets for its class. It has arrived on the scene with some rather good and less expensive competition, including the Renault Scenic –E Tech, the Volvo EX30, the MG-S5 EV, the Kia EV3, and the Skoda Enyaq. Sadly, it feels like it is running to catch up with its rivals before it has left the garage, which is a shame.
I deliberately planned a long weekend journey to Oxfordshire
to test the car on motorways, in traffic congestion, charging facilities and to check in on my ‘range anxiety.’ Had I conquered it, or would it rear its unwanted head?
My lovely friend Richard accompanied me. He is someone who likes cars and has a fi ne, discerning and critical mind – always researching everything to within an inch of its life before purchasing. I was very interested in his feedback, not least as he is not yet entirely convinced by owning an electric car.
“There is something about this e:NY1 and it is likely the best and simplest electric car I have driven to date.”
Having downloaded the Zapmap app, which identifies charging locations, the e:NY1 transported us very smoothly in Eco mode in the most awful traffic, there and back. When I had the chance to put my foot down, it did a respectable 0-60 mph in around 7.6 seconds. With a top speed of 99 mph, you are not going to be breaking the sound barrier anytime soon.
The Honda has a high-capacity 68.8 kWh battery, which adds 10–80% charge in approximately 45 minutes, and up to 60 miles in 11 minutes with a 100kW charger, which
Model tested: Honda e:Ny1 Advance
Power: 204 bhp
Speed: 0-62 - 7.6 seconds
Top: 99 mph
Range: 256 miles
Price from: £41,920
is great, provided you can find one. When we did, it was rather a palaver with very unintuitive technology, so much so that I saw a man swear at the charge station and throw the charging cable at it in frustration. I had to phone the helpline - not to report the angry man - but to ask how to operate my charging session. When asked what location point I was at, I read the code out and was told I was in Exeter in Devon, which was strange as I was most definitely in Oxfordshire. They admitted there was a system problem…
Richard and I both agreed that the ‘range anxiety’ remains a problem. If you have any nod towards anxiety in your soul, we both feel you should think extremely carefully before buying an electric car. Even if you are the most expert planner in the world and lead an unhurried life with a home charger, circumstances beyond your control, like traffic delays, poor infrastructure, and life events, mean that you always have to be on your guard when it comes to charging.
However, there is something about this e:NY1 and it is likely the best and simplest electric car I have driven to date. As Richard rightly commented, it feels like being in a “very nice, normal car but one that runs on electricity.”
Richard gave it a generous 9/10, but a week on, and with too much precious time lost to faffi ng about locating fast chargers, I have decided on a 7.5/10.
7.5 /10
• It is very easy to drive and, by all accounts, a vast improvement on Honda’s less-than-successful Honda e.
• Stand out design from its competitors.
• Good leg room and high-up driving position.
• Builds speed gradually when starting to 10 mph to stop motion sickness
• Slow charging speed if you can’t find a fast charging point.
• The Sat Nav is lacking. Albania seemed to be the default when it did not recognise several postcodes.
• The charging point is located at the front of the car behind a grille and a rotating panel, which is a little disconcerting as it is easy to forget to close both the panel and the charging caps over the sockets and drive off, once you have disconnected the charger.
• Price - £42,895 – it is expensive compared to the competition.
• Range 256 miles but tested in Eco mode at @190 miles
EASTBOURNE EASTBOURNE INTERNATIONAL AIRSHOW (AIRBOURNE)
Airbourne is a thrilling four-day free airshow along Eastbourne’s seafront, showcasing aerobatics, historic warbirds, and modern military jets including RAF and USAF displays. Visitors enjoy ground exhibitions, stalls and food vendors, making it a spectacular event for families, aviation enthusiasts and tourists alike.
August 14th-17th eastbourneairshow.com
This unique six-day spiritual and cultural retreat in Laughton focuses on connection with nature through workshops, ceremonies, live music, craft activities and fire ceremonies. Alcohol- and drug-free, it fosters a welcoming community atmosphere celebrating the elements and personal growth, making it ideal for those seeking mindful and creative experiences.
August 1st-6th eventbrite.co.uk (search “Earth and Sun Festival Laughton”)
PICNIC AT
Enjoy a serene evening at Pevensey Castle with live medieval-style music performances, set against the dramatic castle backdrop. Visitors bring their own picnic to relax and soak up the atmosphere as musicians play enchanting tunes, creating a magical blend of history and culture under the open sky.
Pevensey Castle, East Sussex August 17th, 17:00–21:00 english-heritage.org.uk/visit/places/pevensey-castle/ things-to-see-and-do/
NUTLEY ENGLAND’S MEDIEVAL FESTIVAL
Step back into medieval times at this immersive three-day festival with jousting tournaments, falconry displays, period crafts, knightly combat and traditional folk music. Set in beautiful Pippingford Park, the event offers living history encampments, banquets and interactive activities for all ages, bringing the medieval era vividly to life.
Pippingford Park, Nutley, East Sussex August 22nd-24th englandsmedievalfestival.com
This dynamic festival celebrates cinema from around the world with UK premieres, special screenings, tributes to classic films and live music accompaniments. Taking place at various venues across Chichester, the festival offers a rich cultural programme appealing to cinephiles and casual film lovers alike, showcasing new and diverse voices in film.
Across Chichester August 8th-24th chichesterfilmfestival.co.uk
COURT
Indulge in a culinary extravaganza at Hampton Court Palace’s Food Festival, featuring over 150 food and drink producers. Enjoy street food, craft beers, wines, and delicious treats in the beautiful palace gardens. The festival runs from 23–25 August 2025, offering a delightful experience for food lovers.
Hampton Court Palace, East Molesey August 23rd-25th 2025 hrp.org.uk/hampton-court-palace/whats-on/hamptoncourt-palace-food-festival/#gs.nqfpqw
An action-packed inflatable obstacle course for the whole family, set in the beautiful grounds of Leonardslee Gardens. Participants navigate through challenges like slides, hurdles, tunnels and giant balls in a fun and energetic environment. Suitable for all ages and fitness levels, it combines exercise with adventure and team spirit.
Leonardslee Gardens, near Horsham August 22nd-25th leonardsleegardens.co.uk/all-events/labyrinth-challenge-2025
Car enthusiasts will delight in the Bexhill 100 Classic and Custom Car Show. Held at The Polegrove in Bexhill-on-Sea, this event showcases a stunning array of vintage and custom vehicles. With live music, food stalls, and family-friendly activities, it’s a perfect day out for all ages.
The Polegrove, Bexhill-on-Sea August 25th bexhill100mc.co.uk/bexhill-100-classic-custom-show
