Monthly Archives: June 2023

News

New health complex lifts spirits of young footballers with sponsorship deal

THE team behind a much-anticipated new health, exercise and wellbeing complex have shown their support for a community football club.

LVL5 Gyms Ltd is the new sponsor of Llysfaen Knights junior soccer squad.

Led by manager Colin Archer, the under-14s play in the Colwyn and Aberconwy Junior League and thanked owners Sion Pritchard and Rich Blake – who hails from the village – for providing them with full kits, training wear and rain jackets.

Colin, a UEFA and FA Youth Awards-qualified coach with more than 25 years’ experience, including time spent in America with MLS side Chicago Fire’s Academy, said the company’s backing has already made a huge difference.

“The team is getting better, numbers are growing, and we are very ambitious, but with no sponsor or kits for the players we were at a bit of a loss, we didn’t know what to do,” he said.

“I can’t thank Sion and Rich enough, they have invested in this young squad and that has given them so much confidence, which we will hopefully turn into positive results out on the pitch.

“We are so very grateful – thank you LVL5 Gyms!”

Rich was proud to be able to support his local community at grassroots level and wished Llysfaen Knights the best of luck for the rest of the season.

“I grew up in Llysfaen so it’s a real honour for me personally to be sponsoring the boys,” he said.

“To be able to give something back and to hear what a difference it has already made is heartening.”

LVL5 Gyms is moving ahead with plans to transform empty units at the former Tudno Castle hotel site in Llandudno into a high-quality gym, coffee, and smoothie bar, changing rooms, sauna and more.

The 6,000 square metre two-floor facility will employ up to 10 people and both Sion and Rich are hopeful their proposals for the coastal resort will be supported by the local community.

“We have had a lot of positive feedback and are confident LVL5 Gyms can bring something fresh to Llandudno,” said Sion.

For more information, visit www.lvl5gyms.com or follow @lvl5gyms on social media. Alternatively, email info@lvl5gyms.co.uk. 

To join Llysfaen Knights, and for more information email carcher57@hotmail.com or call 07748353466.

Business, News, Tech, Technology

Xalient Named in The Sunday Times Hundred For Second Consecutive Year

  • Xalient ranked 92nd in the Sunday Times Hundred 2023
  • For two consecutive years Xalient has ranked in The Sunday Times Hundred
  • Xalient ranks alongside companies such as ES Global, Freemarket and Vuba

Secure network transformation specialist Xalient today announced that it was ranked 92nd in The Sunday Times Hundred list thesundaytimes.co.uk/100 for 2023, which recognises Britain’s fastest-growing private companies. This is the second consecutive year that Xalient has appeared in the rankings.

In producing the rankings, the Sunday Times aims to identify independent companies with sustained growth, that are profitable, have been creating jobs, and show every sign of continuing to grow. Xalient was recognised along with other companies such as ES Global, Freemarket and Vuba

 The list order and placement are numerically driven, with companies listed in relation to their compound annual growth rate (CAGR) in sales over the last two financial years. Additionally, to qualify companies must be independent, privately-owned, and UK headquartered.

Commenting on the accolade Xalient CEO and Founder, Sherry Vaswani, said: “We are extremely proud to be recognised by The Sunday Times for the second consecutive year. We started the business after identifying a gap in the secure networking technology space. With a clear vision and purpose, I am proud it has come to fruition and to represent tech companies and women-led companies, both of which form small segments within the list, the latter an area I’m very passionate about championing. With global household brands such as Kellogg’s, Keurig Dr Pepper and WPP among our customers and around half our business today coming from the USA, we are excited to continue our journey.”

This accolade comes off the back of many other significant recognitions achieved this year, with Xalient listed among 40 Best Employers in The Sunday Times Best Places to Work in May 2023 and also ranked 45th in The Independent E2E Tech 100 list.  Additionally, Xalient was named among Europe’s Fastest Growing Companies in 2023 by the Financial Times and Statista for the second consecutive year.  For further information please go to https://xalient.com/xalient-ft-1000-list-fastest-growing-companies-europe/.

To learn more about Xalient and its services, visit www.xalient.com

 

About Xalient

Xalient addresses the challenges large global enterprises face around networking and security. Headquartered in the UK and with offices in the USA, Xalient counts Kellogg’s, Hamley’s, WPP and Keurig Dr Pepper among its clients. It was established eight years ago to disrupt the traditional markets for secure networking, taking advantage of the huge shift to cloud technology that has created high demand for flexible, cost-effective global connectivity and protection against increasingly complex cyber threats.  Combining transformative, software-defined network, security, and communication technologies with intelligent managed services with its AIOps Platform – Martina – and driving Zero Trust initiatives that keep the world’s largest brands more resilient, adaptable and responsive to change.

Xalient was named among Europe’s Fastest Growing Companies in 2023 by Financial Times and Statista for the second year running.

Xalient positioned #19 in the inaugural FEBE Growth 100, which recognises and ranks the UK’s fastest growing private businesses

 

Cloud Platforms, Cloud Providers, News, Tech Thought Leadership

How does adopting cloud and hybrid environments drive change in managing identities?

Written by Denis Dorval, Vice President, International (EMEA & APAC) at JumpCloud 

Businesses of all sizes have had to accelerate digitisation across the entire business in recent years, as the adoption of hybrid working practices forces them to make changes to ensure operational continuity. By digitising processes and embracing the cloud, businesses have delivered faster, more flexible, and more resilient services for employees and customers.

The rate of cloud adoption shows no signs of relenting. Gartner® forecasts worldwide public cloud end-user spending to reach nearly $600 billion in 2023. This growth presents a multitude of opportunities, but the compounded cyber risk that comes with a widening digital footprint presents IT and security teams with an immense challenge.

IT teams now need to manage and secure a domain of on-premises and cloud resources, corporate-owned and personal devices, and employees working across various operating systems such as Windows, iOS, and Linux. This ‘tool sprawl’ necessitates a step-change in security strategies to manage an organisation’s entire estate of devices. However, the natural next step is to instead focus on identities rather than devices; this ‘identity transformation’ is the natural next step in meeting modern challenges with a comprehensive, centralised approach.

 

A robust approach to identity management

Despite large-scale cyberattacks filling the headlines and the growing emphasis on security in the boardroom, instilling good cyber hygiene into an organisation’s culture remains challenging. As organisations increasingly rely on digital technology to manage day-to-day operations and take advantage of working on cloud and hybrid environments, IT admins handle a number of users, devices, and applications. The doors for data and systems to exist anywhere and allow organisations to adopt work-from-anywhere practices also leads to cracks appearing and creating security risks for businesses.

Employees demand flexibility, operational efficiency from their IT stack, and robust security. Despite being widely accepted among CISOs and IT admins as the best threat mitigation strategy, the zero trust framework is rarely implemented with this in mind. The patchwork of point solutions and MFA applications used in many modern businesses creates a headache of fragmented identities that IT admins struggle to manage centrally. The core ethos of “never trust, always verify” only adds friction to a user’s day-to-day workload.

As we advance, organisations should put identities at the heart of their IT security strategies, leading to IT departments moving from patchwork solutions and on-premises Active Directory environments. A robust identity and access management strategy is the most effective way to protect organisations’ wider attack surfaces.

 

Changing the definition of identity

Contextual access policies go further than the traditional definition of an “identity”, combining the standard features of employee name, device, and access privileges with behavioural and geographic data. For example, an employee in London who rarely travels and never works on the weekend should be challenged if they try to access a database from Australia on a Saturday. While the user can work frictionlessly on a day-to-day basis, the organisation still benefits from the layered security offered by identity access management (IAM).

Ultimately, an effective, long-term IAM strategy uses risk assessment and contextual intelligence to guide IT admins on when to challenge users without standing in the way of a flexible or smooth working experience.

 

Identity transformation as the foundation of security strategies 

Today, many modern-day businesses implement identity management in their security strategies. Driven by the growing complexity of the cloud and hybrid environments and an increasingly proactive approach to security, it is becoming clear to businesses that identity transformation is the future of IT infrastructure. With it, identity management shifts from being a part of the cyber security strategy to the foundation of it. To achieve this, organisations need to take the principles of IAM one step further.

Identity management strategies must be implemented robustly, reviewed continually, and not inhibit workflows for employees who might otherwise ignore security measures. When users and their digital identities are not centrally managed, it is nearly impossible to get visibility into their resource access privileges, which devices they use to access company resources, and whether their systems and software are appropriately updated and patched.

 

Identity at the centre

Digital transformation strategies are continuing full steam ahead, but this is increasing the pressure on IT professionals as cybersecurity threats grow. To meet the requirement of new environments and equip IT teams with the right tools, organisations should review and update their security and identity management systems before it is too late.

Businesses must shift their focus to identities and have a centralised, organisation-wide approach to identity management. Once identity is at the heart of security strategies, IT teams can efficiently ensure the security of any connection regardless of the location or device of the user.

Centralised identity management strategies allow IT teams to monitor access privileges across their organisation and implement robust security measures whilst creating a frictionless experience for users.

Cryptocurrency, Entertainment, News

How Blockchain Technology Is Making The World A Fairer Place

Blockchain technology has been around for a while. It was invented in order to help make cryptocurrencies work and now that the cryptocurrency market is buoyant, people are using blockchain for all kinds of other inventive jobs. Some of these jobs are simply making the lives of massive companies a little easier, but some of them could actually be leveling the playing field for those at a financial disadvantage. One of these areas is the play-to-earn gaming sector, where gamers can earn cryptocurrency through playing video games.

It might sound too good to be true, and there will certainly be plenty of people who sign up to these games and don’t get rich. However, for those who excel at the game, they can truly use it as a platform to lift themselves out of poverty. We’re going to take a look at how.

 

Where Play to Earn Gaming Began

The play-to-earn movement is slowly gathering steam and is allowing players from countries with a weaker currency to make as much money as their counterparts in countries with a stronger economy. To better understand how blockchain is making this possible, it’s necessary to go back to the beginnings of this gaming movement, which were arguably with the casino sector.

The online casino sector was one of the pioneers of play-to-earn gaming, though not specifically with NFTs. They allowed players to choose cryptocurrencies as a casino payment method, making it possible to play games such as blackjack or roulette using cryptocurrency. If they were successful in the game then they could win cryptocurrency, helping to bolster the success of this new payment method. There are still plenty of online casinos where it’s possible to pay with an E-wallet today, some of them offer payment of winnings in cryptocurrency and others exchange any cryptocurrency automatically into fiat currencies for use on the site. It’s an interesting subsector still, but the true play-to-earn games are maybe even more fascinating.

 

The Introduction of NFTs

NFT trading is helping to lift people out of poverty

Play-to-earn games nowadays run on NFTs or non-fungible tokens. These digital assets can’t be replicated, forged, or otherwise tampered with thanks to blockchain technology. It’s this technology that allows these tokens to be stored securely and have their existence and ownership recorded on a ledger. This makes it possible for people to prove ownership of the NFT, meaning that they can be assigned a real money value.

All play-to-earn games use NFTs and cryptocurrency in order to make their in-game economy work. What makes them particularly fascinating is that their in-game currency has a direct link to a currency that can be used outside the game. So, if the game runs on the Ethereum network then the NFTs that players are trading can be swapped directly for Ethereum, which in turn can be used in the outside world. This link between the ‘real’ economy and the in-game economy is being exploited by skilled players in order to lift themselves and even their families out of poverty.

 

Making It Fair On A Global Scale

Players from any country in the world can sign up to a play-to-earn game and have exactly the same experience as anybody else. There are no transaction fees, as cryptocurrencies are decentralized. This means that as long as a person from a less economically developed country can afford the initial buy-in fee for the game, they can earn as much money as anybody else of the same skill level.

In some play-to-earn games, it’s actually free to get started and this can be a great jumping-off point for those who are less financially stable. It’s possible to work your way up to earning enough cryptocurrency to play on one of the larger games by using these free pay-to-earn platforms. You can think of it as the first step on the investing ladder. Initially, you might buy into some penny stocks, with the hopes that one day you’ll be a wise enough investor to see a return on these that’s large enough to buy you shares in one of the bigger companies, like Google or Apple.

Whilst playing video games to earn cryptocurrency might not be the solution to inequality around the world, it’s an interesting start. At the core of this solution is the decentralization of currency, removing the possibility for corrupt governments, corruptable banks, and introducing the idea that peer to peer banking could be the way to a fairer world.

 

Events, Newport, News

The power of events knows no boundaries: New report from ICC Wales explores the value of face-to-face meetings

ICC Wales has today launched its report into the positive and lasting impact of the events industry on a global scale. The report, called ‘Event Power: A Force for Good,’ looks beyond the traditional measures of event impact – economic value, job creation, increased destination profiling – and focuses on the far-reaching benefits that events bring to communities and supply chains, as well as on matters such as sustainability and future-building.

The report, which is launched today (Thursday 29th June) at The Meetings Show 2023 at ExCel London, demonstrates how events:

  • Support a destination’s visitor economy through delegate spend, tourism levies and subvention;
  • Boost trade and inward investment by showcasing sector strengths, promoting the UK Government’s Levelling Up agenda and boosting the value of regional powerhouses;
  • Impact on communities through job creation and championing local suppliers, as well as opening up educational opportunities, enhancing civic pride and leaving long-lasting legacies;
  • Embrace the UN’s Sustainable Development Goals by minimising environmental footprint and proactively marketing a destination’s sustainable travel options;
  • Provide a platform for delegates to engage and network, fostering meaningful connections and promoting a culture of knowledge sharing;
  • Offer destinations a stage to market to new audiences, raising cultural awareness and creating future tourism and trade opportunities.

Exploring all these attributes, ‘Event Power: A Force for Good’ shows that events bring immeasurable benefits to people and places, and ultimately have the power to change lives and make a real difference to our world.

The report features forewords from Rt. Hon Theresa Villiers MP, Chair of the All-Party Parliamentary Group for Events, and Chris Skeith OBE, Chair of UK Events, as well as expert industry contributions from The Business of Events, the Association of Event Venues, the Meetings Industry Association, the Association of British Professional Conference Organisers, and the BestCities Global Alliance.

‘Event Power: A Force for Good’ is launched on the on the Meetings Industry Association (mia) pavilion at 11:00am on 29th June, when Danielle Bounds, Sales Director, ICC Wales, will share key findings from the report during a presentation.

 

Danielle Bounds said: “The power of events is limitless, and the industry’s impressive post-pandemic recovery proves that events do really make a difference in people’s lives. Not only do they bring to life connection and collaboration, but they act as a catalyst for the innovation, creativity and action that are so essential to our ever-changing societies.

“It’s easy to see how our purpose-built conference centre has benefited our local area. It’s construction alone resulted in 250-300 jobs across 22 South Wales firms, equating to contracts worth £22 million, and since opening its doors in 2019, the venue has confirmed events worth £161m to the visitor economy up until 2028. But it’s not enough to look at obvious measures of success. This is why our latest report looks beyond the key benefits of events to explore the additional or ‘unsung’ aspects of impact that events have on local, national, and global communities.

“Our report aligns with ICC Wales’s goals as a venue to design events with an environmental impact as though it never existed, but a societal impact which resonates and motivates way beyond its conclusion. The report also demonstrates how the events sector aligns with the UN’s Sustainable Development Goals. Events help create a legacy for destinations, civilisations, and institutions, and while it may be our vocation or passion as event professionals, it is ultimately our responsibility as a venue to champion our sector and increase awareness to the audiences outside of our industry.”

 

‘Event Power – A Force for Good’ is available to read here.

 

News, Recruitment

Acorn by Synergie launches new brand S&You

S&You will focus on specialist recruitment of high calibre talent

Acorn by Synergie is launching its new brand S&You which will focus on the specialist permanent recruitment of high calibre permanent and interim talent.

Its new offering will sit alongside the UK recruiter’s existing services and follows on from its decision to rebrand as Acorn by Synergie earlier this year, further reflecting its position in the UK as part of an international group of companies offering resources management and development services in recruitment globally.

S&You will focus predominantly on permanent specialist recruitment, as a specialist team of dedicated consultants sourcing exceptional talent for businesses looking for high-level employees.

 

Paul Anscombe, who will be heading up the new brand, said: “The landscape for recruitment has changed significantly in the past few years, which has in turn affected the way Acorn by Synergie, as one of the leading recruiters in the UK, now operates too.”

“A lot of boundaries businesses faced previously in recruiting talent have shifted since the Covid-19 pandemic, for example, and we have been compelled to change the way we work in order to best support our highly valued clients looking to spread their search further as a result.”

“Our consultants have a genuine desire to positively shape the futures of individuals we engage with and maintain a focus on helping our clients build successful, sustainable businesses via the recruitment of exceptional talent,” Paul added.

“S&You will help us achieve this for our clients by drawing further on our position as an internationally renowned organisation with a global reach, entirely focused on the recruitment of niche and top-level talent.”

S&You will take care of Specialist Recruitment and Executive Recruitment specifically for clients operating in accountancy and finance, technology, legal, health and life sciences and other premium sectors.

The new brand will build on Acorn by Synergie’s existing relationships to gain an in-depth understanding of the cultural and hiring needs of a wide range of existing and new business clients looking for strong applicants at the top of their game professionally.

 

Bernard Ward, Managing Director at Acorn by Synergie, said: “The demand from our clients to support them with their executive recruitment needs has grown in recent years to the point where the work required of us has become greater than our current business model allowed.”

“We have taken the decision, therefore, to separate the work we do for clients seeking higher levels of expertise on an increasingly international scale out and deliver this area of the business under an entirely separate brand.”

Acorn by Synergie is one of the UK’s leading recruiters with a global outlook and 40 branches operating nationwide, with its own CSR and sustainability strategy in place too. It was also recently recognised for its commitment to supporting the emotional wellbeing of its employees as winner of the Wellbeing at Work title at this year’s Wales Business Awards.

 

Bernard added: “We know from experience that partnerships thrive on honesty and transparency, and the foundation of our success to date lies in those strong, long-lasting relationships we have worked so hard to forge over the years. The launch of S&You is yet another way we are working to maintain clarity with our highly valued clients and adapting the way we work to better suit their ever-changing needs.”

For more information on S&You and the services it provides, visit www.sandyou.co.uk

 

AV, AV tech, News, Security

i-PRO Unveils Smaller, Faster, and Higher-Resolution PTZ Cameras

Featuring high-speed pan, tilt and zoom at up to 4K resolution with built-in AI features and top-level cybersecurity

i-PRO Co. Ltd., a global leader in professional security solutions for surveillance and public safety, today announced 16 new, high-speed pan, tilt and zoom (PTZ) cameras with up to 4K resolution and powerful IR illumination. Called Rapid PTZ, the company is launching the new models as part of its X and S Series lineup. The new PTZ cameras are the smallest in their category and feature comprehensive edge AI capabilities and a broad range of resolution options.

Thanks to their small form factor, the new cameras can be discreetly deployed. With pan and tilt speeds up to 700°/s, operators are assured quick and precise surveillance coverage as they move the camera through multiple preset positions in the blink of an eye. Powerful IR LED capabilities enable the cameras to monitor in complete darkness up to 250 meters (820.2ft) while advanced analytics and AI-based auto-tracking make sure that persons and vehicles of interest stay locked on target and in focus.

Featuring a discreet design that allows for direct installation on low ceilings or eaves on rooftops, the new Rapid PTZ models includes i-PRO’s new fail-safe waterproof ethernet connector along with multiple mounting options. For the ultimate protection from corrosive environments such as offshore applications, all X Series Rapid PTZ models are salt- and ISO 14993 rated to withstand the harshest conditions.

“These new Rapid PTZ cameras are truly industry leading designs. The small and discreet form factor is perfect for city surveillance. Higher resolutions and edge-based AI features such as our Privacy Guard, simplifies GDPR compliance,” said Gerard Figols, President, i-PRO EMEA. “Adding best-in-class WDR, powerful IR, and a range of flexible mounting options demonstrates i-PRO’s continuing market leadership.”

 

Benefits of higher resolution

The 4K and 6MP Rapid PTZ models deliver an industry leading wide dynamic range (WDR) of 132 dB for clear images in extremely variable lighting conditions. Having higher resolution delivers additional digital zoom advantages over and above the optical zoom built into the cameras. As an example, the 30x optical zoom on the 4K model ensures that images remain sharp, but when adding a 4K pixel density, the additional digital zoom extends the effective zoom range much further without pixelization for precise visibility of vehicles and persons. The additional pixels delivered by higher resolution models also result in enhanced AI performance and accuracy for objects at a distance.

 

Pre-installed AI-based analytics

All Rapid PTZ models include AI-based edge processing to detect motion for people, including direction of travel, line-crossing, and loitering. The cameras use AI object detection to precisely track objects as they move within the camera’s field of view. AI sound classification is also included when an external microphone is added. Additional AI apps can be installed as required for vehicle detection, occupancy detection, Privacy Guard masking, and scene change detection. Up to three AI apps in total are supported on the 4K/6MP models and up to two AI apps are supported on the 2MP models. Privacy Guard is a unique i-PRO feature that masks/blurs the bodies or faces of individuals with edge-based processing in the camera.

 

Durability

Many PTZ cameras utilize a belt drive system which deteriorates with use. Belts stretch over time leading to less precision when panning to the desired area in the scene. i-PRO PTZ cameras rely on gears to deliver consistent, repeatable panning accuracy and require no routine maintenance avoiding system downtime.

 

Cybersecure

i-PRO’s Rapid PTZ cameras are FIPS 140-2 level 3 certified thanks to their use of an EdgeLock secure element which supports identity-based authentication, strong encryption and an extra layer of security that protects critical security parameters on the device. ​This makes the i-PRO Rapid PTZ models one of the only FIPS 140-2 Level 3 certified PTZs in the market.

 

For more information, visit:
https://i-pro.com/products_and_solutions/en/surveillance/products/new-products/new-rapid-ptz-camera

Mental Health

What is the Essex Mental Health Inquiry?

Mental health conditions are an affliction that can affect anyone at any time. With that uncertainty comes a belief that if you should suffer, the care you receive will be top-tier. The Essex Mental Health Inquiry was commissioned to investigate claims that for some patients this did not happen. Here is a rundown of events that have transpired so far.

What is the Essex Mental Health Inquiry?

Records show that 2,000 people have died whilst in the care of Essex Mental Health Services or within three months after they were discharged. This was around 500 people more than was originally reported.

An independent inquiry, the Essex Mental Health Enquiry, was established by the government to cover a 21-year period from 1st January 2000 to 31st December 2020 and look into the circumstances around these deaths and the care plans provided.

When and why was it launched?

Nadine Dorries launched the inquiry in January 2021 on a non-statutory basis after concerns around the quality and safety of mental health services within the Essex trusts. This followed a 2019 ombudsman investigation into the deaths of Matthew Leahy and another unnamed man which found numerous failings by the organisation.

The committee was initially tasked with investigating the deaths of 1500 patients, including children. However, the committee chair Dr Geraldine Strathdee said that the identified number was actually closer to 2000.

What has happened since the inquiry was launched?

After a lengthy investigation, the committee is still reviewing the evidence it has been provided, but some steps forward have been made.

In 2022 Dr Strathdee said that there have been three recurring failings within Essex partnership university NHS foundation trust (EPUT). The first has been identified as concerns around patients’ safety on a ward, including their mental, physical and sexual safety. She also identified a difference in the care received between individual patients. Finally, the communication with patients and their families was not up to standard regarding their treatments and potential length of stay.

The EPUT has also been fined £1.5 million in June 2021 concerning 11 deaths. This included that of Steve Oxten where ligatures were found to have been used that contributed to his death whilst on the ward. As part of patient safety, there should not have been such points available to patients without supervision.

Are there any criticisms?

Some have criticised the inquiry. As the enquiry was commissioned as non-statutory it is unable to compel witnesses to give evidence or attend. Given the seriousness of the accusations, bereaved families of the victims believe it should be converted into a statutory inquiry and given those powers.

There have also been issues with the length of the inquiry. Originally the final report was meant to be published in Spring 2023, however, this has been pushed back due to the amount of evidence that has been received and the challenges in obtaining evidence from members of staff who were employed and working for the trusts within the period being investigated.

News

Young finance worker first to complete employment programme with college

A YOUNG finance worker was the first in North Wales to successfully complete a new jobs programme via Coleg Cambria.

Michael Shone, from Buckley, achieved the Employment strand of the Welsh Government’s Jobs Growth Wales+ scheme, aimed at people aged 16-18.

Michael spent six months at Cummins Independent Financial Advisers (IFA), based in Rossett, near Wrexham and Chester, where he received mentoring, guidance, and gained valuable experience.

The programme was subsidised by Cambria – based in Wrexham, Deeside, Northop and Llysfasi – whose Jobs Growth Wales+ team were on hand to conduct monthly reviews, support Michael and the employer, and advertise any other roles via the college’s Job Shop.

He has now been offered a full-time position with the organisation as a trainee administrator, following in the footsteps of family members already working in the sector.

“Participating in the Jobs Growth Wales+ programme gave me the opportunity to gain an insight into a career in financial advice,” said Michael.

“I am really happy to be offered employment by the company and my next steps will be to study for the necessary exams and hopefully progress to become a financial adviser in the future.”

Gerry Cummins, Director of Cummins (IFA), pursued the partnership after being made aware of the 26-week age subsidy allowance.

This resulted in the company being the first to be awarded the funding via Coleg Cambria.

“The funding enabled our company to offer the employment opportunity to Michael and help him follow his future career,” said Gerry.

“We have been able to share our skills and knowledge with him over the 26 weeks and he has progressed quickly, completing tasks competently and confidently.

“We are happy to offer Michael a full-time position and welcome him to the team.”

Those words were echoed by Alison Roberts, Compliance and Contractual review officer at Cambria.

She said: “Congratulations to Michael on achieving his dream job and thank you to Cummins Independent Financial Advisers for the guidance and advice he received throughout the placement.

“To see him go on to a full-time position with them is heartening and just shows how valuable the Jobs Growth Wales+Employment scheme is in helping young people into work and training.

“We wish them all the best for the future and are sure Michael will go on to enjoy a successful career in the finance industry.”

Visit www.cambria.ac.uk for the latest news and information from Coleg Cambria.

Companies wanting to find out more about the Jobs Growth Wales+ scheme at Coleg Cambria can email JGWPlus@cambria.ac.uk. 

For more information on Cummins Independent Financial Advisers, call 01244 571050 or email info@cumminsifa.com.

NOTES: Jobs Growth Wales+ is part-funded by the European Social Fund through the Welsh Government.

HR News, Leadership, News, Thought Leadership, Thought Leadership Blogs

Tackling Change Fatigue in Employees

Written by Nick Gold, MD. Speakers Corner

Since the Covid-19 pandemic began, businesses have undergone unprecedented change. According to Gartner, the average business planned ten enterprise changes in 2022, compared with two in 2016.

Change is necessary in all aspects of life. If you’re standing still, you’re ultimately going backwards. But when business changes become overwhelming, staff can struggle to cope. 71% of staff say they’re overwhelmed by the amount of change at work. More than half of those employees are considering looking for a new job.

This reaction is known as change fatigue, and it can pose a problem for forward-thinking businesses. While change is necessary to keep moving forward, it can take its toll on your team. Our recent research shows that just 18% of UK business owners consider changes within an organisation to be the main cause of stress.

As business leaders, we must be able to recognise and tackle change fatigue so we can keep staff happy and thrive as businesses.

The post-pandemic boom of corporate change culture

Over the last few years, we’ve had to deal with a lot of significant changes in a compressed amount of time: Covid, Brexit, the cost of living crisis, and the war in Ukraine. In light of this, many businesses are having to redefine and rebuild themselves.

The pandemic changed everything for Speakers Corner. With the live events industry obliterated by lockdowns, we were forced to find a new niche in virtual events. When we realised we had done perhaps more online events than anyone else, we were able to shift our focus and guide our team, clients, speakers, and the whole industry through these turbulent times.

The scale of change demanded from businesses over the last three years is incomparable to previous times. And it often feels like there won’t be a time when things are less hectic than they are right now.

But everything comes in cycles. Understanding that transformation feels all-consuming right now, but we will have time to breathe. In fact, you have time to breathe right now if you manage change in a way that’s practical and sustainable.

Understanding the impact of change on employees

While change can feel overwhelming for business leaders, this can be magnified for employees, who often have less of a say in the changes required of the organisation.

This is where communication comes in. People want to know your vision at a high level. Communicating this to everyone is essential. From there, your management team can take over. They can have further conversations at a team and individual level to ensure everyone knows how these changes will impact them. Processes, timescales, workloads: all of these must be concrete and manageable for each team and staff member.

It’s also important to help staff understand that though your business transformation may take months or even years to complete, they won’t be in a constant state of upheaval. Knowing when changes are likely to affect them can help staff focus their energy and attention in the right place at the right time rather than fielding a constant stream of worry.

This comes down to good leadership and change management. And times of change are an excellent opportunity to showcase your leadership skills. While the transformation may be true to your vision, you don’t have to be the flagbearer of change. You can support other managers to help teams navigate turbulence and ensure staff feel safe and supported.

Recognising change fatigue

The signs of change fatigue are different in everyone. So you must treat your staff as individuals and understand they may have other problems at different times. They’ll also need additional skills to cope with these changes, so you must be willing to invest in these.

As a leader, avoid projecting your own opinions onto your staff. Don’t assume that because you’re coping or not coping, the same is true of others.

Instead, ask people how they’re dealing with the changes. If they tell you they’re struggling, have a plan for how you’ll deal with this. It could involve taking time away or adjusting the way they do their job.

Either way, ensure your change plan protocol will make a difference and give staff the support they really need to adjust to your new vision.

Navigating successful, sustainable business transformation

There are three key ways to ensure successful, sustainable change in your organisation:

 

  1. Treat people as individuals. This helps you understand the unique challenges each team member is facing, so you can create an individual support plan for them.
  2. Be brave. Try new things without succumbing to crisis mode. Don’t be afraid to get things wrong. Your staff and your customers want you to succeed, so be bolstered by this support.
  3. Communicate with your team. Let them know that you’re all in this together and you want to embrace new ideas from people at all levels.

 

These three practices allow you to embed a culture of change in your organisation rather than seeing your current project as a one-and-done affair. Instead of creating an overwhelming, all-encompassing Big Change Plan, view each act of progress as a small wave of change. This will significantly redefine how you and your staff view business transformation for the better.

Ultimately, making change part of the ongoing conversation can help staff feel more settled and adaptable. So they can achieve your vision with focus and positivity, ensuring they thrive alongside your business.