Twitter, now known as X, is rolling out a new $1 per year “Not A Bot” subscription program to reduce spam and bot accounts. The program is initially launching in New Zealand and the Philippines for new users who sign up via the website.

The Fee and Its Purpose

The $1 annual fee is intended to “bolster our already significant efforts to reduce spam, manipulation of our platform, and bot activity,” according to an announcement from X. Requiring new users to pay even a small fee creates an increased barrier for bot creators attempting to establish networks of fake accounts quickly.

New web users in the two countries must provide a phone number to verify their account and pay the $1 subscription. Without it, they can only view content in a “read-only” mode. The program does not yet apply to new users signing up via mobile apps, though X’s terms and conditions indicate it may expand there soon.

The focus on new web-based users makes sense, given that quickly automating account creation through websites is easier than mobile apps. Focusing on two small countries first allows X to test out the system before expanding globally.

The new $1 anti-bot subscription is separate from X’s existing $8 per month

The new $1 anti-bot subscription is separate from X’s existing $8 per month subscription offering, known as Twitter Blue. The $8 subscription provides users with enhanced features like edit tweets, 1080p video uploads, and reader mode.

Only a tiny fraction of users are estimated to pay for Twitter Blue. However, even that small revenue stream is likely welcome for X as it seeks to increase monetization while cutting costs under its new owner Elon Musk.

The reasons for launching the program specifically in New Zealand and the Philippines are unclear. However, focusing on regions that have seen more bot activity could help X determine if the fee successfully reduces spam accounts originating from those areas.

The relatively small size of these countries also provides a contained environment for X to evaluate the system and iron out any issues before expanding to larger markets. If successful, the $1 anti-bot fee could eventually reach Twitter users in many other countries.

Featured Image Credit: iStockphoto; Thank you!

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In recent years, something extraordinary has been happening in work: a delightful blend of remote work and travel. Imagine strolling along the Seine while closing deals or brainstorming ideas from a cozy café in Kyoto. This trend is not just a passing breeze; it’s a full-on movement.

Did you know that the number of remote workers has grown by a staggering 91% over the last decade? Yep, you read that right! And what’s even more exciting is how coworking spaces have swooped in to make this nomadic work lifestyle feasible and incredibly enriching.

In this article, we’re diving headfirst into the rise of nomadic work. So, grab your favorite travel mug and join us as we explore the wonderful intersection of work, travel, and coworking spaces. Whether you’re a digital nomad already or just daydreaming about the possibilities, get ready to uncover the secrets of making this modern blend of work and adventure work for you.

The Nomadic Work Lifestyle

Picture this: your laptop becomes your passport, and your office extends from mountain peaks to sandy shores. That’s the magic of the nomadic work lifestyle – where work and adventure join hands!

So, what exactly is nomadic work? It’s the art of blending your job with your desire to explore the world. Over 35 million people have already caught onto this trend, ditching traditional desks for hammocks on faraway beaches. And the benefits? Oh, they’re as vast as the landscapes you’ll discover:

• Flexibility that hits your life: With nomadic work, you’re the boss of your schedule. No more 9-to-5 shackles; you work when it suits you best.
• Culture as your coworker: Embracing the nomadic work lifestyle means diving into new cultures headfirst. It’s not just about checking off touristy to-dos – it’s about immersing yourself in local traditions, tasting exotic flavors, and making friends across the globe.

The Role of Coworking Spaces

Imagine having an office that changes as often as your scenery – that’s the charm of coworking spaces for remote workers on the go!

Coworking spaces are like those super-smart friends who always have your back. In the last five years, the number of coworking spaces worldwide has doubled – talk about a trend taking off! So, why have these spaces become the lifelines for digital nomads and remote warriors?

• Swanky spaces and top-notch tools: From comfy chairs to lightning-fast Wi-Fi, coworking spaces are designed with the modern nomad in mind. Around 84% of remote workers believe that the right workspace boosts their productivity.
• Cheers to the community: Working solo doesn’t mean working alone. Coworking spaces are buzzing hives of creative minds from various fields. Around 82% of coworkers have reported expanding their professional networks through these spaces.
• Resources galore: Need a printer? Conference room? A coffee refill? Coworking spaces have your back with all the amenities you need, minus the hassle.

Finding Coworking Spaces Abroad

Alright, adventurers, let’s talk about your secret weapon for working around the globe: finding the perfect coworking space that feels like a home away from home!

First things first, it’s like hunting for treasure – but instead of a map, you’ve got online platforms and directories. Websites like “Nomad List” and “Coworker” are your trusty sidekicks, helping you scout out the coolest spaces before stepping off the plane.

Now, let’s get into the nitty-gritty of picking your new HQ:

• Location, location, location: Whether you’re a city lover or a beach bum, your workspace should match your vibes. Think about the view from your window and the adventures waiting just outside the door.
• Amenities that make you smile: A comfy chair? A blazing-fast internet connection? Check and check. Ensure your chosen space has all the goodies you need for a productive day.
• Budget-friendly bliss: Let’s be real – you want to save your bucks for exploring, not blowing it all on workspace rent. Compare prices and find a spot that fits your budget while offering all the perks you need.
• Community feels: Coworking isn’t just about the desk; it’s about the vibe. A vibrant community can turn a good experience into an unforgettable one. Imagine brainstorming sessions that feel more like exciting chats with friends. Thanks to the social aspect, around 83% of coworkers feel less lonely.

Benefits of Coworking While Traveling

You know that feeling when you’re at a café, and your Wi-Fi starts playing hide-and-seek, or the barista’s blender becomes your new nemesis? Say goodbye to those struggles because coworking spaces are the jet fuel for your productivity and the passport to some seriously awesome connections.

• Pro-level productivity: Have you ever noticed how much more you get done in a dedicated workspace? Coworking spaces are like the zen zones of productivity. With fewer distractions and a work-friendly setup, your to-do list doesn’t stand a chance.
• Network like a ninja: Imagine having a chat by the coffee machine that turns into a groundbreaking collaboration. Coworking spaces are buzzing with people from all walks of life – from app developers to yoga instructors.
• Idea jam sessions: You know those moments when you’re stuck on a problem, and then someone drops a casual gem of wisdom that unlocks your solution? That’s the magic of coworking. Sharing ideas with folks from diverse backgrounds can spark creativity you never knew you had.

Overcoming Challenges

We get it — not every sunrise comes with perfect Wi-Fi. But fear not because every challenge comes with a secret weapon to conquer it.

• Dance of the time zones: So, your team’s on one side of the world, and you’re on the other? Time zones can be tricky for dance partners. Technology’s got your back! Scheduling tools and world clocks are like your time-travel companions.
• Balancing act: When the line between work and play gets blurry, it’s time for the balancing act. Set clear boundaries – it’s like creating your own work-life border. And don’t forget to treat yourself to adventures that recharge your batteries.
• Banishing burnout: Long work hours on top of jet lag? That’s the perfect recipe for burnout, but we’ve got the antidote. Plan your tasks, and remember: breaks are your besties. Dive into local experiences – they’re like mini-vacations for your mind.

Creating a Productive Work Environment

Let’s talk about turning any corner of the world into your personal office oasis. Yup, it’s time to master the art of creating a mobile work setup that’s as productive as it is cozy.

• The essentials to pack: Think of your laptop bag as Mary Poppins’ magical carpet bag – it holds everything you need for a workday adventure. Laptop? Check. Chargers? Double-check. Noise-canceling headphones for when the world gets a bit too chatty? Triple-check!
• Distraction demolition: So, you’re surrounded by new sights, sounds, and people. But deadlines don’t take a vacation! Enter distraction-busting strategies. Create mini-deadlines, and reward yourself with a peek at the local scene after a task’s done. And if FOMO (fear of missing out) strikes, remind yourself that you’re living a double life – worker by day, explorer by… well, whenever you please!
• Home in every hotel: Here’s the secret sauce: make your workspace feel like home, no matter where you are. Unfurl your favorite scarf as a table runner, set up your lucky mug, and let the ambiance wrap you in focus. Studies show that personalizing your workspace boosts creativity and efficiency.

Cultural Sensitivity and Adaptation

Ready to not just work but thrive in new lands? Let’s discuss understanding local vibes and sliding smoothly into your new coworking crew.

• Customs 101: Imagine you’re the host at a party – you’d want your guests to feel comfortable, right? Same goes for working in foreign coworking spaces. Brush up on local customs, greetings, and little etiquettes. It’s like adding a dash of respect to your interactions. Around 67% of remote workers believe that cultural awareness boosts teamwork.
• Community chameleon: Joining a new community is like stepping into a dance – you follow the rhythm but add your own groove. Chat up with locals, ask for tips, and let your genuine curiosity shine. Before you know it, you’re not just a visitor but part of the coworking family.
• Dress the part: Think of your workspace as a stage, and you’re the star. Dressing in a way that resonates with local norms shows respect and helps you blend right in. Plus, it’s a conversation starter. “Love your scarf!” could be the beginning of a beautiful friendship.

Future of Nomadic Work and Coworking

Hey, trendsetters! Let’s hop into our time-traveling DeLorean and peek into the crystal ball to see where the nomadic work journey is headed. Trust us, it’s a future worth getting excited about!

• Nomadic work is here to stay: Buckle up because the nomadic work trend isn’t just a phase — it’s a revolution. As more companies embrace remote work and people prioritize experiences over routine, the path ahead is paved with adventures. By 2030, it’s predicted that a whopping 70% of the workforce will work remotely at least five days a month.
• Tech – the superpower: Cue the superhero theme music because technology is the cape propelling us into this brave new world. Virtual reality meetings, AI-powered collaboration tools, and workspace booking apps that teleport you to your next desk – the future’s tech buffet is abundant. Just imagine having a holographic meeting with colleagues from three different continents.
• Spaces of tomorrow: Coworking spaces morph into innovation hubs, incubators, and even cultural epicenters. It’s like your regular workspace just took a swig of polyjuice potion and transformed into something even more magical. By the end of 2024, it’s estimated that there will be around 42,000 coworking spaces worldwide.

So, whether in a bustling city or on a serene island, the future is calling – and it’s saying, “Work from anywhere, anytime!” Embrace the wave of change, because the nomadic work journey is only getting started, and technology is your co-pilot. So, here’s to chasing dreams, changing landscapes, and creating a future where your office is as boundless as your imagination.

Featured Image Credit: Provided by the Author; Pexels; Thank you!

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Today, Canon made waves in the semiconductor world by announcing its new nanoimprint lithography systems for chip production. The company is positioning the technology as an alternative to the costly and complex extreme ultraviolet lithography (EUV) systems currently dominated by Dutch firm ASML Holding NV.

According to an Oct. 13 Canon announcement, the firm’s nanoimprint machines can produce 5nm chip circuits, matching the cutting-edge level of EUV. The company predicts enhancements to imprint materials and overlay alignment could improve resolution to 2nm, placing Canon decisively into next-generation manufacturing. This is a significant leap for the Japanese tech giant after lagging behind in the EUV race.

Unlike EUV’s sophisticated use of high-powered lasers, nanoimprinting imprints nanoscale circuit patterns directly onto silicon wafers using a mold-like stamp. Canon believes this simpler mechanical imprinting process will provide a cheaper and more accessible option for chipmakers.

Furthermore, according to Bloomberg the technology’s novelty may allow it to bypass current US export restrictions on EUV systems to China. A Canon spokesperson would not confirm whether the nanoimprint systems would be restricted to Bloomberg.

Nanoimprinting has long been touted as an alternative lithography solution despite past challenges with defects

But after acquiring nanoimprint pioneer Molecular Imprints Inc. in 2014, Canon has dedicated nearly a decade to developing the technology and solving these issues. With the commercial launch, Canon must now prove its nanoimprint systems can enable reliable high-volume manufacturing.

Canon’s rival Nikon Corp. has also struggled to keep pace as ASML dominates the lithography market. ASML has seen tremendous demand with five straight quarters of rising revenues and anticipates 30% net sales growth this year as chipmakers adopt EUV. Canon’s stock has also rallied 26% this year amid broader market gains.

The launch represents Canon’s first foray into cutting-edge lithography systems after years focused on less advanced equipment. This is underscored by the construction of its new semiconductor equipment plant in Utsunomiya to produce the nanoimprint systems. If successfully adopted, the technology could truly shake up an industry firmly entrenched in EUV and end ASML’s monopoly.

Featured Image Credit: Jeremy Waterhouse; Pexels; Thank you!

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Several Indian startups, backed by prominent venture capital funds and private equity investors, are in a frenzied bid to strategize their investments in a sector seldom tapped by the startup ecosystem: banking.

On Oct. 10 TechCrunch highlighted a growing interest among entities like Premji Invest, Multiples, Zerodha, Gaja Capital, and MobiKwik in securing an investment with Nainital Bank, an arm of the Bank of Baroda.

According to sources, four consortia, which include up to 16 participants, have set their sights on this Bank of Baroda division. Simultaneously, separate investment evaluations in Shivalik Small Finance Bank are being undertaken by Lightspeed India Venture Partners and Elevation Capital.

The investment landscape saw Accel and Quona support Shivalik Bank in a move considered out of the ordinary last year. Currently, the bank is on the lookout for fresh capital injection, a development not previously disclosed. The ongoing discussions peg the bank’s valuation at just below the $100 million mark. However, new investors will be restricted to a maximum stake of 4.9% in the bank.

Previous ventures into banking by startups, such as an investment exploration by Peak XV–backed neobank Jupiter, have set a precedent in the industry. The primary motivation behind these venture capitalists exploring bank investments lies in the prospect of forging future partnerships between their fintech startups and these established lenders. Such collaborations promise to enhance revenue growth for banks, given the substantial fintech presence in many investor portfolios.

The scarcity of banking licenses in India has driven startups to secure banks’ stakes. These partnerships potentially allow startups to slash their capital procurement costs.

While the advantages are evident on paper, several industry insiders confessed their lack of clarity on how a bank license could bolster their position. For some, their participation stems from a competitive need to match their rivals’ bids. This race among entities to collaborate with banks gained momentum when Bengaluru-based fintech Slice, received the nod from the Reserve Bank of India (RBI) for a merger with North East Small Finance Bank.

LAST YEAR, the RBI’s revised guidelines mandated several fintech startups, especially those in the lending and card issuance sectors, to overhaul their modus operandi. By greenlighting Slice’s merger, the central bank set a new trajectory for the Indian fintech industry.

Yet, bank mergers and acquisitions of banking licenses remain rare in the South Asian market. This rarity is heightened by the RBI’s stringent regulations, even for minor licenses like those granted to NBFCs. The central bank’s apprehension over tech behemoths’ increasing stake in the finance sector is palpable.

In recent times, the RBI has essentially turned down universal bank applications. A case in point was the rejection of Flipkart magnate Sachin Bansal’s application last year. Bansal’s Navi subsequently parted with its microfinancing division, selling it to Svatantra Microfin for approximately $178.5 million.

In a unique move in 2021, a joint venture of Centrum Financial Services and fintech giant BharatPe was awarded a small finance bank license by the central bank. However, this decision was primarily a measure to alleviate a financial crisis resulting from the disreputable dealings of small lender PMC, limiting BharatPe’s participation as an investor.

The landscape of banking in India is in flux, and the emergent partnerships between startups, VCs, and traditional banks could reshape the financial sector in unprecedented ways.

Featured Image Credit: Photo by Thirdman; Pexels; Thank you!

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Generative AI in sales, especially through platforms like OpenAI’s ChatGPT, is revolutionizing industries, transitioning from content to customer service. Now, according to a recent report by Wired, it seems that the next frontier for the technology will be generative AI in sales.

AI-powered sales pitches

ChatGPT’s generative AI capabilities in sales go beyond merely answering queries or producing text. The AI model is now being trained to handle sales pitches, potentially revolutionizing the way businesses approach their sales strategies. With its ability to analyze vast amounts of data, understand customer preferences, and tailor pitches in real time, ChatGPT presents a formidable tool for businesses looking to optimize their sales processes.

However, this doesn’t necessarily mean that human sales representatives will become obsolete. While ChatGPT can handle initial interactions and basic inquiries, the nuanced art of sales, which often requires a human touch, empathy, and relationship-building, remains a domain where humans excel.

The double-edged sword of AI in sales

Incorporating generative AI, like ChatGPT, into the sales journey brings a plethora of benefits. Speed, efficiency, and the ability to handle multiple queries simultaneously are just a few of the benefits. Moreover, the AI can be trained to stay updated with the latest product information, ensuring that customers always receive accurate and up-to-date details.

Yet, there are concerns. AI’s impersonal nature may not appeal to customers who value human interaction and a personal sales touch.

Additionally, there’s the looming question of job displacement. As businesses lean more into AI for cost-saving measures, the role of human sales reps might diminish.

A future of collaboration, not replacement

Experts believe that the future lies in collaboration rather than replacement. ChatGPT and similar AI models can handle the initial stages of the sales process, filtering inquiries, and providing instant responses. Human representatives can then step in for more complex discussions, negotiations, and relationship-building activities.

While the introduction of generative AI in sales via ChatGPT is captivating and opens up many opportunities, the essence of human interaction in sales is still unparalleled. Businesses looking to integrate AI into their sales processes should aim for a balanced approach, leveraging the strengths of both AI and human representatives.

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Imagine a tech team where every member feels heard, valued, and empowered. Think of a workspace filled with individuals from diverse backgrounds, each bringing their unique perspectives to the table. Among them is Maria, a talented product designer who grew up in a small town, navigating a world dominated by a singular narrative. 

However, her experiences, shaped by her cultural heritage and upbringing, give her a fresh outlook on problem-solving. As Maria joins this inclusive tech team, her ideas and creativity flourish. Collaborating with colleagues from various walks of life, they combine their expertise and viewpoints to create groundbreaking solutions that resonate with a diverse user base. 

This short story exemplifies the power of diversity and inclusion in creating a better tech product. By embracing differences and fostering an environment where everyone’s voice is valued, we pave the way for remarkable innovation and growth. In this article, I’ll explore the benefits of diversity and inclusion in tech teams. I’ll provide insights into cultivating a culture of inclusivity that sets the stage for success in our ever-evolving tech industry. 

Understanding Diversity and Inclusion in the Tech Industry

To truly appreciate the importance of diversity and inclusion in building a solid tech team, we must first understand what these terms encompass and how they differ. 

Diversity goes beyond just demographic factors like race, gender, and age! It encompasses a broad range of experiences, perspectives, and backgrounds. Inclusion, on the other hand, refers to creating an environment where all individuals feel valued, respected, and empowered to contribute their unique insights and skills.

Unfortunately, the tech industry has historically struggled with lack of diversity and inclusion. Women, racial and ethnic minorities, and other underrepresented groups have faced significant barriers to entry and advancement. 

However, acknowledging these challenges allows us to work towards creating a more inclusive tech community.

Think about it…

The benefits of diversity and inclusion in the tech industry are multifaceted and far-reaching. 

By embracing gender diversity in the workplace, for instance, the tech industry can unlock its full potential and create a more inclusive and prosperous future. 

When individuals from diverse backgrounds collaborate, they bring a wealth of different perspectives, ideas, and problem-solving approaches to the table. What you get as an inclusive organization is enhanced creativity, innovation, and out-of-the-box thinking. 

Moreover, diverse teams are better equipped to understand and address the needs of various user bases, resulting in the development of more inclusive and accessible tech solutions.

By fostering a culture of diversity and inclusion, we create a more equitable and fair industry. We also unlock the full potential of our tech teams. 

In the following sections, we will delve deeper into the current state and impact of diversity and inclusion in tech and explore the numerous benefits they bring to the table.

The Impact of Diversity on Tech Team Performance

Embracing diversity goes beyond ticking boxes. It is about creating an environment where individuals from different backgrounds, experiences, and perspectives can thrive. 

Such diversity fosters an atmosphere of innovation, problem-solving, and collaboration. Research consistently supports the positive correlation between diversity and team performance. They highlight the advantages of diverse teams in driving business success. 

Moreover, successful tech companies that prioritize diversity have not only achieved significant growth but also become industry leaders in creating inclusive cultures. 

In the following sections, we will delve deeper into how diverse teams enhance problem-solving and innovation, examine the research supporting the correlation between diversity and team performance, and explore examples of tech companies that have successfully prioritized diversity on their path to success.

How diverse teams can enhance problem-solving and innovation

One of the remarkable aspects of diverse tech teams is their ability to excel in problem-solving and drive innovation. When individuals from different backgrounds, experiences, and perspectives come together, they bring a rich tapestry of ideas and insights that can lead to breakthrough solutions.

Diverse teams have the advantage of approaching problems from multiple angles. Each team member brings their unique knowledge and expertise, which expands the range of possible solutions. 

Different perspectives can challenge conventional thinking and spark creative approaches to tackling complex issues. By embracing diversity, tech teams can tap into a wellspring of creativity and innovation that would be otherwise inaccessible.

Moreover, diversity encourages healthy debates and discussions. When you have a mix of voices, opinions, and ideas in the room, it sparks critical thinking. Different perspectives challenge the status quo, helping to uncover biases and blind spots that might otherwise go unnoticed. This inclusive approach to problem-solving creates an environment where everyone’s voice is valued, fostering a supportive and collaborative team culture.

The positive correlation between diversity and team performance

Numerous studies and research have demonstrated the positive correlation between diversity and team performance in the tech industry. A 2019 study by McKinsey & Company found that companies in the third quartile of gender diversity were more likely to achieve above-average (25% more) profitability than their less-diverse counterparts. The research highlighted that diverse teams tend to foster a more inclusive and innovative environment, driving business success.

Another study published in the Harvard Business Review showed that diverse teams outperformed homogeneous teams in decision-making and problem-solving. The research found that companies with various teams solve problems faster.  HBR found that diverse teams were better at considering different perspectives, processing information more carefully, and avoiding groupthink. This ability to leverage diversity led to more effective and successful outcomes.

Furthermore, several studies have revealed that diverse teams are more likely to produce higher-quality products. Teams with greater gender diversity demonstrated a higher level of attention to detail, problem-solving capacity, innovation, improved communication, and a more customer-centric focus. These factors contribute to enhanced product development and customer satisfaction.

Successful Tech Companies That Prioritize Diversity

Several tech companies have recognized the importance of diversity and made it a priority in their organizational culture. These companies have cultivated a diverse workforce and have also experienced ignificant growth and success as a result.

• Microsoft

One notable example is Microsoft, which has implemented initiatives to increase diversity within its workforce and leadership positions. The company actively seeks to create an inclusive environment where individuals from all backgrounds can thrive.

One of their noteworthy programs is its Diversity and Inclusion Program. This program empowers employees to become advocates for diversity by providing them with training, resources, and opportunities to engage in initiatives that promote inclusivity. These champions are pivotal in fostering a culture where everyone feels valued and respected.

Microsoft also recognizes the importance of supporting underrepresented groups in tech. Their DigiGirlz program aims to inspire young girls to pursue careers in technology. Through workshops, mentoring sessions, and immersive experiences, Microsoft encourages girls to explore the possibilities in the tech industry, breaking down barriers and fostering a more diverse talent pipeline for the future.

Microsoft’s dedication to diversity and inclusion extends to their leadership positions as well. The company has set ambitious diversity goals for its executive team and holds leaders accountable for progress in achieving these goals. By prioritizing diversity at the highest levels of the organization, Microsoft sets a powerful example for the entire industry.

• Google

Google has also made significant efforts to foster diversity and inclusion within its workforce. The company has implemented programs to increase the representation of underrepresented groups, such as women and people from diverse racial and ethnic backgrounds. Google also provides resources and support for employee resource groups that promote inclusivity and celebrate diversity.

Google is widely recognized for its commitment to diversity and inclusion, both within its workforce and beyond. 

One notable program led by Google is the “Made with Code” initiative. This initiative aims to inspire young girls to pursue careers in computer science and close the gender gap in tech. Through partnerships with organizations, coding projects, and events, Google empowers young girls to explore coding and technology, nurturing their passion and potential in the field.

By implementing these diversity and inclusion programs, both internally and externally, Google strives to create a more equitable and inclusive tech industry. The company recognizes that diverse perspectives and experiences are essential for driving innovation and solving complex problems. 

Salesforce

Salesforce, a leading cloud-based software company, has been vocal about its commitment to diversity and equality. The company takes equality as a core value and focuses on building a culture of inclusion, and provides resources and programs to support underrepresented groups in tech. As a result, Salesforce has experienced remarkable growth, both financially and in terms of its reputation as an inclusive employer.

Salesforce is renowned for its commitment to diversity and equality. The company has established robust diversity programs, including initiatives focused on gender equality, racial and ethnic diversity, and LGBTQ+ inclusion. By prioritizing diversity, Salesforce has created an inclusive culture that fosters innovation and drives business growth.

Adobe: Adobe recognizes the importance of diversity in driving innovation and creativity. The company actively supports employee resource groups, provides diversity training, and offers mentorship and sponsorship programs to promote diverse talent. Adobe’s focus on diversity has contributed to its reputation as a leader in design and creativity.

Tackling Common Challenges to Diversity and Inclusion 

We know it! Creating a diverse and inclusive tech team is not a one-time effort. It requires ongoing commitment and the implementation of best practices. Let’s explore common challenges and strategies for building and sustaining a diverse and inclusive tech team.

Monotonous job pool

Picture this: you’re searching for diverse talent, but the applicant pool seems a bit monotonous. Don’t worry! Companies can take proactive steps to expand the pool. 

You can team up with organizations that focus on underrepresented groups. You can cast a wider net through targeted recruitment efforts. Employ graduates from programs like these. You can even give your job descriptions a makeover to make them more inclusive and appealing to a diverse range of candidates.

Overcoming bias 

Bias in recruitment and hiring processes is a sneaky little devil that we need to address. But it’s not an intractable problem. How about implementing blind resume screening or blind hiring? 

It’s like putting on a blindfold and evaluating resumes solely based on qualifications, removing personal information that might unconsciously trigger biases. 

Structured interviews and clear assessment criteria also play a role in leveling the playing field and ensuring fair evaluations.

Education is key

Ongoing training and education are essential for promoting diversity and inclusion. Companies can provide diversity and unconscious bias training to all employees, giving them awareness of their biases and fostering a culture of inclusivity. 

Employee resource groups and mentoring programs can also help create spaces where individuals from underrepresented groups can learn, grow, and be supported.

Building a culture of respect

Nurturing a culture of respect, collaboration, and open communication is vital. Why not encourage your team members to embrace diverse perspectives, challenge biases, and engage in meaningful discussions? But remember, it all begins from the top of the hierarchy!

Foster an environment where everyone feels valued, respected, and empowered to contribute their unique ideas and insights. Finally, celebrate achievements and promote teamwork to create a sense of belonging.

Conclusion

We have explored the multifaceted benefits that diversity brings to the table, from enhanced creativity and innovation to a deeper understanding of diverse user needs. Inclusion fosters an environment where every team member feels valued, empowered, and able to contribute their unique perspectives and talents.

As we move forward, organizations must prioritize diversity and inclusion efforts. It’s not just about ticking boxes or meeting quotas—it’s about creating a culture that embraces diversity as a driver of success. By implementing inclusive policies, practices, and strategies, organizations can unlock the full potential of their teams and contribute to a more inclusive tech industry.

Looking ahead, I envision a future where diversity and inclusion are not just buzzwords but integral components of the tech industry’s DNA. This future holds the promise of more incredible innovation, breakthrough solutions, and a more accessible and equitable tech ecosystem for all.

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Since the onset of the pandemic, organizations across the world have drastically accelerated their digital transformation timetables to remain relevant and keep employees engaged amid changing market dynamics. However, many have failed to fully achieve the business outcomes enabled by successful digital transformation.

At a time when competition in every industry is stronger than ever, that’s a major missed opportunity.

The Reason Behind Transformation Failures

In order to reap the full benefits of digital transformation, it is important to align skills, operations, knowledge, and culture to leverage digitalized work habits and new technologies. Research shows that a lack of this alignment, or digital maturity, is one of the most critical factors in determining why so many organizations fail to meet their digital transformation goals.

The good news? Achieving digital maturity is well within reach for organizations that are willing to put in the work.

What Is Digital Maturity?

Digital maturity is the ability to adapt people, experiences, and businesses to new platforms and tools in order to maximize the value that is created through successful digital transformation. As your transformation ramps up, it’s vital to get a realistic temperature of the digital maturity within your organization so you can avoid common pitfalls.

The more mature your organization’s digital culture is, the more likely it is to succeed in full-scale transformation. Attaining digital maturity means your company can adjust to changes quickly, avoid costly technical delays, and see improved operations alongside heightened efficiency.

Putting People First — Always

So what’s the secret to attaining this optimal level of maturity? First and foremost, establishing a digitally mature culture requires a shift in mindset and the implementation of practical strategies. Organizations must prioritize people over technology and create an environment that enables both employees and the business to thrive.

The benefits of establishing a digitally mature culture include enhancing employee satisfaction and engagement, improving retention rates, and reducing attrition. A people-first approach also attracts top talent, particularly among younger generations who expect organizations to have digital maturity.

The Far-Reaching Effects of People-Centricity

By fostering an environment that values employees and leverages technology effectively, organizations become more attractive to prospective employees. And those that don’t prioritize this type of people-first approach? They will lose out on top talent.

Beyond the obvious employee satisfaction metrics, a people-centric culture promotes growth and encourages continuous learning, all while enabling employees to adapt to change more effectively. This agility drives innovation, productivity, and competitiveness in the digital landscape.

Evaluating the Characteristics of a Digitally Mature Culture

Let’s look at the ingredients that bring a successful digital transformation to life. It’s helpful to evaluate these four characteristics to see where your organization’s digital maturity stands:

Innovation: You should take into consideration how easy it is for your current employees to generate and implement creative ideas. It is critically important to foster a culture that truly encourages and rewards innovations. Make sure that you have the platforms and the resources needed for employees to contribute their ideas. And remember to “decriminalize” so-called failures. Great ideas require plenty of trial and error.

Flexibility: You will need to evaluate the flexibility of your organization and how well it adapts to change so you can determine if there is room for adjustments and if you have the ability to request additional time. It’s important to promote an environment that strives for successful digital transformation and an advanced digital culture — one that encourages employees to adapt to new processes and technologies.

Collaboration: Assess if you’ve created an atmosphere that is conducive to collaboration among all team members. Your organization should encourage open communication and knowledge sharing to keep everyone moving in the same direction. This extends to leadership as well; leaders should be transparent about the company’s digital transform strategy and be open to answering questions and considering new ideas from employees.

Continuous learning: Encouraging ongoing education and training in the digital transformation journey is crucial. Evaluate if you have the proper resources and processes in place to do so. You want your employees to regularly engage in various types of learning to ensure they have a clear understanding of the digital culture, processes, and technologies used within your organization. Fostering this type of culture also shows employees that you are invested in their growth, increasing satisfaction and the ability to attract new talent.

How Organizations Can Ensure Successful Digital Transformation

There are several strategies you can implement in order to make your digital transformation successful while prioritizing your people. The most effective strategies include the following:

1. Take a Bottom-Up Approach.

Your employees play an integral part when it comes to implementing a successful digital transformation. For this reason, it is in your best interest to implement a bottom-up approach and allow all employees to play an active role in the process right from the beginning. When everyone is onboard and rowing in the same direction, the destination becomes a lot easier to reach.

2. Recognize Your Current State of Digital Maturity.

It is important for you to assess how digitally mature your organization is. There’s no need to sugarcoat the findings. Be realistic. Determining the current maturity level among your employees can help you hone in on the organization’s acceptance and willingness to make the necessary changes. A great way to do this is to survey your employees: What do they want from your digital transformation? How are they engaging with new processes? Taking the pulse of the organization provides valuable feedback needed to make future adjustments.

3. Overcome Resistance to Change.

One of the biggest challenges to successful digital transformation is gaining buy-in from those who are wary of the transition. However, overcoming this resistance to change is key to ensuring you are able to make the transformation work. One of the best things that you can do to help overcome such resistance is to create a support system for staff and leadership. Create an environment of open communication where you can discuss how digital maturity can be viewed as an opportunity instead of a threat. Emphasize the end goal if necessary; the company’s vision is X, and improving digital maturity is the way to achieve that.

Make no mistake, implementing these strategies does take dedicated time and effort. But doing so can help to ensure your organization is prepared to prioritize and support employee engagement amid constant change. Following the above steps will do wonders for enhancing your digital maturity and, ultimately, make your digital transformation more successful. There’s no better time to act than now.

The post A Successful Digital Transformation Starts (and Ends) With People appeared first on ReadWrite.

Content is one of the pillars of any e-commerce platform. Whichever products you sell, they at least need proper descriptions so that your customers can find them and understand what they are looking at. Writing hundreds of descriptions is a chore though, and takes hours, days and weeks.

A big company like Amazon with its 1.5 million employees may not even give a hoot about content production costs. For a small business where human resources are always limited, it becomes a real burden. In this article, I will tell you how to write content fast.

Facing the Problem

Let me introduce myself: my name is Andrei and I’m a senior editor at A1 SolarStore, an American online solar equipment store. There are two types of content that our website requires.

The first one is articles about solar energy and how to use it. This is high-quality content that we keep engaging and helpful for readers: we pick a topic, we do the research, and we spend a lot of time editing and polishing the text. Our efforts bear fruits but it still would be nice not to spend over 10 man-hours on a single article.

The second is all sorts of service texts. They are SEO-optimized and frankly dull and exhausting to write. In particular, our business needs descriptions for every solar panel that it sells. To make a description, a copywriter needs about 1-2 hours. There are hundreds of solar panels in stock with new ones being added constantly, so you can imagine the sheer volume of work.

We are always looking for solutions that would allow us to do more and work less. That’s why we embarked on a quest to minimize the time we spend writing the same things over and over again.

Speeding Up the Magazine

Of course, we tried to make ChatGPT write high-quality content for us. While this AI is a wonder, the results were controversial.

As you get familiar with ChatGPT, its flaws shine through. Here are the ones that we found most problematic:

• ChatGPT 3.5 knowledge cuts off in September 2021. You can’t use it if you need the latest information.
• You have to do fact-checking. ChatGPT makes mistakes: some come from outdated databases and some appear just because the bot was taught incorrectly. In-depth articles are what it struggles with, especially if your subject is complex and uncommon to begin with.
• It doesn’t write well. The sentences are wordy, dull, and complex. Editing them sometimes takes more time than writing a piece from scratch.

When your blog has an established style, the quality of content is important and you need up-to-date info, ChatGPT capabilities are limited. We still use it a lot though. Rather than making it write articles for me, I ask it to explain difficult concepts for me, do the math, brainstorm ideas for headlines and many more.

Finding the right prompts is important. A query like “Explain x in simple terms”, “Explain x to me as if I’m a beginner” sometimes returns answers that you can use in your articles as is. Be specific about your task. Set up limitations: “Write two paragraphs, three sentences each”.

If you don’t like what you get, try breaking up the task into smaller pieces. Instead of asking to write an entire article, try asking ChatGPT questions that different parts of your text should answer. If you have a part that gets repeated often in your articles, I recommend trying QuillBot for paraphrasing.

Some articles just can’t be written with ChatGPT. With some, AI does most of the job and the result needs just a little polishing. Overall, AIs have proven to be immensely useful and have sped up our work by 20-60% on average.

Automating Descriptions

Unfortunately, we couldn’t make ChatGPT write product descriptions for us. However, our copywriter Max Kulik got so fed up with depicting different solar panels that he devised his own solution. This is where we’ve got our own breakthrough with how to write content fast.

Product descriptions follow or can be made to follow a similar structure. In the case of solar panels, the content is also very similar. There are a few technologies and features that may be different across individual solar panels, but there are not many overall. To give an example, solar panel descriptions often mention power output, efficiency, weather resistance, design features, etc.

When a product goes out of stock, the efforts that went into talking about it seem wasted. But what you wrote there may be valuable in and of itself. If you like how you conveyed a concept like warranties of a solar panel in a particular description, you can use it in the next one. Rather than just using Ctrl+C Ctrl+V, Max decided to automate the whole process.

Devising the Algorithm

A little bit of creativity and basic coding skills can go a long way. This is the process that Max followed in order to automate our descriptions:

1. Max identified the common structure and content of solar panel descriptions. After writing descriptions manually for so long, it wasn’t difficult to come up with a universal structure.
2. Using the structure, he created a template for solar panel descriptions. This template was divided into multiple logical parts, with some parts being optional depending on the specific panel.
3. Max separated existing descriptions into building blocks. He used our stockpile of written descriptions, separating each into the building blocks for our template. This involved identifying the specific information that each description contained and fitting it into the appropriate sections of the template.
4. Our copywriter replaced individual recurring data with variables. This would allow us to easily change the descriptions to reflect the specific characteristics of each panel.
5. Max wrote a Python script for a program that would create a description based on 25 individual characteristics that would be filled manually for each panel in a Google sheet. Based on these traits, our script would automatically fill in the appropriate details and pick the template sections required for each particular description.
6. Finally, we were able to Implement the automated process. We used Google Colab to create a simple interface. Whenever a new panel came, we could just fill the Google sheet with its characteristics, run all cells in the notebook and get a link to the Google doc with the description in just a few seconds.

How to Write Content Faster: The Results

The program that Max developed for this automation process wasn’t all that complex, and we didn’t even have to send a request to our IT department. The Python script uses Numpy, Gsread and Docx libraries to handle and manipulate data. Manually written and proofread texts meant we didn’t need advanced natural language processing techniques to ensure that the generated descriptions are grammatically correct and semantically meaningful.

Still, the script includes a number of validation checks to ensure that the input parameters are accurate and complete. For example, the script checks to see if the input values fall within a certain range or if they match a specific format. This helps to prevent errors and ensure that the generated descriptions are as accurate as possible.

The solution took us under 30 hours of work, including preprocessing of the manually written texts. It works: it now takes around 10 minutes to write a description for a solar panel. Aside from filling the Google sheet with the panel’s characteristics, which takes about 10 minutes, all that’s required is a couple of clicks. When you build a text like a Frankenstein monster, it isn’t always pretty. But it doesn’t have to be: these descriptions do the job, and the tool saves our copywriters countless hours each week.

All the magic is in making a universal template and preprocessing the available texts. Just 5–7 alternatives for each logical block in your description template can give decent results. Make sure the alternatives are fully interchangeable and really think about the characteristics you’ll use and how they will be affecting the composition of the resulting description. This will guarantee linguistic diversity and good structure. Shoutout to Max who taught us how to write content faster – thank you from the bottom of my heart.

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The seismic shift in the global workforce towards the inclusion of independent contractors has marked the dawn of a new era in employment trends. The democratization of work, propelled by technological advancements, legislative changes, and evolving worker preferences, has paved the way for this paradigm shift. In the 2020s, these contractors—once seen as peripheral players—have gradually moved from the fringes to the heart of the modern workforce, embodying a transformative trend that promises to redefine the future of employment.

This article explores the journey of independent contractors, tracing their evolution from niche roles to mainstream workforce options. It analyzes how the acceleration of remote work, spurred initially by technology and later dramatically propelled by the COVID-19 pandemic, fostered an environment conducive to the growth of independent contractors. The increased reliance on the gig economy is also assessed, shedding light on its contribution to the surge of independent work.

Looking into the future, this piece explores the potential trends and challenges that independent contractors could encounter. The advent of Artificial Intelligence (AI) and automation, the continued rise of the gig economy, evolving legal landscapes, and the possible impact of broader economic and societal factors are all critically examined. These elements will undoubtedly shape the future of independent contractors in the workforce.

Employment Trends in the 2020s

As we enter the third decade of the 21st century, one of the most notable shifts in the labor market has been the rise of independent contractors. This trend is not just a minor blip on the radar but a significant shift reshaping the nature of work, employment, and business operations.

Shift Toward Remote Work

The shift toward remote work has played a significant role in the rise of independent contractors. Technological advances, particularly the widespread availability of high-speed internet and the development of various digital tools and platforms have made it possible for individuals to work from anywhere in the world. This shift has increased the demand for independent contractors and created an environment where it is easier for individuals to start and operate their own businesses, often working as independent contractors themselves.

The move toward remote work started to gain momentum in the early 2000s, but it was the COVID-19 pandemic that really accelerated this trend. As businesses were forced to close their offices and shift to remote work, they had to rethink their staffing strategies. Many found that hiring independent contractors already set up to work remotely was an effective solution. This shift has not only led to a rise in independent contractors but has also opened up a whole new world of opportunities for individuals and businesses alike.

The Gig Economy

The gig economy, characterized by short-term, flexible jobs often facilitated by digital platforms, has also contributed to the rise of independent contractors. Gig workers, who are usually classified as independent contractors, offer services per job. This includes everything from ride-share drivers to freelance writers and graphic designers.

The gig economy has exploded in recent years, driven by the desire for flexibility and the ability to work independently. For businesses, the gig economy offers a flexible workforce that can be scaled up or down depending on demand without the overhead costs associated with traditional full-time employees. For workers, the gig economy allows the freedom to choose when, where, and how much they work.

Changes in Employment Legislation

Changes in employment legislation have also played a role in the rise of independent contractors. In many countries, employment laws have been updated or revised to reflect the changing nature of work. These changes often focus on providing more protections for independent contractors, recognizing their growing importance in the modern workforce.

How have Independent Contractors Changed in the Past Decade?

From Peripheral to Mainstream: The Rising Role of Independent Contractors

A decade ago, independent contractors were a peripheral part of the workforce. They were typically engaged in specialized tasks that were not within the core competency of organizations. However, over the years, they’ve moved from the fringes to the core of the workforce.

Today, independent contractors are integral to the functioning of many organizations. They bring in unique skills and flexibility that allow organizations to adapt quickly to changing business landscapes. The rise of independent contractors has been facilitated by several factors, including technological advancements and changing workers’ attitudes and preferences.

Technological Innovations Facilitating Independent Work

Technology has played a pivotal role in the rise of independent contractors. The advent of digital platforms has made it easier for organizations to connect with independent workers.

These platforms have increased the visibility of independent contractors and made it easier for them to find work. They have also simplified managing independent workers, making it more feasible for organizations to incorporate them into their workforce.

Additionally, the proliferation of remote work tools, like project management software and video conferencing, has enabled organizations to collaborate effectively with independent contractors, regardless of location.

Changes in Workers’ Attitudes and Preferences

Alongside technological advancements, there’s been a shift in workers’ attitudes and preferences. More and more workers, especially from Generation Z, are now seeking flexibility and autonomy, which independent work offers. Independent contractors have the freedom to choose their projects, set their own rates, and work at their own pace. The traditional 9-to-5 work schedule does not bind them, and have the liberty to work from anywhere. This shift in workers’ preferences has further spurred the rise of independent contractors.

Future Trends for Independent Contractors

The Continued Growth of the Gig Economy

Looking ahead, the gig economy is expected to continue its upward trajectory, propelled by its advantages to organizations and workers. For organizations, independent contractors offer a cost-effective way to access specialized skills. They also provide the flexibility to scale up or down depending on business needs. For workers, the gig economy offers the flexibility and autonomy that many seek in their work. The continued growth of the gig economy will likely further increase the prevalence of independent contractors in the workforce.

The Role of AI and Automation in Independent Work

AI and automation are set to play a significant role in the future of independent work. These technologies can automate routine tasks, allowing independent contractors to focus on more complex and value-adding tasks. They can also help match independent contractors with suitable projects, making finding work more efficient. However, they also pose a threat to jobs, especially those that involve routine and repetitive tasks. Independent contractors must continually upskill and reskill to stay relevant despite these technological advancements.

Evolving Legal Landscape for Independent Contractors

The legal landscape for independent contractors is also evolving. Governments worldwide are grappling with the challenge of protecting independent contractors’ rights while fostering the growth of the gig economy. Some countries are introducing laws to provide independent contractors with benefits typically associated with traditional employment, like paid leave and health insurance. However, these laws also risk stifling the flexibility that makes independent work attractive. Striking the right balance will be a key challenge for policymakers.

Potential Impact of Economic and Societal Factors

Economic and societal factors could also impact the future of independent contractors. Economic downturns, for instance, could lead to a surge in independent work as organizations look to cut costs. Conversely, economic booms could decrease independent work as organizations have more resources to hire full-time employees. Societal factors, like changing attitudes toward work-life balance, could also influence the prevalence of independent contractors. The demand for independent work could increase if more workers prioritize flexibility and autonomy.

Conclusion

In conclusion, the rise of independent contractors has been a significant shift in the modern workforce. This trend is likely to continue, driven by technological advancements, changing workers’ attitudes, and the evolving economic and legal landscape. As we navigate this new world of work, organizations, workers, and policymakers must understand and adapt to these changes. Independent contractors are here to stay, and they will play an increasingly important role in shaping the future of work.

Featured Image Credit: Graphic by freepik; Thank you!

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If we take a look at statistics, the number of occupational injuries has reduced over the past 50 years. Although this may sound encouraging, there are still 6000 deaths every day due to workplace accidents. This is because there are still many business owners for whom safety is an afterthought.  It’s only when an employee gets injured that they become aware of the significant implications of neglecting safety.  Unfortunately, it is difficult to regain employee trust and restore your reputation once such an incident happens. Not to mention that there are also financial implications; according to https://www.howmuchcompensation.co.uk/ , employees can claim compensation for work-related accidents that will help cover their medical bills.

Employees are the most valuable resource in your company, and they should come to work without being worried they may get injured or lose their lives in an accident that most of the time can be prevented. But this requires responsibility from the part of the employers, who must evaluate potential hazards in the workplace and do what it takes to protect employees from getting harmed.

If you want to learn more about the importance of building a safety culture in your business, keep reading.

Evaluating your organization’s culture: important areas of focus

You can’t commit to safety within your organization until you get clear on your current attitude towards it and what you have done until now in this regard. So, the first thing you want to do is assess the safety culture in your company by focusing on nine main areas:

Views on health and safety.

How is health and safety perceived at your company? Is it recognized as something crucial, or do people treat it in a superficial way? What about employees? Do they understand their roles regarding health and safety and the policies in place? Asking these questions is an essential step in evaluating safety culture.

Management and leadership involvement.

Executives and managers of a company should commit to the best health and safety practices, so consider whether they truly prioritize it and how involved they are in safety decisions.

Employee involvement.

Creating a powerful safety culture isn’t just management’s job – employees should also contribute to it. This is not a one-way street: everyone at the company should prioritize this aspect. So, you want to consider whether they are encouraged to participate in safety initiatives and develop policies and procedures.

Education and training.

You can’t expect employees to carry out their work tasks adequately if you don’t provide health and safety training. This is a critical step in driving your safety culture, ensuring everyone understands the risks associated with their job and how to mitigate them.

Communication.

Effective communication plays a major role in building a safety culture and improving workflow within the organization. So, consider whether team members simply get a generic message or if it is tailored based on their roles.

Accountability.

Employees will get more involved in safe behaviors if they understand they are also responsible for protecting their co-workers. So, determine if they are held accountable for following the procedures in place and what are the consequences for not doing so. It’s worth noting that blaming or punishing employees is never the right thing to do. It will only have negative effects, leading to an unhealthy workplace. Instead, you should take this as an opportunity to understand the root cause of their behavior.

Investigation and incident reporting.

Incidents should be investigated rapidly to take corrective actions as soon as possible. But this can only happen if employees report an unfortunate situation. So, make sure to check whether this is currently a practice within your company.

On-going improvement.

You can’t build a solid safety culture unless you focus on continuously enhancing your health and safety program. This involves assessing safety performance frequently by using the right metrics, measuring progress, and identifying strengths and weaknesses in the current program related to health and safety.

Technology.

Technology can be very effective in creating a strong safety culture at your company. If you use a tech tool, you should evaluate whether it is working properly and if employees can use it with ease.

A positive safety culture is a vital ingredient of the recipe for business success

The purpose of investing in a safety culture is to reduce workplace accidents. And while this may initially seem like a benefit for employees, it also has a positive impact on the bottom line of your business. Committing to safety translates into lowered costs, at the same time reducing the loss of employees and boosting loyalty and trust in the management of the company. Moreover, it increases employee morale and productivity. This means they will complete more tasks in less time, thus contributing to the growth of your organization.

Obviously, one of the greatest benefits of committing to health and safety is that it will create an excellent impression on customers. This positive reputation also has the potential to attract investors who do not put their money into a company without evaluating the work environment and employee conditions. Attracting more customers and investors brings more income to your organization, which is the ultimate goal. It is pretty straightforward: as long as you take care of your employees, your business will flourish. On the contrary, if you fail to protect them, your reputation will fall. This makes it difficult to retain and recruit top talent.

Final thoughts

It is easy to identify companies with a positive safety culture, as they share essential characteristics, including powerful accountability, continuous improvement of safety procedures, effective communication, risk mitigation, and empowered employees. When you stand out as an organization that prioritizes employees’ health and well-being, you increase the odds of attracting the best people at your company who share similar values and are motivated to use their skills to help your business thrive. Yes – investing in a safety culture takes a lot of commitment and effort. But it is really worth it, given its major impact on your organization’s bottom line.

So, will you consider the tips above and become a safety culture leader?

The post Countering The Risk of Daily Work-Life Through Safety Culture Commitment appeared first on ReadWrite.

Electricity powers nearly every aspect of our lives. From powering our homes and workplaces to enabling communication and transportation, electricity plays a vital role in our daily routines. In Australia, the responsibility for ensuring safe and reliable electrical systems falls upon the shoulders of electricians. These skilled professionals are instrumental in keeping our electrical infrastructure running smoothly and maintaining the safety and functionality of our homes, businesses, and public spaces. This article explores the importance of retail electricians in the Australian community and highlights their crucial role in maintaining a well-functioning electrical network.

1. Ensuring Electrical Safety

One of the primary responsibilities of retail electricians is to ensure electrical safety in both residential and commercial settings. With the proliferation of electrical appliances and gadgets, the risk of electrical accidents and fires has increased significantly. Electricians are crucial in identifying potential hazards, conducting electrical inspections, and implementing safety measures to mitigate risks. From installing and maintaining circuit breakers and surge protectors to addressing faulty wiring or outlets, electricians help prevent electrical accidents, protecting lives and property.

Furthermore, retail electricians are well-versed in the Australian Electrical Standards and regulations designed to ensure electrical safety. They ensure that electrical installations are up to code, follow safety guidelines, and comply with legal requirements. By adhering to these standards, retail electricians ensure that electrical systems are safe and reliable for individuals and businesses alike.

2. Installation and Maintenance

Retail electricians are indispensable when it comes to installing and maintaining electrical systems. Whether it’s a new construction project or an upgrade of an existing building, electricians play a vital role in ensuring that electrical systems are properly installed and functioning optimally. They have the technical expertise to design and install electrical infrastructure, including wiring, switches, lighting fixtures, and outlets, to meet specific requirements.

In addition to installation, retail electricians also provide ongoing maintenance services. Regular inspections, testing, and maintenance of electrical systems help identify potential issues before they escalate into major problems. By conducting preventive maintenance, electricians ensure that electrical systems operate efficiently and reliably, minimizing the risk of downtime and electrical failures.

3. Energy Efficiency and Sustainability

With the growing concerns about climate change and the need for sustainable practices, retail electricians are playing a crucial role in promoting energy efficiency. They possess the knowledge and expertise to recommend and install energy-efficient appliances, lighting solutions, and renewable energy systems. By implementing these solutions, electricians help reduce energy consumption, lower utility bills and minimize the environmental impact.

Moreover, retail electricians are well-versed in the latest technologies and advancements in the field of energy efficiency. They can provide valuable advice on smart home automation systems, energy management solutions, and integrating renewable energy sources such as solar panels. By embracing these technologies, individuals and businesses can reduce their carbon footprint while enjoying the benefits of cost savings and increased sustainability.

4. Supporting Business Operations

Retail electricians play a critical role in maintaining uninterrupted functionality in the retail industry, where businesses rely heavily on electrical systems for their operations. Retail stores, supermarkets, and shopping centers rely on electrical infrastructure to power their lighting, security systems, cash registers, and other essential equipment. Electricians ensure that these systems operate efficiently, promptly addressing any electrical issues to minimize disruptions.

Furthermore, retail electricians also support businesses by providing expert advice on electrical layout and design. They can help optimize electrical systems to improve energy efficiency, reduce operating costs, and enhance the overall functionality of the business. Electricians can also assist with installing specialized equipment and systems specific to the retail industry, such as point-of-sale systems, digital signage, and security cameras.

Conclusion

In conclusion, electricians are invaluable members of the Australian community. Responsible for ensuring electrical safety, installing and maintaining electrical systems, promoting energy efficiency, and supporting business operations. Their expertise and knowledge play a vital role in keeping our homes, businesses, and public spaces safe, functional, and sustainable.

The importance of retail electricians cannot be overstated. Their dedication to electrical safety helps prevent accidents and protect lives and property. Their skills in installation and maintenance ensure that electrical systems are reliable and meet the specific needs of individuals. By promoting energy efficiency and sustainability, electricians contribute to reducing energy consumption and environmental impact.

It is crucial to recognize the significant role that retail electricians play and to appreciate their expertise and professionalism. As the electricity demand continues to grow, the skills provided by retail electricians will only become more critical.

By supporting and valuing these professionals, we can ensure a safe, reliable, and sustainable electrical infrastructure.

Featured Image Credit: Provided by Author; Photo by Trinh Tran; Pexels; Thank you!

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The topic of how to assemble an efficient data team is a highly debated and frequently discussed question among data experts. If you’re planning to build a data-driven product or improve your existing business with the help of public web data, you will need data specialists.

This article will cover key principles I have observed throughout my experience working in the public web data industry that may help you build an efficient data team.

Why isn’t there a universal recipe for assisting with public web data?

Although we have yet to find a universal recipe for assisting public web data — the good news is that there are various ways to approach this subject and still get the desired results. Here we will explore the process of building a data team through the perspective of business leaders who are just getting started with public web data.

What is a data team?

A data team is responsible for collecting, processing, and providing data to stakeholders in the format needed for business processes. This team can be incorporated into a different department, such as the marketing department, or be a separate entity in the company.

The term data team can describe a team of any size, from one to two specialists to an extensive multilevel team managing and executing all aspects of data-related activities at the company.

Where to start?

There’s a straightforward principle that I recommend businesses working with public web data to follow: an efficient data team works in alignment with your business needs. It all starts with what product you will build and what data will be needed.

Simply put, every company planning to start working with web data needs specialists who can ingest and process large amounts of data and those who can transform data into information valuable for the business. Usually, the transformation stage is where the data starts to create value for its downstream users.

To get to this stage, a small business can even start with one specialist.

The first hire can be a data engineer with analytical skills or a data analyst with experience working with big data and light data engineering. When building something more complex, it’s essential to understand that public web data is essentially used for answering business questions, and web data processing is all about iterations.

No matter the complexity of your product, you always start with acquiring a large amount of data.

Further iterations may include aggregated data or enriching your data with data from additional sources. Then, you process it to get information, like specific insights. As a result, you get information that can be used in processes that follow, for example, supporting business decision-making, building a new platform, or providing insights to clients.

The answer to what data team you need is connected to the tools you will be using,

Looking from a product perspective, the answer to what data team you need is connected to the tools you will be using, which also depends on the volumes of data you will be using and how it will be transformed. From this perspective, I can split building a data team into three scenarios:

• Scenario 1. You work with semi-automated or fully automated tools that don’t require customization and specific skills. Junior-level data specialists may even handle some tasks.
• Scenario 2. Some operations or data transformation processes require development work outside of the tools you’re using.
• Scenario 3. You cannot use the abovementioned options because your product requires full customization. In this case, you could use open-source software and build everything from scratch based on your exact product needs.

What is your product and vision for building an efficient data team?

Ultimately, the size of your data team and what specialists you need depend on your product and vision for it. Our experience building Coresignal’s data team taught us that the key principle is to match the team’s capabilities with product needs, despite the seniority level of the specialists.

How many data roles are there on a data team?

The short answer to this question is “It depends.” When it comes to the classification of data roles, there are many ways to look at this question. New roles emerge, and the lines between existing ones may sometimes overlap.

Let’s cover the most common roles in teams working with public web data. In my experience, the structure of data teams is tied to the process of working with web data, which consists of the following components:

• Getting data from the source system;
• Data engineering;
• Data analytics;
• Data science.

In her article published in 2017, a well-known data scientist Monica Rogati introduced the concept of the hierarchy of data science needs in an organization. It shows that most data science-related needs in an organization are related to the parts of the process at the bottom of the pyramid – collecting, moving, storing, exploring, and transforming the data. These tasks also make a solid data foundation in an organization. The top layers include analytics, machine learning (ML), and artificial intelligence (AI).

However, all these layers are important in an organization working with web data and require specialists with a specific skill set.

Data engineers

Data engineers are responsible for managing the development, implementation, and maintenance of the processes and tools used for raw data ingestion to produce information for downstream use, for example, analysis or machine learning (ML).

When hiring data engineers, overall experience working with web data and specialization in working with specific tools is usually at the top of the priority list. You need a data engineer in scenarios 2 and 3 mentioned above and in scenario 1, if you decide to start with one specialist.

Data (or business) analysts

Data analysts primarily focus on existing data to evaluate how a business is performing and provide insights for improving it. You already need data analysts in scenarios 1 and 2 mentioned above.

The most common skills companies seek when hiring data analysts are SQL, Python, and other programming languages (depending on the tools used).

Data scientists

Data scientists are primarily responsible for advanced analytics that are focused on making future predictions or insights. Analytics are considered “advanced” if you use them to build data models. For example, if you will have machine learning or natural language processing operations.

Let’s say you want to work with data about companies by analyzing their public profiles. You want to identify the percentage of the business profiles in your database that are fake. Through multiple multi-layer iterations, you want to create a mathematical model that will allow you to identify the likelihood of a fake profile and categorize the profiles you’re analyzing based on specific criteria. For such use cases, companies often rely on data scientists.

Essential skills for a data scientist are mathematics and statistics, which are needed for building data models, and programming skills (Python, R). You will likely need to have data scientists in scenario three mentioned above.

Analytics engineer

This relatively new role is becoming increasingly popular, especially among companies working with public web data. As the title suggests, the role of an analytics engineer role is between an analyst who focuses on analytics and a data engineer who focuses on infrastructure. Analytics engineers are responsible for preparing ready-to-use datasets for data analysis, which is usually performed by data analysts or data scientists, and ensuring that the data is prepared for analysis in a timely manner.

SQL, Python, and experience with tools needed to extract, transform, and load data are among the essential skills required for analytics engineers. Having an analytics engineer would be useful in scenarios 2 and 3 mentioned above.

Three things to keep in mind when assembling a data team

As there are many different approaches to the classification of data roles, there’s also a variety of frameworks that can help you assemble and grow your data team. Let’s simplify it for an easy start and say that there are different lenses through which a business can evaluate what team will be needed to get started with web data.

Data lens

I’m referring to the web data in this article is big data. Large amounts of data records are usually delivered to you in large files and raw format. It would be best to have data specialists with experience working with large data volumes and the tools used for processing it.

Tech stack lens

When it comes to tools, you should consider that tools that your organization will use for handling specific types of data will also shape what specialists you will need. If you need to become more familiar with the required tools, consult an expert before hiring a data team or hire professionals to help you select the right tools depending on your business needs.

Organizational lens

You may also start building a data team by evaluating which stakeholders the data specialists will work closely with and deciding how this new team will fit into your vision of your organizational structure. For example, will the data team be a part of the engineering team? Will this team mainly focus on the product? Or will it be a separate entity in the organization?

Organizations that have a more advanced data maturity level and are building a product that is powered by data will look at this task through a more complex lens, which involves the company’s future vision, aligning on the definition of data across the organization, deciding on who and how will manage it, and how the overall data infrastructure will look as the business grows.

What makes a data team efficient?

The data team is considered efficient as long as it meets the needs of your business, and almost in every case, the currency of data team efficiency is time and money.

So, you can rely on metrics like the amount of data processed during a specific time or the amount of money you spend. As long as you track this metric at regular intervals, the next thing you want to watch is the dynamics of these metrics. Simply put, if your team is managing to process more data with the same amount of money, it means the team is becoming more efficient.

Another efficiency indicator that combines the aforementioned is how well your team is writing code because you can have a lot of resources and perform iterations quickly, but errors equal more resources spent.

Besides the metrics that are easy to track, one of the most common problems that companies experience is trust in data. Trust in data is precisely what it sounds like. Although there is a way to track the time it takes to perform data-related tasks or see how much it costs, stakeholders may still question the reliability of these metrics and the data itself. This trust can be negatively impacted by negative experiences like previous incidents or simply the lack of communication and information from data owners.

Moreover, working with large volumes of data means spotting errors is a complex task. Still, the organization should be able to trust the quality of the data it uses and the insights it produces using this data.

It is helpful to perform statistical tests allowing the data team to evaluate the quantitative metrics related to data quality, such as fill rates. By doing this, the organization can also accumulate historical data that will allow the data team to spot issues or negative trends in time. Another essential principle to apply in your organization is listening to client feedback regarding the quality of your data.

To sum up, it all comes down to having talented specialists in your data team who can work quickly, with precision, and build trust around the work they are doing.

Conclusion

To sum everything up, here are helpful questions to help you assemble a data team:

• What is your product?
• What data will you be using?
• What are the key components of the product that involve data?
• What are the results expected from different project stages involving data?
• What tech stack will be required for that?
• Who are the stakeholders?
• What indicators will help you evaluate if your current data team meets your business needs?

I hope this article helped you gain a better understanding of different data roles that are common in organizations working with public web data, why they are essential, which metrics help companies measure the success of their data teams, and finally, how it is all connected to the way your organization thinks about the role of data.

Featured Image Credit: Photo by Sigmund; Provided by Author; From Unsplash; Thanks!

The post How to Build an Efficient Data Team to Work with Public Web Data appeared first on ReadWrite.

Ever since the COVID-19 pandemic, remote work and hybrid work have encroached their way into normalcy. Now that many people have gotten used to this arrangement, with some of those people thriving in it, it’s unlikely that remote or hybrid work will ever go away.

But remote work is starting to lose momentum.

Why is this the case?

The End of the Pandemic

At the beginning of the COVID-19 pandemic, companies worked fervently to develop new policies and transition to a fully remote environment to maintain public health and comply with regulations and recommendations from authorities.

There were certainly people working from home long before the pandemic, and working from home was on an upward trajectory before this virus began to spread. The dawn of the pandemic was a flashpoint that sparked millions of businesses and individuals to adopt a policy they may not have been ready for. It’s no surprise that the end of the pandemic would inspire them to revert to old ways.

There are a couple of complicating factors here. First, what day did the pandemic end? Most of us witnessed a slow and ambiguous transition from borderline apocalyptic conditions to a return to everyday life – and this unfolded over the course of a couple of years. With no official end date and lingering pandemic uncertainty, many organizations are only now feeling comfortable reverting back to office work.

Second, many companies handled the transition to working remotely in a sloppy and improvised fashion. They pretty much had to. Some tech startups were able to plan a fully functional, remote business from the ground up, but most businesses simply took work in the office and tried to shoehorn it into a work-from-home model. Unfortunately, this sloppy and improvised approach probably led to inferior remote work results, prompting leaders to assume that remote work was the root cause of the problem. Accordingly, sentiments toward working from home have shifted.

The Complicated Question of Productivity

Does working from home make you more productive?

It’s a complicated question. In the mid-2010s, we saw a slew of new scientific studies that suggested working from home increased productivity, but even those were questioned; was it working from home that made people more productive, or were people trying extra hard to prove that working from home was a benefit worth retaining?

In reality, the simple answer is that working from home makes some people more productive and some people less productive. There are too many variables, including contradictory ones, to come up with a concise and universal explanation.

For example:

Workspaces.

The nature of your workspace can make a big impact on your productivity and mindset. Some people even chose to work outside, sprucing up the outdoor setup with a full outdoor kitchen and a set of comfy patio furniture. Some people upgraded a room in their house to serve as a fully functional and isolated office. These spaces facilitate higher productivity. But other people simply chose to work on the couch, or at the dining room table, and some people barely had enough living space to work comfortably. These options aren’t conducive to long-term productivity.

Personal autonomy.

Typically, working from home means having more personal autonomy. You may have more scheduling flexibility, and you’ll certainly have more leniency with how you work. For some people, this is a godsend, enabling them to tap into their true potential. For others, freedom is a double-edged sword; they may find it harder to focus or stay on task when left to their own decisions.

Isolation from distraction.

Are there more or fewer distractions when you work from home? It depends. Some remote workers were able to create an environment where they were completely free from distraction, isolated from both coworkers and family members. But for others, working from home increased the number of distractions preventing them from working productively. Loud children playing, access to the TV, and noisy traffic are just a few examples. It’s also worth noting that some distractions can be valuable; having access to a break room or participating in conversations with coworkers can be a meaningful opportunity to destress and decompress.

Access to resources.

It’s hard to make the argument that an average person has access to more resources in a remote work environment than they do in a traditional office environment. With access to coworkers, better technology, and more support, most people thrive in a traditional environment over a remote one. But some remote workers were able to afford (or were granted) an environment that could at least come close to what they had previously.

Digital collaboration tools.

Do digital collaboration tools make us more productive or less productive? Again, it all depends. Some people take to these tools better than others, and some tools are strictly better than others. Project management platforms, shared document editors, and similar tools enhance our capabilities – but they’re rarely a complete substitute for traditional forms of collaboration.

Virtual Meeting Fatigue

Remote work motivated the development of novel technological innovations, including sophisticated video chatting tools that turned virtual meetings into the “new normal.” Virtual meetings are often better than not meeting at all, but they pale in comparison to in-person meetings. Between technological hiccups, awkward interruptions, audio issues, and lessened effects of body language and tone, millions of people are now suffering from virtual meeting fatigue.

Stagnated Development

Some corporate leaders, managers, and other authorities are beginning to grow concerned about stagnated development. Junior and inexperienced employees tend to thrive more in environments where they’re constantly interacting and engaging with peers and mentors. After witnessing stagnated skill development, remote work is looking less attractive.

Loneliness and Isolation

Remote work doesn’t have to be lonely, but it often is. Despite the fact that most people celebrated the opportunity to get away from bosses and coworkers, the reality is, human beings are social creatures that thrive in groups. The novelty of alone time at work quickly wore off for millions of people. Additionally, it was replaced by loneliness, and sometimes, depression. It’s true that people can find substitute forms of social interaction, spending more time with friends and family members or engaging in public groups, but for many, interacting in a traditional work environment feels like a practical necessity.

Incentives and Demands

There are many possible motivations for corporate decision makers to reestablish a traditional office environment. Some might flatly desire the old way of doing things, for no other reason than personal preference. Whatever the motivations are, these leaders are prepared to make demands and/or offer incentives. This way they get people back into the office by any means necessary.

The Future Is Hybrid?

If remote work is no longer the universal future we thought it was, then what about hybrid work? In this flexible arrangement, companies can have some of their employees working traditionally, with others working from home; they can also allow working from home only during certain days or certain periods.

We’d argue that the hybrid model has the potential to grant companies and employees the best of both worlds, maintaining some of the advantages of remote work without completely abandoning the traditional office model. But it remains to be seen whether the hybrid model is going to be the most popular adoption.

Regardless of whether you prefer traditional office work or remote work, there’s no ambiguity in the fact that many companies are starting to transition away from the remote work model. If you’re a remote worker who would like to keep those benefits, you’d better start preparing a good pitch. And if you’re dying to get back into the office, rejoice – your ideal transition may be just around the corner.

The post Remote Work May Never Die, But It’s Losing Momentum. Here’s Why. appeared first on ReadWrite.

Every writer’s nightmare is slowly emerging. Artificial intelligence bots are causing a major uproar in an online community of authors and copywriters. Technological progress threatens original thoughts and ideas. Contrary to usual rumors, professional pen holders have no reason to worry. Each authentic narrative is still greatly appreciated. Incorporating useful tools into one’s writing is an answer to the modern AI threat. With so many digital writing tools available, we created one straightforward checklist with software you may find most productive for crafting words.

1. Microsoft Word

Students are intimately familiar with everyone’s premium old-fashioned tools they all grew to love and enjoy. Presumably, all folks with professional academic writing backgrounds only use Word in most editing and formatting. His simple, friendly interface with multiple options makes it our choice. Students who use computers for writing take Word for granted. That’s how ordinary it became, just as a benchmark for future writing and editing tools. Word’s legacy for young creative writers is giving everybody their favorite and special font.

2. Academic Writing Service Tools

Casual, creative scribbling doesn’t require peer review. It follows no rules. Scholars, however, demand a more serious approach. Students usually use a professional service for more serious essay writing as it offers more formatting options. One’s thesis or dissertation adheres to certain principles and standards, which is why essay writing service sites offer tools for writers who need a serious, standardized format and online writing help. They are exceptional at detecting plagiarism, as copycats are not tolerated in scholarly communities. Polishing any student’s dissertation sometimes requires help from experts. Although, checking one’s credibility and reviews is likely a smart thing to do. Finding reliable service is essential. Today’s technology helps study diverse topics easily, so students should use it without remorse. After all, knowledge is free for everybody. So are texting tools unless you pay a premium plan.

3. Cliché Finder

Meet a fancy tool for essay writing which helps pen holders avoid fluffy or unnecessary phrases and idioms. Readers hate boring, repetitive syntax that can destroy creativity. Cliché delivers suggestions to improve each text’s readability by making it concise yet straightforward. Spend less time contemplating proper synonyms or antonyms by getting straight to the point. Everyone appreciates an easy narrative. Students use this little gem when everyone’s current goal is to produce an article that sounds natural.

4. Google Docs

Another free gadget took for granted. You can call it “Word’s little brother”, with additions for online sharing or editing. Docs are communal tools explicitly designed to store large quantities of data. Users share or comment on essay papers while formatting them in real time. It’s similar to having free cloud storage with no maintenance expenses. Moreover, writers have all standard features freely available:

• Paragraph styles
• Insert options
• Adding extensions
• Comparing documents
• Translating options

5. Hemingway

Have you ever wondered if fourth graders can easily read an essay? Use this tool to find out. Readability is an important criterion among readers of all ages. This custom writing service explores all reader’s needs regarding clairvoyance. Storytellers use Hemingway to get advice about inserting active voice or shortening sentences. Extremely useful but often underrated. Pupils and scholars greatly benefit from gadgets like Hemingway. Scribblers remember it with fondness when an essay sounds too aristocratic.

6. Grammarly

With Grammarly, creating written content becomes more effortless each day. Forget about spelling mistakes. Don’t worry about overusing passive voice. So many features come free, although going premium has its perks. Operating such an app is comparable to having a personal coach, a writer’s trainer who teaches proper posture, intonation, syntax, and tonality. After trying its features once, students or scholars will only look at written essay papers differently. Not many apps match its popularity.

7. Power Thesaurus

Talking about word sourcing. People who love playing Scrabble name Thesaurus as everyone’s favored tool. Providing multiple synonyms plus antonyms proves to be so much help when trying to formulate a sentence. Just playing with nice words brings ideas with associations and stimulates brainstorming. Reaching one’s word count goals is now more manageable, thanks to the Thesaurus. It’s lightning-fast, but an intuitive interface makes browsing through all possible synonyms joyful. The Thesaurus includes:

• Huge word database
• Intuitive interface
• Mobile app option
• Community-driven feedback system

8. Livescribe Pen Gadget

Regarding our current digital technology, accessories like smart pens or smart paper revolutionize typing. Smart pens are built on a distinctive idea. Transforming scribbling into digital form through some wireless connection. There’s magic to it, but it’s more like some complicated science. Smart paper is one product that folks didn’t know they wanted. Until several words are put on paper, friendly accessories bring something fresh. Something new which suits the digital era that we live in.

9. Qwerky Typewriter

Imagine any keyboard plus a typewriter blend together. That’s Qwerky. Perhaps it sounds like a cliché, but it proves to be extremely useful. Using crafty tools such as Qwerky provides a unique feel when typing anything. It is a pretty straightforward yet creative gadget—the same as machines. Typing on Qwerky Writer makes you feel like Henry Miller at his finest. A word can come smoothly with an unmatched tactile experience. Qwerky even looks like a real thing.

10. Computer Glasses

Try typing between two and three thousand words without proper eye protection. A glossy blue light on modern laptop screens makes our eyes soar pretty soon. Using eye drops isn’t practical. Proper glasses with amber lenses deliver ultimate protection. Glasses are always an exemplary investment for novelists who spend hours staring at any computer screen. Multiple brands compete by delivering top-notch lenses with outstanding features. Protect your eyes properly when scribbling.

Conclusion

Professional or amateur pen holders need help sometimes. New gadgets, apps, or software devices make all authors’ creative work effortless. Use them wisely. New technologies exist to make our life painless. Grammar checkers, editing apps, and cool accessories all serve one common cause.

Making your writing look flawless. Also, any original software for editing articles provides great value in today’s market. It can embellish style and structure, plus turn each author’s narrative into compelling storytelling.

The post Top 10 Technology Tools For Flawless Writing Experience appeared first on ReadWrite.

Coaching requires curiosity, commitment, and the willingness to learn new insights alongside your employees. It doesn’t matter if you were just assigned your first team or you’ve been an executive for a decade. There’s always room to grow.

Michael Bungay Stanier (popularly known as MBS) is a mentorship and talent development veteran. He is a best-selling author who has written multiple books on coaching, including “The Coaching Habit,” “The Advice Trap,” and his most recent addition, “How to Work With (Almost) Anyone,” which will be released in late June 2023.

Here are five coaching insights from MBS for any leader who is willing to understand and work with their strengths and their shortcomings, practice staying curious longer, and look for ways to improve how they can help others more effectively.

1. Learning From the Past

It takes two to tango. No argument happens in a vacuum, and no participant in a bad relationship is ever a fully innocent victim. It is tempting to tell ourselves that past workplace connections that ended poorly are the other person’s fault. We understand how they hurt us and what actions they took to damage the connection. But when we focus on that to the exclusion of our own contributions to the problem, we hold ourselves up.

In “How to Work With (Almost) Anyone,” Bungay Stanier discusses the power of revisiting “the Bad Date.” It’s important to emotionally move on from frustrating past relationships. But that doesn’t mean you should ignore them.

When a relationship goes south, it creates a treasure trove of learning opportunities. As a leader, you can observe how you handled the situation and gather intel about the part you played in making the mess. And when you coach, you can help others to be willing to look at the past and learn. You just might find it has some of the best lessons for the future.

2. Don’t Be a Bottleneck

It’s easy to become a congestion point in the workplace as you run around answering emails, making decisions, working on projects, and providing instruction. If you want to be an effective coach, you have to learn to empower your employees.

This is a common coaching point, but it’s usually provided as a philosophical standard rather than applicable advice. “Delegate responsibilities and empower your employees” sounds good on paper, but what does it look like in practice? In “The Coaching Habit,” MBS goes beyond concepts and explains how bosses can avoid being bottlenecks.

Bungay Stanier doesn’t recommend strict standards or rigid schedules for coaching and delegation-oriented teaching. Instead, he starts by defining coaching as an everyday action – “stay curious a little bit longer, rush to action and advice-giving a little more slowly” – and then recommends embracing coaching mode in an informal manner …at all times.

Always look for ways to coach your team, even if it’s just for a few minutes at a random point in the day. This flexible, ongoing training allows you to perpetually empower and pass off responsibilities to team members. The result is a workplace that keeps things moving and people learning at all times.

3. Actively Manage the Work Relationship

In “How to Work With (Almost) Anyone,” Bungay Stanier centers the entire book around one critical coaching concept: the Keystone Conversation. This is a conversation about how you work together, rather than just on what you’re working on. It’s a conversation that can become the foundation of a healthy workplace relationship.

A Keystone Conversation is an exchange of information that helps both people figure out how they’ll bring out the best and avoid the worst in each other. It’s both practical – you share specific working habits and preferences – and personal – you share coaching insights from highs and lows of past working relationships. The Keystone Conversation is an insightful, targeted conversation that helps co-workers learn to operate together in an optimal and healthy manner.

The hardest thing is finding the time for a deeper conversation like this. It’s easy to shoot the breeze or take a new employee out for lunch. But if you want to truly set the stage for upward growth, you need to purposefully invest in the keystone conversations that matter the most.

4. Be Willing to Make the Minor Corrections

Throughout all of MBS’s books, a single, humbling truth becomes apparent. You have to be willing to make minor corrections if you want to see big results. You can’t flip a switch or make a dramatic gesture and expect to see much permanent change or progress. On the contrary, dramatic attempts to fix coaching shortfalls can lead to damaged and unhealthy relationships.

Instead, Bungay Stanier emphasizes the importance of small gestures and behaviors. How you ask a question, for instance, can influence a relationship for years to come. Another example is in “The Advice Trap,” where MBS discusses becoming more generous by using silence, transparency, and appreciation.

These are simple coaching insights that don’t require an enormous amount of work or focus. When applied, though, they can have a dramatic impact. If you invest in making small changes as a coach, you can start to build healthy habits that bring the best out of both you and your team.

5. Don’t Attach Question Marks to Advice

Bungay Stanier isn’t interested in high-minded advice and lofty coaching concepts. He provides actionable tips and tactics that coaches can immediately apply in the workplace. One of the simplest and most impactful of these, which MBS breaks down in “The Coaching Habit,” is the recommendation to stop giving advice with a question mark attached.

Mentors and coaches love to lean on popular phrases like “Have you thought about this?” or “What about this?” This can come across as pandering if you’re talking to a frustrated employee who’s already exhausted their knowledge and resources. It can also be intrusive if you’re offering advice as someone who isn’t qualified to do.

Instead, ask more constructive questions. Look for the real problem together. This supports and disarms your employees rather than putting them on the defensive.

MBS: Coaching Wisdom in the Workplace

Michael Bungay Stanier has spent his life creating some of the best employee development advice in the world. From the best-selling coaching book of this century “The Coaching Habit” to groundbreaking new books like “How to Work With (Almost) Anyone,” Bungay Stanier is blazing the trail for professionals, and especially leaders, to become better coaches.

MBS provides practical advice that fuels the ongoing development that is always taking place in the workplace. When you apply these simple-yet-profound tips, it brings the most out of everyone — including yourself.

Featured Image Credit: Photo by Pixabay; Pexels; Thank you.

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While social media can help you land a dream job, many mistakes can lead to a failed job interview, but there’s one mistake that employers see all the time: you. Of course, you may think it doesn’t matter what you post on social media. Still, research shows that 70% of hiring managers will Google potential candidates and check their profiles before scheduling an interview.

Even if they don’t find anything incriminating, your posts might give them enough reason not to hire or promote you. No wonder they’re looking — remote recruitment is getting more and more popular.

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Mistakes Job Candidates Make On Social Media

Avoiding mistakes job candidates make on social media sounds like common sense. For example, never post anything personal about yourself on the internet, especially when it comes to drinking alcohol or using drugs. But we’re living in a world where people often break these rules without thinking twice because they’re feeling invincible behind their keyboards and phones.

The problem is that many job seekers are making these same mistakes, and it’s becoming harder to find a new job when employers know everything about you.

1. Posting too much personal information on social media

Among the 10 biggest mistakes job candidates make, posting too much personal information is one of the biggest. People who apply for jobs nowadays might be required to provide their social media accounts upon application or even during interviews.

That way, employers can evaluate how effective the person may be in dealing with other people while working in their company. Aside from this, Facebook photos can also give false impressions about your personality. Online search histories could demonstrate careless behavior while using other devices.

Employers are indeed scrutinizing potential employees’ social feeds more closely these days — but take heart. Having some levity and a sense of humor can go a long way toward making you seem like an energetic, fun-loving person. Try posing as your own fictitious character or having some non-work friends pose as you — that way, you can share out-of-context sound bites and silly photos.

2. Photos with alcohol or drug use in them

Photos with alcohol or drug use in them can have a negative impact on a job interview. Employers will most likely think that the candidate is participating in illegal activities, and the lifestyle of the company you work for might not be a good fit for you.

If an employer has offered a position to the candidate, they may not accept it because of these pictures. In addition, once an employer hires someone, they have to go through background checks and screenings before they hire the person.

If there are photos online of you doing drugs or drinking alcohol, it will be hard to get a job. Even if there aren’t any pictures of you doing such things on social media, an employer might be able to search your name and find what they view as “questionable” material.

It is best to avoid having pictures of yourself with alcohol or drug use because it will make you look bad to prospective employers. It can also make an employer think you are a heavy user of substances, even if you’re not.

3. Anything that could be interviewers can take negatively like profanity or uncensored nudity

Posting anything that interviewers take negatively, like profanity or uncensored nudity, can hurt your job interview because the company might not approve it. Sometimes this might happen because the company doesn’t want to bring that kind of attention to themselves. So if you are currently looking for a job, keep these things in mind before posting any content on social media.

It’s important to realize that employers are looking for any negative content when looking at your social media page. A company might not want something like profanity or uncensored nudity on its own site. If you post it on your social media page, it might cause the company to reject you before they even interview you. It’s always best to avoid anything that can hurt your chances of securing a job interview.

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4. Not posting anything at all on social media during the job search process

Posting things on social media during the process of looking for a job is generally seen as an excellent way to demonstrate your online presence. However, it’s important to realize that employers are looking for any negative content when looking at your profile and messages.

This means anything you post can actually hurt your chances of getting interviewed. Even if not posting anything at all might seem like the safer choice. You need to find the middle ground to avoid one of the most popular mistakes job candidates make.

Simple: Put nothing but safe replies or likes on Facebook and LinkedIn messages, just in case.

Pretty soon, you start thinking twice before sending another message. There’s always a chance that potential bosses who may be watching out for information could be taken negatively. Whether it’s about themselves, their company, or their personal beliefs doesn’t really matter. It becomes an even bigger challenge for Twitter, where every post is a direct statement. It’s tough to not put your personality into what you are Tweeting about. Following the rules becomes a lot harder than just signing off for good.

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5. Over-posting about your new job once you get it

It’s important not to post too much about your new job after you get it. This can hurt your chances of keeping the job if the employer reviews what they find on your social media page. One way to avoid this is by waiting for at least six months before posting about your new job. Posting too many times in a short amount of time may make you seem to brag or don’t care about the position.

The worst thing you can do, though, is posting about the job even before the company has guaranteed you a spot.

They can see it as unprofessional, and you never know what will happen once they do the background check. Plus, if other group members also applied for the position, they might not feel too happy about their chances of getting it when they see your constant postings on social media sites.

It’s important to realize that no matter how much you enjoy your new job, it’s not worth risking if you aren’t 100% sure that you can keep it.

Your social media profile should be treated with the same sort of professionalism as a resume. You want to give off a certain impression. Sharing too much detail could do the opposite-so; make sure you’re always careful when posting about work.

6. Hiding behind a professional profile picture while still using an alias online

Many people choose to use a fake social media profile picture when they are on social media for their job search. The reason is simple — they want to avoid mistakes job candidates make. The problem is that this can hurt your career by giving off the impression that you are hiding.

Employers will often Google an applicant’s name, including their alias, before considering them for the position.

Your online persona must remain consistent with who you are in the professional realm. For example, an employer might check up on you to see how well you represent their company. Choosing a profile picture for your social media sites that is professional, typically smiling, and preferably contains no one else in the shot can help avoid unnecessary questions. It’s also best not to use an alias or nickname when posting comments or writing posts.

7. Uploading photos of your children to Facebook without considering how they might affect future employers

Being a parent is a special experience, and children absolutely deserve to be shown off to their family and friends. However, an employer who sees those photos might not see you as someone they want on staff because those images may seem like you’re unable to focus on your job.

The last thing a company needs is a distracted employee during work hours with responsibilities for the safety of others.

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8. Oversharing about your personal life

It’s one thing to schedule an interview with someone you already know. But there’s no reason to overshare on social media with strangers before the interview. And if your connections know what you’re up to without even meeting them, why not make a stronger first impression instead of seeming like a braggart?

For example, maybe you want them to understand that you’re looking for a new position in your industry. So you upload some pictures of yourself doing things related to your desired career field. And then keep adding more images as the years go by. That way, when they finally see your face for the first time at that job interview, it’ll feel like they already know you because they’ve seen the evolution of who you are as a professional.

9. Making jokes about current events

One of the biggest mistakes job candidates make is to show disdain for the company and its industry. Making jokes about current events and throwing shade at other people in your industry can hurt your chances of getting a job offer.

This mistake is a little different from the others because it has a lot of components, but here are a few tips:

– Don’t make jokes about anything topical

– Avoid criticizing anyone on social media who is an important influencer for your desired company

-Never make fun of anything that could be perceived as a stereotype.

10. Complaining constantly on social media about work, bosses, and co-workers

Complaining about work on social media can be a huge mistake. If you’re constantly rambling about how much work sucks, then bosses and co-workers are going to take note of that attitude. They could then decide that they don’t want someone working for them who has an unhappy disposition.

Some people are also more sensitive to seeing negative comments about their work environment than others. By being negative about your work or workplace on social media. You might run the risk of other employees getting offended or feeling bad for pointing out flaws in their own company.

11. Liking too many questionable political sites on Facebook

If you like too many questionable political sites or pages on Facebook, then this could hurt your chances of getting the job interview. The employer may think that you’re not conservative (or liberal) enough for their company. This can also lead to some applicants feeling like they will have to censor themselves to get the job.

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Conclusion

The 10 biggest mistakes job candidates make on social media can vary, but there are a few things that an employer will never let slide. Posting too much personal information or anything that could be taken negatively, like profanity or uncensored nudity, is sure to lose you the opportunity for a company’s position.

It’s important to consider how your posts affect others and any consequences they may have before posting them online. Hiding behind a professional profile picture and using an alias is also not advised. Employers will want to know who they are hiring, which could make the process more difficult than necessary.

Another example is complaining about work or bosses on social media. Employers will notice and may not want to hire you because they don’t think you’ll match their company culture.

You also have to consider how posting anything could affect other employees. This includes political views that might offend someone else’s personal beliefs. It can sometimes feel like a chore to refrain from self-promotion when looking for a new position, but it can distract from the interview process.  It might, indeed, be best not to post at all while searching for jobs, especially for the corporate ones.

Image Credit: anna tarazevich; pexels; thank you!

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Company BBQs are a great way to bring your staff together to enjoy themselves outside of a work environment. As summer approaches, outdoor events like BBQs are fun and family-friendly. By incorporating these ideas into your company BBQ, your event is sure to be a success!

Pick a Theme

Assigning a theme to your company BBQ allows everyone to get in the spirit of things. Decorations, the food that is served, and the dress code can be based on the theme. Some fun BBQ themes include:

• Red, white, and blue
• Hawaiian luau
• Western
• Summer camp

Don’t let these options limit you! The sky’s the limit when it comes to event planning creativity. Just make sure it’s family-friendly and easy for everyone to adhere to. Consider choosing your theme based on where your company is located and the age range of employees.

BBQ Sauce Taste Test

Did you know that barbecue sauces from different regions taste different? Many of them have sweet notes from fruits that are incorporated into the recipe. A taste test competition is a great way to tie the theme into a fun game. The major regional  BBQ sauces are Kansas City style, Alabama white sauce, Eastern Carolina style, St. Louis style, Lexington dip, Carolina Gold sauce, and Texas style. Provide information on which notes are present in each sauce, then have volunteers conduct a blind taste test to guess which one is which. The winner can take home a flight of BBQ sauce bottles as a prize.

Host Games

Games are fun for kids and grown-ups alike. They can bring everyone together as an icebreaker, or provide entertainment for the kids as the adults socialize. Here are some suggestions for family-friendly games:

• Three-legged race
• Water balloon toss
• Horseshoes
• Cornhole

Games are also a great opportunity to tie in the theme of the BBQ. For example, if your theme is Western, horseshoes would be a fitting game to play. If you choose Hawaiian luau, you can tie players’ feet together with a lei to stay on theme. The possibilities are endless!

Swap Recipes

Swapping BBQ recipes creates a sense of sharing and community amongst coworkers. Food often carries memories, and as people share how they made their food, they can also share what they remember about it. A recipe swap is a great way to incorporate a potluck into the BBQ as well, that way everyone is pitching in for food. Catering can be expensive and overwhelming to plan. A potluck ensures that there will be enough food and everyone will have something they love to eat.

Teach Techniques

Allowing employees to learn unique BBQ techniques from one another is a great way to make the event more engaging. Find a local chef who is willing to come and teach grilling techniques to your group. If there is a BBQ aficionado in the group, they can also help lead the tutorial. This helps maintain BBQ as the focal point of the event and helps everyone learn a thing or two. Event organizers can coordinate with the chef and keep pieces of meat or other foods on hand for the class in a portable fridge.

Hold a Cook-Off

A cook-off is another fun way to integrate friendly competition into the BBQ event. If you have some self-proclaimed chefs in your group, have them prepare their best dish during the BBQ. Event organizers can provide outdoor grills to cook on. Then, have the rest of the group vote to decide which one is the best. As they are cooking, the chefs can provide insight into how they came across the recipe and what their special techniques are. Other members of the group can follow along and maybe learn something along the way!

Rent Food Trucks

If not many people are showing enthusiasm about cooking, or if it is just too overwhelming to plan, rent food trucks! This is a great way to support local businesses and provide a variety of food options for everyone. You can invite multiple BBQ food trucks from the area, or choose different foods that relate to your event’s theme. Renting food trucks can also help you save time and effort on setting up before and cleaning up after the event. Also, no one will be stuck cooking the entire time, and everyone can instead focus on enjoying the event. If food trucks are not feasible for your event location, you can also cater food from a local restaurant.

Conclusion

Company BBQs provide a casual environment for coworkers to come together outside of the office. Picking a theme, hosting games, and providing lessons on BBQ techniques are just a few ways to engage everyone. Though planning one can be overwhelming, there are several tips you can implement to make your event a success.

The post Seven Company BBQ Ideas for Work in 2023 appeared first on ReadWrite.

Business owners and managers are always looking for ways to boost productivity in the workplace. A company can’t succeed unless everyone is motivated and willing to work hard to achieve shared goals. Being hyper-critical and micromanaging your team often backfires and makes employees feel more stressed and resentful.

Instead, you should work toward creating a happy workplace, relaxed environment where everyone feels valued and appreciated. Happiness and productivity are known to go hand in hand. So, if you want to see revenue increase and goals met at a faster pace, don’t just look at the bottom line but also consider the attitudes and mindset of your team. Here are a few tips to help you do so.

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Give Colleagues Positive Feedback 

When a colleague does something that makes your day, be sure to let them know. Everyone loves to feel appreciated, yet far too many people neglect the simple acts of kindness that make others feel like their effort is being valued. It could be work-related or any simple gesture that helped you out. They may have offered to chip in on a project to help you meet a deadline or met their work goals for the month. Any positive action, no matter how small, should be acknowledged with positive feedback to encourage similar behavior in the future. If it’s something small, a simple thank you may suffice, but if it’s more significant, you may consider sending them a card or a modest gift. Just be sure to be specific about what they did and how it affected you.

Congratulate Colleagues on Their Wins

In addition to providing positive feedback, you should also congratulate colleagues on any wins or achievements. No one wants to feel like their hard work is going unacknowledged, especially in the workplace. So, take the time to give recognition for employee achievements – large or small. Maybe they exceeded their monthly sales goals or brought in a new client.

No matter what the victory, make sure to acknowledge it and encourage them to keep it up. A simple email may suffice, or if possible, congratulate them in person. You may even consider hosting a regular meeting to acknowledge staff accomplishments. But don’t sandwich it in between feedback and requested improvements – let the kudos stand on their own and find a different way to address improvement if necessary.

Create Shared Plans

Humans are social creatures, and we thrive when working in groups. So, make an effort to create shared plans and communicate goals and expectations. Employees can quickly become frustrated and stressed out if they feel they need a clearer sense of what is expected from them, or they can’t effectively communicate with colleagues and management. So, creating shared plans helps to ensure employees aren’t wasting time trying to figure out how to best serve the company or team. It also helps encourage teamwork and collaboration so that no one feels isolated or left out of the decision-making process.

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Encourage an Open Dialogue

Communication is essential to a happy, productive workplace, so encourage open dialogue between employees, management, and other key partners. Have regular conversations about the team’s progress and get feedback on what works well and what can be improved.

Set aside time at your regular staff meetings to answer a few questions:

• How can we help each other use time more efficiently
• What are our biggest time wasters as a group? (Email, chatting?)
• What types of breaks are essential to help us focus longer?

Keep in mind that email and conversation are essential aspects of a healthy work-social life, but too much socializing can reduce focus. Also, remember that breaks are scientifically proven to improve focus in the long run. However, you must be strategic about when and what types of breaks you employ to improve productivity and avoid creating unnecessary distractions.

When creating this open dialogue, try to center it around how the group can improve and not single out particular individuals. That will make it easier to provide constructive criticism without feeling like you’re chastising anyone in particular.

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Set Clear Goals for Productivity AND Happiness  

Finally, you should also prioritize discussing goals for productivity and happiness in the workplace. While it’s essential to set objectives related to earning or completing tasks to keep everyone on track, this shouldn’t be your only concern. Also, discuss ways you can improve the workplace’s overall happiness and comfort level by eliciting feedback from your staff.

You could set a goal of hosting one pizza party per month or regularly recognize one person in the office for their hard work. Once you realize that happiness and productivity go hand in hand, you’ll start making a consistent effort to improve the mindset and well-being of your team. Everyone will be more productive if they feel their personal source of happiness is being recognized and fed.

The post Methods of Increasing Employee Productivity appeared first on ReadWrite.

As Father’s Day approaches, selecting the perfect gift for the entrepreneurial dad can seem challenging. These are fathers who work hard to fulfill their responsibilities, juggling between the roles of a father and a business leader. They work tirelessly, often behind the scenes, to provide, protect, and pave the way for their families. Therefore, Father’s Day isn’t just an annual event; it’s an opportunity to acknowledge and appreciate the endless love and sacrifices our dads make every day.

Gifts, in this context, are expressions of love, gratitude, and understanding. An ideal gift resonates with the recipient’s personality, aligns with their interests, and caters to their needs. For entrepreneurial dads, who often dedicate a significant portion of their time to nurturing their businesses, gifts that blend practicality with novelty, reflect their passion for innovation, and that can offer them some relaxation is particularly meaningful.

Here’s a list of unique gift ideas, perfect for the business-savvy fathers who deserve the very best.

1. A Luxurious Barware Set

Every entrepreneur knows that some of the best business ideas emerge from casual conversations. A high-quality barware set serves as the perfect tool for these interactions. These sleek, stainless steel tools provide the perfect blend of elegance and function, making them a great addition to any at-home bar. It’s a tasteful gift that your entrepreneurial father will appreciate each time he entertains a guest or relaxes after a long day. Plus, there’s something special about a beautifully crafted cocktail that can’t be replicated in a commercial setting. A quality barware set can bring this exquisite experience home.

2. Stylish and Functional Desk Accessories

A clutter-free workspace helps to boost productivity. Gifting your dad some stylish desk accessories can help him keep his office neat and organized. Think along the lines of sleek pen holders, modern desk lamps, or minimalist charging docks. Not only do these items serve a practical purpose, but they also add a touch of personality to his workspace. It’s a way of turning his office into an inviting space that he’ll enjoy spending time in, potentially enhancing his creativity and productivity.

3. High-Quality Outdoor Footwear

Encourage your father to take a break and step into the great outdoors with a pair of  sturdy comfortable footwear. There are a variety of rugged options you can get that blend durability with comfort. This is an ideal gift for the dad who enjoys hiking, camping, or simply needs reliable footwear for his entrepreneurial adventures. Plus, a comfortable pair of shoes can also contribute to his overall well-being, encouraging him to take walks and engage in physical activity, which can reduce stress and improve creativity.

4. Mechanical Cuckoo Clock

In the fast-paced world of business, managing time effectively is crucial. Give your dad a fun and distinctive way to keep track of his schedule with a mechanical cuckoo clock. With intricate design details, these clocks are a nod to timeless craftsmanship and precision. As a bonus, they add a bit of whimsy and conversation to any office space. They also make for a compelling piece of wall art that never fails to draw attention and spark conversation, adding another level of charm to his office.

5. Subscription to a Premium Streaming Service

Unwinding with a good movie or show is a great way for your dad to decompress after a long day. A subscription to a premium streaming service like The Roku Channel can provide him with countless hours of entertainment, making it the perfect gift for the dad who needs a break from his busy schedule. This and other streaming services boast a diverse range of content, from critically acclaimed dramas to engaging documentaries that could spark his next big business idea.

6. A Personal Development Book

One common trait of successful entrepreneurs is their hunger for knowledge. Give your dad a renowned personal development book focusing on leadership, creativity, or business strategy. He’ll appreciate the thought behind a gift that contributes to his personal and professional growth. In addition, these books can provide him with a fresh perspective, inspire innovative ideas, and give him actionable advice to tackle new challenges, all of which could be instrumental in shaping his business strategies.

7. A Durable Tactical Bag

As an entrepreneur, your dad needs to stay organized on the go. A durable and versatile tactical bag will serve him well on his busiest days. You’ll want to get one with plenty of compartments for his essentials and one that is functional and stylish. This is a perfect gift for the dad, who is always prepared to go. It should also have a hard-wearing material and weather-resistant quality to ensure that it endures the test of time, no matter where his entrepreneurial journey takes him.

Give a Thoughtful Gift

Picking out the perfect gift for the entrepreneurial dad should always reflect his passion, personality, and lifestyle. From a luxurious barware set for hosting networking events at home to a durable tactical bag for his daily commutes, these Father’s Day gifts are designed to bring joy and utility into his life. So, this Father’s Day, let your gift be a testament to his dedication, resilience, and entrepreneurial spirit, as he deserves nothing less.

The post 7 Father’s Day Gifts for the Entrepreneurial Dad appeared first on ReadWrite.

Financial statements are important to have in any transactional activities involving money. Hence, whether running a non-profit organization or a for-profit business, it’s best to prepare financial statements. Creating a financial statement works well for your accounting and accountability. It helps you keep tabs on your progress, year in and year out. The objective of this article is to compare and contrast the non-profit financial statement and statements that are for for-profit organizations.

Revenue

The revenue-related difference between a non-profit and a for-profit financial statement hinges on the “matching principle.” The matching principle applies to the financial statements of for-profit organizations. Based on this principle, for-profit organizations must report their revenue along with the associated cost in the same accounting period.

For example, granted that an organization recorded revenue for December, the cost of goods for that same month must also be inputted in the financial statement. But this is not usually the case for non-profits, where donors may make a pledge to be redeemed later. Let’s consider a scenario where a donor pledges US$2,500 to be remitted in four installments over two years — meaning US$1,250 per year.

The non-profit organization must record the whole US$2,500 in the year the pledge was made to it. This is despite not having received the cash — it must be reflected in your statement anyway. So, when the cash is eventually paid, it goes into the account without changing the financial statement.

Taxes

A major difference between the financial statement of non-profit and for-profit organizations is the tax report. It is generally expected that while the financial statement of a for-profit organization reflects its tax returns, the financial statement of a non-profit does not. Non-profits are primarily known to enjoy tax exemption, but this is after certain obligations have been fulfilled with the right quarters.

That said, there are instances where non-profits are expected to make known their tax returns in the financial statement. It should not go without saying that the financial statement of a non-profit organization may sometimes be complicated. The tax report of a non-profit is often considered in relation to what issues the non-profit is established to address.

For instance, a non-profit that provides disaster relief is not expected to pay tax on donations received for such (humanitarian) causes. However, the organization will be required to pay tax and report the same if other revenue-generation aspects are adopted. A good example of such aspects is doing a crafts workshop to raise funds during Giving Season.

Besides this, non-profit organizations are expected to remit payroll tax to the government, even as their employees have to pay income tax. All these taxes can be recorded in the financial statement of a non-profit organization.

Balance Sheet

In the case of a balance sheet — there is a variation in the name by which this very financial instrument (balance sheet) is known as far as the non-profit is concerned. At the same time, it is alright for for-profit organizations to term it a “balance sheet,” non-profit organizations would always prefer to call it a “statement of financial position.” That aside, another area of differentiation is asset distribution to shareholders.

As it were, non-profits can only have board members and not shareholders. Hence, the statement of financial position of non-profit organizations does not show assets distributed as retained earnings to shareholders. But the balance sheet of for-profit organizations does have such asset distribution declaration. It is, however, possible to have the assets of non-profits reinvested to actualize its charitable mission in subsequent (financial) years.

Income Statement

The income statement is another tool to distinguish a for-profit organization’s financial statement from a non-profit. It follows that for-profit organizations are known to record all that pertains to their expenses, revenue, profit, and loss in the income statement. However, this is different for non-profits — which are not established to make a profit.

Rather what you will see for non-profits is the statement of activities — which can be reported in the financial statement. This statement shows the changes in a non-profit’s net assets in association with the expenses and donations received during the year. With this instrument, non-profit organizations can focus on their missions for the future.

Financial Reporting

The financial statements of non-profit and for-profit organizations are prepared with a focus on specific attributes. While non-profits are more particular about accountability, for-profit organizations are more concerned about profitability. This status is well reflected in the issue of restricted and unrestricted funds. For-profit organizations are not restricted from spending funds for business processes how they deem fit for profit-making, but that is not the case with non-profits.

Occasions exist where grantors will determine how and when non-profit organizations should spend certain donations. In such scenarios, the financial statement must reflect undeniable accountability. To this end, the non-profit is expected to classify the donations that come into its coffers to ensure proper tracking. The appropriate tracking will prevent the organization from muddling things up with funds that are to be spent on the cause for which the business was set up in the first place.

The financial reporting system of a non-profit organization may be more complicated than a for-profit organization due to the multiple rounds of restricted funds being received. In view of the foregoing, it is right to say that non-profits are not usually free to draw a budget around their finances — but for-profit organizations can. Funds cannot just be allocated to a cause when restricted funds are involved.

In Conclusion

As a non-profit organization administrator or manager — your financial statement is critical to your sustainability and growth. This is particularly true if you are the type that frequently looks to grantors or companies to aid your cause. The statement will tell you how much accountability your organization has to follow. It is essential that you understand the different ways you will be accountable in your for-profit or non-profit organization, as stated above.

You also have an idea of some of the complexities that may revolve around preparing your non-profit financial statement in the future — and can be better guided on the differences between the financial statement of non-profit and for-profit organizations.

Featured Image Credit: Provided by the Author; Pexels; Thank you!

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