Business Blog

Why the UK should be supporting student employability

With the recession firmly behind us and the country moving towards recovery we realise that there is opportunity ahead, we are also currently in an environment where more smaller businesses need to start up to support the economy and serve the private sector with employment.

The worst affected sector in unemployment has been 16-24 year olds, as the future of our country start to leave education they are now having to battle with finding jobs and being able to start utilising their key learnings in the workplace environment. So what can we do about this? How can we support the development of this age group? What sort of investment can the UK provide in bringing forward the future generation that will take this country into exponential growth?

These are all questions that I hear being asked on a regular basis but often never see any attempt to resolve, until now. For the last few weeks I have been working with Lambeth College on their new and exciting project called The London Programme. Supported by Chuka Umunna MP and patron of the programme Lambeth College has created an amazing model which allows students to engage with real life business, real life issues and self-develop their employable skills.

Businesses from across the country can offer specific business tasks to the programme and over a period of 6 weeks the students are assembled into team and will complete the task and present their campaign directly to the employer, to aid this process the College will also assign staff from the College to support the teams. A very simple idea with such amazing results.

I was priviliged enough to be invited to the launch of the programme at the City of London Corporation, Guildhall. As a part of the launch there were presentations from 3 teams on projects that we offered by Magna Parva & Astrium on Space Research. Watching the students present their methodology, solutions and conclusion followed by a personal presentation on how this project has helped them self-develop, realise their potential or even created more awareness to a subject they once ignored simply tells me this is nothing but a positive and forward thinking programme.

Projects can be of any nature or size, what is simply amazing is seeing how creative and focussed College Students can actually be; as an Ambassador of the Programme I truly believe this is something all Colleges can adopt very quickly. We have already lined up another 4 projects including a marketing campaign to 16-24 year old on Nutritional Bars, Strategic Marketing Campaign to scale a web based business, Launch and fundraising Campaign for a Charity and International Marketing project to launch a new product in the UK.

The students are the future of this country and we need to be supporting them in their development and employability skills, whilst the projects can be a little bit of fun for the company the students take pride in their work, approach and this activity is above and beyond their normal curriculum. I must applaud Lambeth College for their innovation and dedication to their students and urge more businesses to consider working with Lambeth College. Projects and programmes such as the one Lambeth College have initiated not only promote employability skills but give the necessary experience to our younger community who would consider enterprise as a career.

SMARK-IT will continue to support Lambeth College in mentoring students, providing lecture and delivering more projects for the London Programme, the business community needs to realise we need to provide more practical expertise to students and prepare them for employment.

For further information on The London Programme please contact:

Carol Campbell London Programme Co-ordinator: CCampbell2@lambethcollege.ac.uk

Paul Chambers – Director of Student Engagement: PChambers@lambethcollege.ac.uk

Ketan Makwana – SMARK-IT – Youth Enterprise Amassador: ketan@smark-it.com

Sharing Expertise.. The right way to network

Since starting my business in 2009 I have always been involved in networking and attend many events across the country that are delivered in various formats. What I have found is that networking is great when you are starting up a business, it provides a platform for exposure, building a client base and also identifying how competitors in your field are pursuing and conducting their business.

Now more established in my business I find most network events are often a ‘challenge’ to meet as many people as possible or a zone of pushing business cards into each other’s hands, for these reason I have started to questioned the current types of networking:

Does everyone come with a strategy and/or objective?

What can we learn from networking events?

Is it really worth paying a fee to be a part of a network?

Does networking always mean you have to sell your services or proposition?

All of these questions often make me think differently about how, where and who I network with, until yesterday when I attended a more intimate style of networking which really opened my eyes, provided me insight more than I expected and gave me a sense of ‘this is what the future of networking should be like’

@HeatherTowns (Heather Townsend) and @divingjon (Jon Baker) collectively run a network group called Executive Villiage, these are small, powerful network evenings which take place over a dinner in the perfect setting of a picturesque hotel and excellent food.

With limited spaces each member that is invited or attending brings a business situation with them, the group then cast votes on which situations to cover during the dinner and set clear parameters on how the situations are approached and worked on. The concept is both refreshing and very insightful; as you go around the table you really have to pay attention to whats asked and what you want to ask. Then on the next rotation you assemble and deliver your thoughts and advice to the person who has raised the situation.

The concept is brilliant as it brings an expansive range of answers, solutions and views of handling specific situations which we can all encounter at some stage in our business. The process is designed to stimulate your mind, thought processes and also absorb how others have experience and overcome these typical scenarios.

The result an extensive range of answers, expertise shared in a short, sharp and professional manner which can inspire business owners to approach and combat their ‘business demons’ in a dynamic way.

The process encourages you naturally to want to discuss the scenario in more depth than the parameters allow making the networking session post dinner more effective, useful and opportunistic to really drive home your message, ensure that both parties can take value from the connection and a sense of satisfaction that in the short time that you have spent together enjoying each others’ company and a fine meal that you have really established a solid network partner.

I applaud both Heather and Jon in what they have achieved with Executive Village and encourage this style of networking more as I believe that sharing expertise in the manner that this network programme allows is far more productive and valued compared to the traditional ‘meet as many as you can in 2 hours’ or notorious ‘speed networking’ events that I have had to endure in the past.

Furthermore is it not time we stop trying to think outside the box and actually start thinking what is in the box..? traditional networking was all about sharing expertise.. and that my fellow business professionals should be the right way to network.

For more information on the Executive Village and forthcoming events please visit http://www.theefficiencycoach.co.uk/executivevillage.php

Twitter: follow Heather Townsend @heathertowns and/or Jon Baker @divingjon

Tags: Business business development experience expertise networking networks|Posted in: Business Resourcing Strategies|Ketan Makwana|Comments ( 4 )

What sets out good management

Today we learnt that Roy Hodgson has left his post as Club Manager by ‘mutual consent’ after only being in the post for no more than 9 months, the pressure we see on Premier League Managers at present is mirrored by the pressures of managing and running your own business.. so what makes someone want to leave their post and why would a board be considering the future of a manager? Time, results or is it simply how good of a manager you are?

If you could consider Liverpool Football Club is equivilent to a fairly large SME, results on the pitch determine their success as a club, however the how the club is run as a business is crucial to its existence. We are not here to discuss what want wrong with the last set of owners and manager but more how the the manager that was in last has performed and the relation to just how similar things could be in business.

When Roy was appointed in the Summer of 2010 there was some air of relief that a British Manager with some track record of repairing teams had come to the club. With some shrewd moves in the market for acquiring new players along with some transfers like any other Liverpool fan my thoughts we this season would be a season for reflection, rebuilding and strengthening…. how wrong could I be?

What we have witnessed since the start of the season is that the problems in the team are not just related around depth and strength; but also morale, will, determination and desire. The team has a yo-yo effect on results and look a completely different outfit to 2 seasons ago when they were challenging for the title.. why?

1. Well for starters respect is a key issue, the team consists of performers of all levels, some world-class players and others that are not usually recognised for their contribution. If you do not have the respect of your team then how are you supposed to put your strategy forward? This is reflected in the performance of the team; they do not play for each other or themselves.. they look dejected and de-motivated. This is the first tell-tale signs when appointed managers are not really going to work. If they cannot command the respect from their subordinates then there will always be difficulties when rolling out plans.

2. Man Management is a very important part of building a successful team, you have to work with every member of your team not just the top performers; when new management comes in everyone has a ‘clean slate’ an opportunity to prove themselves. Like in previous discussions using Pareto’s law 80/20, the failure here could be that 80% of the time is spent on 20% of the team. In Roy’s case more time was spent on trying to keep Steven Gerrard and Fernando Torres happy then there was developing a team bond, either way as important as those players are to the team.. no one person ever makes the team.

3. Review and Evaluation: every time there is an interview with Roy he will talk about how well the team played, on another day they would have won, the system is working.. where? how? Football like any other business is results based you are only as good as your last sale/win or in this case result. As a manager it is vital that you are reviewing your practices and strategies regularly. Understanding why you lost, what can you do to change this and if you have won, what delivered the success and how can this be sustained moving forward.

4. Communication: As we discussed man management is key but how you communicate your thoughts, ideas and processes to your team is vitally important too. They have to feel your passion, conviction and support; if they don’t, consider this as a failed communication. As a manager you have to ensure that everyone understands you and that questions to strategies have been answered.

5. Support from your team: Probably the most pivotal point to Roy’s downfall. The manager is only as good as the team he sets out for the task ahead, there will always be a factor of responsibility on the team. Within any team there are senior members or those that are looked up to; it is their responsibility to show character, loyalty and leadership.

Reports suggest that Kenny Dalglish has been drafted in until the end of the season to help ‘steady the ship’. What Kenny brings with him is knowledge, history and experience of Liverpool which will allow him to demand respect from the players quickly. As an ambassador for the club everyone knows he has only the club’s interest at heart, as a former player and manager of Liverpool that has experienced measured success Dalglish can start work with his team on how to work for each other and themselves. It does not matter that Kenny has not managed for 13 years.. the fundamentals of communication, man management and respect will always remain the same.

This is not a scathing attack on any one person or their management technique, however what has happened with Roy and Liverpool Football Club is a typical example of how thing can go wrong very quickly. As a manager you need to consider your strategy, consult with your team and determine what is right in regards to rolling out phased strategies. As an employer you bring in a manager to do thing differently to the last one otherwise what is the point? you will only bring the same results with the same actions. Finally as a team player you have to form a relationship and bond with management quickly and identify ways of working together to resolve issues.

In conclusion there are other factors that contribute to the downfall or decision to remove a manager, ultimately it is how the manager has performed their duties, adapted their strategies and actually managed that will determine their resolve. This can be put into context in the real world, responsibilities require results and how you plan and execute your plans will be pivotal on the result.

Tags: Communication management performance Team|Posted in: Business Human Capital Resourcing Strategies|Ketan Makwana|Comment ( 1 )

80/20 – Looking at Pareto’s principle in 2011

I am sure many of you have come across the Pareto Principle in some way or form, the Pareto principle (also known as the 80-20 rule,the law of the vital few, and the principle of factor sparsity) states that, for many events, roughly 80% of the effects come from 20% of the causes.

What is interesting that this message is still ignored or not understood by many, what is even more surprising is that by turning the principle on its head often you will find a suitable logic for some of today’s issues. I had a very intense and stimulating conversation recently with 3 other fellow twitters regarding the 80/20 rule and was amazed how much you could apply the principle to.

80/20 – 80% of your sales comes from 20% of your customers

80/20 – 80% of your tweets are to 20% of your followers

80/20 – 80% of your employee focus is on 20% of your staff

80/20 – 80% of ideas come from 20% of your team

80/20 – 80% of the world power is owned by 20% of the world

80/20 80% of your life is work – 20% is living

this list could go on for ever really..

This cause/effect theory has been used in management training, books, blogs and conversations for a very long time and I must admit there is some very interesting and realistic value to the rule, however in today’s economix climate can we simply sustain from this principle..?

I mean should we be neglecting the other 80% of our customer base, simply because they are not providing revenues? After all within this 80% pool of customers will be your next 20% category revenue provider, what about the worksforce.. is it really true that only 20% of the total workforce want to develop beyond their job role or is it that 80% of the workforce are simply not motivated and directed enough by their employers to develop. What can we really learn from Pareto’s principle that will lead us in 2011 to a more opportunity to develop ourselves, exponential growth in our business or a more effective work/life balance.

My recommendations in 2011 is to really challenge the principles and rather than just think out of the box or be innovative, perhaps 2011 is about being more logical and practical.. focus on developing the 80% of your worksforce; this on its own will produce better results, if you are showing loyalty to your staff they will inturn show loyalty to you. In your sales strategies and micro-plans consider how you are going to enhance the relationship and sales growth from the 80% of customers that usually do not fundamentally contribute to your bottom line. Embrace ideas from all of the team rather than just the top 20% as often enough the concepts created are like seeds which need a little nurturing before they grow into crops, providing a return on investment.

The one question I leave you with is..could 2011 be a year to embrace a 20/80 rule as much as an 80/20 rule?

Posted in: Business Human Capital Resourcing|Ketan Makwana|Comments ( 0 )

Starting a business? Can you afford NOT to be at Business StartUp?

During the start of 2009… I fell victim to redundancy.. being in a mid- high managerial position and the overall job marketplace looking bleak it was decision time for me.. do i stick it out and try to secure another role in an overcrowded market or do I take the steps to stasrt my own business and really take full control of my future?

As you will probably guess I chose the latter.. and I can say now that I have never looked back since.. however this choice did not come without its own questions.. how do I start up?, where can I get support? is this the right time? what if I fail?…. I am sure these are questions any entrepreneur will consider but rest assure there is support and help out there.. like anyone going through a redundancy or job loss environment you are not alone..

Business StartUp is a great 2 day event that provides budding entrepreneurs and those like myself with a fledgling business to meet, network and find support to help progress in your chosen path.. with over 200 exhibtiors and thousands and thousands of people visiting the show, you will most definately find the help, support and services you need to help you succeed in your new venture.

So stimulated I was from my first every attendance at the show that this year my company is exhibiting to keep the business ‘circle of life’ going.. There are so many different facets to the show.. speed networking where you can meet other like minded individuals, sell your service and build your roladex of contacts in short 2-3 minute bursts.. seminars from some of the country’s most successful entrepreneurs and TV personalities, the midas touch.. a dragons den(esk) style opportunity to make a positive investment impact for your business and countless specialist services through stall set up walkways.

Business StartUp is a truly unique and rewarding experience and I really recommend to anyone that is considering starting a business or already in business and wanting to expand to visit the show.. its FREE the only cost to you is your time!! The question I ask is can you NOT afford to be there..?

In today’s climate business owners and entrepreneurs must consider collaborating rather than competing.. the economic drag has created more hesitation in spend and prospects are now not just educated on what they want but mindful on how they spend.. often the case prospects are more likely to work with agencies that can support more than just one element of their service and by collaborating with other agencies businesses can really benefit from business they may have lost to competitors.

I founded SMARK-IT in 2009 as an agency to support entrepreneurs and fledgling businesses… using the principles of Business StartUp SMARK-IT has now evloved into a collaborative agency that still provides all the services entrepreneurs and SMEs need whilst developing other businesses by outsourcing the projects to their collaborative partners. Over the last year SMARK-IT has help over 150 small businesses get on their feet with consultation, investment advice, marketing and sales strategies..all of the time they have also been supporting their partners by providing a platform for them to promote their brand and win business.

We are very pleased to be exhibiting at Business Start Up at the end of the month and welcome you all to come and visit us (Stand 854) where we can see if we can help you make your mark.. if you are interested in joining the collaboration network contact us theteam@smark-it.com or visit www.smark-it.c0m

SMARK-IT is unique as the service works with the client and empowers them to make the right decisions.. with so many service proposals our clients pick and choose what is right for them.. so they only pay for what they need.. SMARK-IT partners are also entrepreneurs and fledgling businesses and they are conscious to the fact that cashflow is restricted during the early stages of business… this is why we ensure our pricing strategy offers the best possible value to the client.

See you all at the Business Start-Up show and come and join the SMARK-IT community…

Posted in: Business Human Capital Resourcing Strategies|Ketan Makwana|Comments ( 3 )

Why Cameron and Clegg are a good role models for business

The country has witnessed a rare sight of what the future for businesses could hold, over the last few months we have seen that for the country to reform and develop a coalition had to be formed and there is an important message or learning for businesses here as the key to potential business success in the future could be through coalitions.

Fundamentally the mood of clients and their expectations have changed; they now want to see businesses and agencies providing a more structured and joint approach. Client’s need to see the value that their chosen supplier brings and collaborating with businesses that compliment your service provides clients with a ‘one-stop shop’ approach to their needs and requirements.

With this mentality the client expects that different providers work together to produce a more productive and robust service and this means that businesses must get a long together and respect each other.

What this does is bring in the sharing of insight, ideas and research which historically would be classified a major no-no. So if there is so much resistance from businesses how does it work?

First of all it is about understanding where you fit into the mix and also identifying where your partnering businesses fit in. By going through this process you must begin to build the parameters of work and the foundations of a coalition is formed.

With an establishment of this partnership the business needs to work with respect and trust thus not to overshadow the other more support each other to produce more stronger and dynamic campaigns. This is only possible when all parties understand the overall brief, aim and objective along with their own aims and objectives.

Round table meetings are essential but it should be the client that governs these as they are ultimately the reason for why you all are there. In order for this to work everyone must contribute fairly and in a structured manner.

So consider this if the government needs to form a coalition to address the issues of the country perhaps businesses should consider a collaborative approach to provide a dynamic, robust and successful campaign to their clients.

About the Author: Ketan Makwana CEO SMARK-IT www.smark-it.com

SMARK-IT is a dynamic agency that supports the development of Entrepreneurs, New Business Start-Ups and SMEs through collaboration with other agencies, their ethos Make your Mark is based on an enhancing performance and delivering results basis which epitomises the approach of working together to provide a better service to its clients.

Tags: agencies Business coalition collaboration dynamic government|Posted in: Business Strategies Uncategorized|Ketan Makwana|Comments ( 0 )

Is the Budget Bark worse than the Bite?

George Osborne today presented the plans for the Emergency Budget which was reported to be tough but fair and in the words of anticipated experts “difficult and contreversial”, the plan has been set out to wipe the total deficit within the 5 year term in parliment of the Conservative Party which if is possible will ensure George Osborne goes into the history books. Read More >>

Tags: budget Business chancellor cost enterprise opportunity risk tax|Posted in: Business Strategies|Ketan Makwana|Comments ( 0 )

Flexible working and the effects on UK businesses

Recently the government outlined plans to ‘remove barriers’ and ‘extend’ the rights of flexible working. Traditionally this right was offered to parents and carers who could request more convenient hours to work. Although there is no legal right to flexible work plans employers must give serious consideration to this. Read More >>

Tags: Business employment flexible working human resources Ketan Makwana resources Strategies|Posted in: Business Human Capital Resourcing Strategies|Ketan Makwana|Comments ( 0 )

Why Interns make good business sense

Businesses over the last 2 years have really suffered from the effects of the recession, so many companies have had to restructure and evaluate positions. The aftershock of these tremors has left an abundance of redundancies, unemployment and a shortage of jobs. There was a time not long ago that experienced business professionals would gladly accept part time roles in retail just to make ends meet however with the upturn we have seen the job market stabilising and the impact of this has meant that our more junior appointments now have an even larger mountain to climb to get into work and gain that much desired experience. Read More >>

Tags: Business development employment graduates interns jobs Ketan Makwana management marketing sales SMARK-IT training|Posted in: Business Human Capital Resourcing Strategies|Ketan Makwana|Comments ( 0 )

A Decade of Performance

We are now 6 months into a new decade, a new regime and glimpses of economic recovery; it is important to consider how to get businesses back on their feet and enjoy success, security and growth. Read More >>

Tags: Business business development collaboration development enterprise entrepreneurs marketing performance planning sales sales management Strategies training|Posted in: Business Resourcing Strategies|Ketan Makwana|Comments ( 0 )