Podcasts about smes

In today's episode, we're diving into the evolving world of finance operations and the growing strategic importance of Accounts Payable in the Office of the CFO.I'm joined by Paul Kearns, CEO of Irish software company Kefron, which has more than 30 years' experience helping organisations manage and protect critical business information. Paul leads the development of Kefron AP, an accounts payable automation solution designed to bring greater accuracy, control and visibility to invoice processing – helping finance teams work smarter, not harder.We explore how the role of Accounts Payable is shifting from a back-office function to a strategic enabler of business insight, and what that means for finance leaders today. Paul shares his perspective on the impact of AI - whether it will replace roles or redefine them – and how organisations can scale their AP operations without adding headcount.We also discuss how automation can deliver fast, low-risk gains in productivity, improve data accuracy, and strengthen audit readiness at a time when invoice volumes and compliance demands are only increasing.If you're a CFO, finance leader, or part of a team looking to modernise your AP processes, this is a conversation packed with practical insight.Visit www.thinkbusiness.ie for more news and supports for start-ups and SMEs in Ireland. If you want to start and grow a business, ThinkBusiness.

Welcome to the CanadianSME Small Business Podcast, hosted by Kripa Anand. Today, we explore why cultural intelligence has become one of the most important competitive advantages for businesses operating across borders and global teams. Joining us is Chris Crosby, Co-Founder and Executive Chairman of Country Navigator. Chris shares how organizations can avoid costly cultural missteps and build stronger international collaboration through Cultural Intelligence and AI-driven coaching. Key Highlights Why Cultural Intelligence Matters: Chris explains why CQ is now a business-critical leadership skill. The Hidden Cost of Cultural Friction: Chris shares the biggest mistakes companies make when hiring globally. Understanding Cultural Distance: Chris explains why Canadian businesses must navigate U.S. workplace differences carefully. Building Culturally Intelligent Teams: Chris highlights practical ways SMEs can improve global collaboration. The Future of AI-Driven Coaching: Chris shares how AI will reshape cross-cultural communication and training. Special Thanks to Our Partners: UPS: https://solutions.ups.com/ca-beunstoppable.html?WT.mc_id=BUSMEWA ADP Canada: https://www.adp.ca/en.aspx For more expert insights, visit www.canadiansme.ca and subscribe to the CanadianSME Small Business Magazine. Stay innovative, stay informed, and thrive in the digital age! To learn more about how we are supporting the ecosystem, please visit the CanadianSME Small Business Foundation at smbfoundation.ca. Disclaimer: The information shared in this podcast is for general informational purposes only and should not be considered as direct financial or business advice. Always consult with a qualified professional for advice specific to your situation.

In this episode of The Purposeful Strategist, Belden Menkus speaks with Ben Fletcher, Chief Executive of Logistics UK, about what it means to be the voice for an industry that employs 2.7 million people, makes up around 8–9% of the UK economy, and underpins almost every aspect of daily life.Ben came to Logistics UK from Make UK, the trade association for manufacturing, where a decade of experience at the intersection of government, policy, and industry left him convinced that logistics was the missing link in the UK's economic growth story. In their conversation, they discuss:• Why logistics is the precondition for economic growth, not simply a contributor, and why Ben believes government has yet to fully grasp that dependency.• The organisation Ben inherited: 22,000 member organisations spanning SMEs and global firms, 350 staff, 130 years of history, with a well-regarded vehicle inspection and compliance business operating in a competitive market.• A strategy for becoming the single voice for an industry covering road, rail, air, and sea transport — and on making an economy-wide argument, not just a sector-specific one, to put logistics at the centre of national policy debate.• The role of data and anecdote in political influence: how data gets you in the room, and how the right story from a member gets things done.• COVID as a test of the sector's public purpose — and what it revealed about an industry whose people kept going when most others stayed home.• How AI and technology can be transformative for efficiency in logistics, without replacing the human judgment that still sits at the controls of vehicles, trains, planes, and ships.• Both challenges and optimism for the workforce: an ageing industry, a compelling social mobility story, and a lobbying agenda that's pushing back on the assumption that a university degree is the only route to a successful career. Logistics UK: https://www.logistics.org.uk/Menkus & Associates: https://www.menkus.com/Supported by Norman Broadbent: https://www.normanbroadbent.com/Belden Menkus is the Managing Director of Menkus & Associates, a senior strategic advisory practice that provides strategic clarity for businesses with a public remit, where scrutiny is high, governance is complex, and the answers aren't obvious. His McKinsey training combined with more than 30 years working at Board and ExCo level gives him both the analytical rigour and the relational experience that complex, high-stakes leadership situations demand.Belden hosts The Purposeful Strategist, a weekly podcast. It explores how senior leaders bring purpose to life through strategy and reflects the same questions that drive the consulting work.

 It is estimated that many SMEs here in Ireland are missing out on the opportunity to recoup up to 35% of their r&d spend through tax credits. Figures from 2023 show that only 19% of SMEs are claiming r&d tax credits. Tcm Funding Has Now Officially Launched In Ireland, Offering Specialist Support To Help Businesses Identify Whether They Qualify And Submit Robust, Compliant Claims. To help Us Unpack What This Means for Irish businesses, and if more businesses should consider Applying For r&d Tax Credits, Susan Hayes Culleton in for Joe, was joined by Bradley Chalmers, Group Managing Partner TCM Funding

Welcome to the CanadianSME Small Business Podcast, hosted by Maheen Bari. Today, we explore how data, strategy, and performance marketing are helping businesses scale more efficiently in an increasingly competitive digital landscape. Joining us is Niveditha Dasyam (Niv), Founder of Elevon. Niv shares how businesses can eliminate wasted ad spend, strengthen marketing foundations, and use data-driven decision-making to achieve sustainable growth. Key Highlights The Foundation of Performance: Niv explains the structural mistakes that cause businesses to waste advertising budgets. Competing with Bigger Brands: Niv shares how SMEs can win through smarter targeting and creative testing. The Future of AI Search: Niv discusses how businesses can stay visible as discovery shifts toward AI-powered platforms. From Freelancer to Founder: Niv reflects on why customized strategies outperform one-size-fits-all marketing approaches. Finding and Fixing Wasted Spend: Niv highlights how businesses can identify inefficiencies and improve campaign performance quickly. Special Thanks to Our Partners: UPS: https://solutions.ups.com/ca-beunstoppable.html?WT.mc_id=BUSMEWA ADP Canada: https://www.adp.ca/en.aspx For more expert insights, visit www.canadiansme.ca and subscribe to the CanadianSME Small Business Magazine. Stay innovative, stay informed, and thrive in the digital age! To learn more about how we are supporting the ecosystem, please visit the CanadianSME Small Business Foundation at smbfoundation.ca. Disclaimer: The information shared in this podcast is for general informational purposes only and should not be considered as direct financial or business advice. Always consult with a qualified professional for advice specific to your situation.

Send us Fan MailMost companies chasing AI transformation are doing it in the wrong order. Manuel Barragan spent 20+ years inside organisations like Reuters and HSBC before building his own consultancy - and what he learned is this: technology cannot fix broken people and broken processes. It can only run them faster.What You Will LearnHow to identify whether your company is truly transforming or just adding tools to existing dysfunction Why putting technology before people is the single most expensive mistake in digital transformation What AI governance actually means - and why ignoring it is exposing your company's data to the world How to close the AI literacy gap inside your organisation before it becomes a competitive liability Why the conductor, the musicians, and the instruments all have to be ready before the concert beginsTimestamps01:30 — From Reuters CTO to Regional CEO: What 20 Years Inside the Giants Taught Him 08:15 — Why "We're Transforming" Is the Biggest Lie in Business Right Now 10:18 — The AI Hype Trap: Why It's the Same Mistake Companies Made with SAP 14:16 — Data Governance & AI Literacy: The Hidden Risk Destroying Companies From the Inside 21:06 — This or That: Corporate World vs Entrepreneurship, AI Liberates or Replaces, and MoreAbout the GuestManuel Barragan is a fractional executive and digital transformation strategist with 20+ years of leadership across Reuters, HSBC, Marsh, IBM, and multiple CEO and Managing Director roles across Latin America. His firm, DTS Strategist, works with corporations and SMEs to fix the people and process foundations that determine whether technology investments succeed or fail. He is currently writing a book on navigating digital transformation through the human lens. Connect with Manuel LinkedIn: Manuel Barragan Website: www.dtstrategist.comConnect with HinaHina's WebsiteHina's LinkedInHina's InstagramHina's Youtube Channel Subscribe for new episodes every Wednesday and Friday.Production Credit: Produced by @the32collective_ / https://www.the32collective.co/

Our HostsLily Smith enjoys working as a consultant product manager with early-stage and growing startups and as a mentor to other product managers. She's currently Chief Product Officer at BBC Maestro, and has spent 13 years in the tech industry working with startups in the SaaS and mobile space. She's worked on a diverse range of products – leading the product teams through discovery, prototyping, testing and delivery. Lily also founded ProductTank Bristol and runs ProductCamp in Bristol and Bath.Randy Silver is a Leadership & Product Coach and Consultant. He gets teams unstuck, helping you to supercharge your results. Randy's held interim CPO and Leadership roles at scale-ups and SMEs, advised start-ups, and been Head of Product at HSBC and Sainsbury's. He participated in Silicon Valley Product Group's Coaching the Coaches forum, and speaks frequently at conferences and events. You can join one of communities he runs for CPOs (CPO Circles), Product Managers (Product In the {A}ether) and Product Coaches. He's the author of What Do We Do Now? A Product Manager's Guide to Strategy in the Time of COVID-19. A recovering music journalist and editor, Randy also launched Amazon's music stores in the US & UK.

Most leaders think they are good communicators, but that confidence is often built on a dangerous assumption. They believe communication means telling people what they think, what they want, and what should happen next. Real leadership communication is more demanding. It requires self-awareness, context, listening, empathy, emotional control, cultural intelligence, and the ability to create shared understanding. In Japan, Australia, the United States, Europe, and across Asia-Pacific, leaders now operate in workplaces overloaded with messages, meetings, dashboards, chat platforms, and cross-cultural misunderstanding. The leader's communication quality shapes trust, motivation, execution, and culture. What makes leadership communication more than just talking? Leadership communication is not one-way instruction; it is the disciplined creation of shared meaning. Leaders must understand their own assumptions and the listener's viewpoint before expecting action. Many bosses reduce complex ideas into headlines because they are busy. They skip background, context, and the "why," then wonder why people misunderstand or resist. Good communication begins with self-awareness. What assumptions am I making? What does the listener already believe? What vocabulary, cultural expectation, or past experience will shape how they hear me? In bilingual Japan workplaces, the gap can be even wider when English directness meets Japanese indirectness. Do now: Before giving an instruction, ask yourself, "What context does this person need in order to understand the real meaning?" Why should leaders listen before giving advice? Leaders should listen first because advice given too early often solves the wrong problem. The most important information may be hidden in what is not being said. Busy leaders often hear a fragment of an issue and leap into solution mode. That feels efficient, but it can silence the team and waste insight. Real listening means hearing words, tone, hesitation, emotion, and context. It also means resisting the temptation to show off experience or intelligence. Employees are more motivated when they feel the boss has genuinely heard them. In modern organisations, the leader no longer has a monopoly on ideas, expertise, or local knowledge. Do now: Listen for the unsaid message before offering advice. Ask, "What else should I understand before I respond?" How can leaders build an open communication culture? Leaders build an open communication culture by making it safe for many ideas to emerge, not just the boss's preferred opinion. Strong leaders welcome challenge; weak leaders demand agreement. A creative workplace needs more than slogans about innovation. It needs leaders who can throw hierarchy, status, and power out the window when ideas are being discussed. This matters in startups, multinationals, SMEs, professional services firms, and traditional Japanese companies where rank can easily silence junior talent. Open communication allows "a hundred flowers" of ideas to bloom, but it requires confidence from the boss. Leaders who are insecure often close discussion too early. Do now: In your next meeting, speak last on one important topic and invite the quietest person to contribute first. Why is empathetic listening the highest communication skill? Empathetic listening is the highest communication skill because it hears the person behind the words. It uses ears, eyes, and emotional awareness to understand what really matters. Empathetic listening means sensing the "how" of what is being said, not just capturing the literal message. Is the person anxious, hesitant, frustrated, embarrassed, or quietly enthusiastic? Are they withholding something because of hierarchy, face-saving, language limitations, or fear of being judged? This is especially important in Japan, where communication may be indirect and context-heavy. Leaders who listen empathetically can respond to the real issue rather than the surface-level statement. Do now: Watch tone, pace, facial expression, silence, and energy. Then check gently: "Is there something else behind this that we should discuss?" How does trust affect leadership communication? Trust determines whether the team receives the leader's message honestly or suspiciously. Communication is filtered through the leader's consistency, integrity, follow-through, and transparency. A leader cannot suddenly demand trust during a crisis. Trust is built layer by layer, through repeated behaviour. When the boss says one thing and does another, the team learns to discount the message. When the leader explains decisions clearly, follows through on commitments, and communicates bad news honestly, people listen differently. In any organisation, the grapevine becomes powerful when formal communication is weak, slow, or unbelievable. Rumours fill the vacuum leaders leave behind. Do now: Communicate early and consistently. If you do not provide the truth, the grapevine will provide a substitute. Why do leaders need to control emotional communication? Leaders must control anger, rage, disappointment, and irritability because these emotions communicate faster than words. Once released, the damage is difficult to reverse. A boss may believe they are simply "being direct," but the team may experience the moment as intimidation, humiliation, or instability. Emotional sparks are often selfish because they focus on the leader's inner turmoil rather than the listener's needs. In high-pressure environments, leaders need discipline before speaking. The rule is simple but difficult: speak to others as they want to be spoken to. This does not mean avoiding hard conversations. It means choosing clarity over emotional discharge. Do now: When emotionally triggered, pause before speaking. Ask, "Will this help the person understand, or will it simply release my frustration?" How does organisational culture shape communication? Leaders communicate inside the culture they create, and that culture determines how messages are interpreted. A trust-based culture receives communication differently from a fear-based culture. Every message has context. A short instruction from a trusted leader may feel clear and efficient. The same instruction from a volatile or political leader may feel threatening or manipulative. Communication is not just words; it is energy, action, sincerity, and intention. People watch what leaders do every day and compare it with what they say. This is why culture and communication cannot be separated. The leader's behaviour becomes the organisation's communication standard. Do now: Audit the gap between what you say and what your team sees you do. That gap is your real communication problem. Why is "my way or the highway" outdated leadership? The "my way only" leadership style is outdated because modern teams need understanding, inclusion, and shared ownership. The leader still decides, but better decisions come from first understanding the people affected. Command-and-control communication may feel decisive, but it often produces compliance without commitment. Employees today expect to understand the purpose behind decisions. They also bring expertise, customer knowledge, technical detail, and cultural insight the boss may not have. In Japan, where harmony and hierarchy can suppress open disagreement, leaders must work even harder to draw out real views. Seeking to understand subordinates first does not weaken authority. It improves judgement. Do now: Before finalising a decision, ask, "What am I missing from the people closest to the work?" Final summary Good leadership communication is not natural talent or polished talking. It is a set of disciplined habits: self-awareness, listening first, matching the listener's wavelength, creating open culture, listening empathetically, controlling emotion, building trust, communicating continuously, and rejecting "my way only" thinking. The uncomfortable truth is that poor communication usually starts with the leader. If people do not understand the why, context, priority, or expected action, leaders should not simply blame the listener. They should improve the message, the timing, the feedback loop, and their own listening. FAQs Are most leaders as good at communication as they think? No, many leaders overestimate their communication skill because they focus on speaking rather than understanding. Good communication requires the listener to receive, interpret, and act on the message correctly. Why is context important in leadership communication? Context explains the "why" behind the message. Without context, employees may hear the instruction but misunderstand the priority, purpose, or expected result. What is the role of empathy in communication? Empathy helps leaders understand what people feel, fear, avoid, and value. It allows the boss to tune into the human reality behind the work issue. Why is the grapevine so powerful? The grapevine becomes powerful when leaders leave an information vacuum. If formal communication is slow, vague, or untrusted, rumours and speculation take over. How can leaders improve immediately? Leaders can improve immediately by listening longer, speaking with more context, checking understanding, and controlling emotional reactions. These habits build trust faster than polished speeches. Quick actions for leaders Explain the "why," not just the task. Listen before giving advice. Invite ideas from different levels of the organisation. Match vocabulary and communication style to the listener. Watch for what is not being said. Communicate continuously to prevent rumour gaps. Control anger before speaking. Replace "my way" with "help me understand your view first." Author Bio Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" in 2018 and 2021, and recipient of the Griffith University Business School Outstanding Alumnus Award in 2012. As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across leadership, communication, sales, and presentation programmes, including Leadership Training for Results. He has written several books, including three best-sellers: Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery, along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have been translated into Japanese, including Za Eigyō（ザ営業）, Purezen no Tatsujin（プレゼンの達人）, Torēningu de Okane o Muda ni Suru no wa Yamemashō（トレーニングでお金を無駄にするのはやめましょう）, and Gendaiban "Hito o Ugokasu" Rīdā（現代版「人を動かす」リーダー）. Greg also publishes daily business insights on LinkedIn, Facebook, and Twitter, and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery, and Japan's Top Business Interviews, which are widely followed by executives seeking success strategies in Japan.

In Episode 106 of the Cybersecurity Readiness Podcast Series, Dr. Dave Chatterjee is joined by Holger Hügel, Chief Technology Officer of SecurityBridge and a global authority on SAP cybersecurity with over 26 years of experience — to address a governance blind spot that exists inside the security perimeters of even the most mature enterprise organizations: the SAP environment.Opening with the August 2024 ransomware attack on Stoli Group USA — where attackers went straight for the company's SAP enterprise resource planning (ERP) system, disrupting financial operations and contributing directly to a bankruptcy filing within three months — Dr. Chatterjee frames the episode's central challenge: organizations can have zero trust architecture, network segmentation, and identity governance fully deployed across their IT landscape, and still be critically exposed, because most CISOs have never formally claimed accountability for SAP security, and most SAP teams do not think of themselves as part of the security function.Hügel explains the structural gap at the heart of this problem. SAP systems are simultaneously the most business-critical and the least security-governed assets in most large organizations. The C-suite depends on them for financial operations, payroll, procurement, and supply chain continuity, yet SAP teams and security teams speak different languages, operate under different budgets, and rarely collaborate. SAP departments typically define "security" as managing user authorizations and privileges — a narrow interpretation that leaves configuration drift, patch backlogs, and monitoring gaps entirely unaddressed.Analyzed through Dr. Chatterjee's Commitment–Preparedness–Discipline (CPD) framework, the conversation translates SAP cybersecurity from a technical niche into a governance imperative. The Medtronic case study demonstrates what good looks like: a CISO who crossed the organizational divide, sponsored SAP hardening from the cybersecurity budget, built a continuous patch management process, and created the governance structure that allowed the team to respond to an out-of-band vulnerability within hours rather than weeks.The episode's central message is neither technical nor abstract: the organizations that will survive the next ERP-targeted ransomware attack are not those with the most sophisticated tools — they are the ones that have claimed ownership of the problem, built the processes to address it continuously, and created the cross-functional governance structures that SAP and cybersecurity teams cannot build on their own.To access and download the entire podcast summary with discussion highlights - https://www.dchatte.com/episode-106-the-invisible-attack-surface-zero-trust-for-sap-and-erp-environments/Connect with Host Dr. Dave ChatterjeeLinkedIn: https://www.linkedin.com/in/dchatte/ Website: https://dchatte.com/Books PublishedThe DeepFake ConspiracyCybersecurity Readiness: A Holistic and High-Performance ApproachArticles & Cases PublishedChatterjee, D. (2026). Root: Automating the Remediation Gap, Ivey Publishing, Jan 7, 2026.Ramasastry, C. and Chatterjee, D. (2025). Trusona: Recruiting For The Hacker Mindset, Ivey Publishing, Oct 3, 2025.Chatterjee, D. and Leslie, A. (2024). “Ignorance is not bliss: A human-centered whole-of-enterprise approach to cybersecurity preparedness,” Business Horizons, Accepted on Oct 29, 2024.Isik, O., Chatterjee, D., and Lourenco, D.A. (2024). “Getting Cybersecurity Right,” California Management Review — Insights, Accepted for Publication, July 8, 2024. Chatterjee, D. (2023). “Mission critical – How American Cancer Society successfully and securely migrated to the cloud amid the pandemic,” I by IMD, March 13, 2023.Chatterjee, D. (2022). “Preventing security breaches must start at the top,” I by IMD, September 28, 2022, Institute for Management Development, Lausanne, SwitzerlandChatterjee, D. (2022). “Making Cybersecurity Readiness Mainstream,” Executive Blog Post, NETSPI, March 1, 2022Benz, M. and Chatterjee, D. (2020). “Calculated Risk? A Cybersecurity Evaluation Tool for SMEs,” Business Horizons, available online from May 4, 2020Chatterjee, D. (2019). “Should Executives Go To Jail Over Cyber Attacks,” Journal of Organizational Computing and Electronic Commerce, Vol 29, Issue 1, pp. 1-3.Abraham, C., Chatterjee, D., and Sims, R. (2019). “Muddling through cybersecurity: Insights from the U.S. healthcare industry,” Business Horizons, July 2019.

Watch the video interview here Carbon verification is quickly becoming a necessary step for many businesses, whether due to regulatory compliance, market demand or as part of a voluntary scheme. The drivers for this demand are varied, as is the approach many take for their path towards carbon verification. This can look very different depending on the industry you operate in and can be difficult to tackle for more service based industries, such as today's guest, Davies Group, who are a service provider for the insurance industry. In this episode Mel is joined by Gillie Fairbrother, Global Responsible Business Officer at Davies Group, to discuss the findings of Mel's thesis regarding the demand and drivers of GHG verification for organisations across the globe, and how Davies Groups' carbon verification journey factors into the findings. You'll learn ·      Who is Gillie Fairbrother and who are Davies Group? ·      What factor triggered the decision for independent carbon verification at Davies Group? ·      At what point did the leadership team recognise that unverified carbon data represented a credibility and governance risk that was inconsistent with that professional standard? ·      What did Davies Group's GHG inventory and reporting look like before independent verification was introduced? ·      Which specific stakeholders were asking the hardest questions about Davies Group's sustainability data, and how did those questions land internally? ·        ·      What is the gap between organisations knowing they should verify emissions and actually doing it? ·      Was competitive positioning part of the Davies Group case for carbon verification? ·      What was the most significant finding from the first carbon verification engagement? ·      How has verification changed the internal culture and engagement with the sustainability programme at Davies Group? ·      How have Davies Group supported suppliers with calculating their carbon emissions? ·      Where does Gillie see the expectations of institutional partners and large clients in insurance and professional services heading? ·      What was a specific moment where Gillie can recall that this mattered more than she had expected?   Resources ·      Davies Group ·      Davies Group LinkedIn ·      Carbonology – Carbon Verification Services   In this episode, we talk about: [00:30] Episode Summary – We introduce Gillie Fairbrother, Global Responsible Business Officer at Davies Group, to discuss their participation in Mel's thesis research into the demand for GHG emissions, exploring Davies Group's own reasoning and journey. [02:05] Who is Gillie Fairbrother and who are Davies Group? A route into sustainability as a career wasn't as readily available to Gillie when she attended university, so it has been something of a self-made path. She has previously run a wellness business in the past and has experience working with sustainable brands and has done a lot of cultural advocacy, particularly in the LGBTQ space. Taking the lead for ESG within the corporate space was a dream come true for Gillie, and she has done this for a number of US based tech firms to her current position for Davies Group. Davies Group are a service provider for the insurance industry, who operate in 22 countries. [03:40] What factor triggered the decision for independent carbon verification at Davies Group? Mel's research found that 29% of organisations cite market-driven factors as their primary reason for seeking GHG verification, compared with just 12% who cite regulatory compliance. For Davies Group, their decision was led by market demand. They looked client requests versus client contractual obligations, and carbon verification was increasingly coming up in those contractual obligations. Gillie herself has always been an advocate for working both sustainably and responsibly, promoting the revenue benefits that can be gained from doing so. However, as much as it is perceived to be the right thing to do, she doesn't want businesses to simply think of it as the 'nice thing to do'. These should be central components to how your business operates. So in part, Davies Group saw this demand not only in the market, but as simply the right way to do business. [05:30] At what point did the leadership team recognise that unverified carbon data represented a credibility and governance risk that was inconsistent with that professional standard? Davies Group already operate in a highly regulated market, and so already have very strong governance practices in place. Gillie didn't really have to worry about making too many improvements in the governance or purpose aspects of ESG compliance. They participated in TCFD on a voluntary basis to highlight a possible risk from a climate perspective that could affect things like supply chain, physical sites, or the industry in general to leadership. Thankfully, the leadership saw this as a risk worth looking into more, and were willing to quantify it properly and ensure that their data was as accurate as possible and in a place where it could be audited by a 3rd party. [07:40] What did Davies Group's GHG inventory and reporting look like before independent verification was introduced? Before Gillie joined, these aspects were managed by a 3rd party due to lack of in-house expertise to manage it. When Gillie joined, she worked closely with that 3rd party to continue the work. Davies Group is quite a complex business, it operates with 3 different divisions that have multiple service lines. At the time, they did their best with the Excel spreadsheets that they had create to track various GHG emissions, but it was not as good as it could have been. They've since grown their processes, included more in-house talent and are doing more to gain knowledge from their stakeholders, data owners and building relationships with various teams across the business. While they are still working on Excel spreadsheets, they have advanced to reasonable assurance. Gillie is now looking into external tools to help improve their data management, but this would cost a fair bit of money that could be better used currently on reducing environmental impact. [10:30] Which specific stakeholders were asking the hardest questions about Davies Group's sustainability data, and how did those questions land internally? Gillie cites employees, as they're an industry where 30% of the workforce is likely going to retire in the next 10 years, so they're trying to attract a younger group of talent who want to work for a business that has a good purpose and is a good company. Acting sustainably and responsibly is a huge part of attracting that new young talent. The second more important stakeholders are their clients. Davies Group is a private equity backed business, if they're not making money then they simply cease to exist as a business. Clients now have a keen interest in responsibly run businesses, and many now seek proof to claims. Next in the list is investors, who have an interest in the regulatory requirements that the business is subjected to. Lastly, Gillie cites suppliers as even if they aren't actively putting pressure on the business to report their emissions, without their support and cooperation, Davies Group can't meet their own goals. [12:40] What was a particularly memorable conversation with a Stakeholder that helped drive further improvement? Gillie recalls one conversation with a new employee where they asked to be more involved with their sustainability group. When she talked to them more, she discovered that one of the main reasons that employee sought them out was due to the responsible business page on their website, and that out of the 3 businesses they were applying to, Davies Group was the only one that had a page like that. [37:00] What is the gap between organisations knowing they should verify emissions and actually doing it? Mel's research found that 86% of organisations report increased stakeholder demand for transparency in GHG reporting – yet 52% remain unverified. Gillie states that there could be a lot of reasons for this, including budget, resourcing or something as simple as a piece of wording in a contract where a client might say we request versus we require. This is why Gillie is always in conversation with clients, whether that be the sales team or the sustainability teams at our clients, to understand their goals and make sure they can all align in their goals. The market is certainly the leading cause for many businesses as Government regulation tends to lag behind. [17:20] Was competitive positioning part of the Davies Group case for carbon verification? For Davies Group, it was initially a contractual requirement to complete their carbon verification. So, in their case, it was an easy decision as otherwise they could potentially lose business. However, Gillie also regularly meets with senior leadership and reports into their responsible business board committee every quarter. There they consider the growing appetite for sustainability driven demands, and how they want to leading the way in their industry. The key determining factor is whether it's relevant to them, whether that's for sustainability or for their community impact strategy. Davies Group tend to focus on education and investment in our communities, as that's where their expertise sits. It's all about materiality as businesses need to focus on what's relevant to them. [19:20] What was the most significant finding from the first carbon verification engagement? For Gillie, it was the clarity and transparency that had been game changing. Especially within their real estate portfolio. Davies Group don't own any of their offices, they're all leased. As they calculated and verified the carbon footprint, the quality of the data got better and that enabled them to have better conversations with their real estate team to understand how a building worked, whether it be a lease, including services or whether it be separate. As a result, they've been able to set a renewable energy target for all UK offices. [19:20] How has verification changed the internal culture and engagement with the sustainability programme at Davies Group? Mel's research identifies a strong correlation between verification status and organisational confidence, with 85% of verified organisations expressing pride in their sustainability progress, compared with 50% of unverified ones. Gillie's been writing the sustainability report for Davies Group for the past 6 years, and she can feel the difference after having their emissions verified as it adds an extra layer of credibility. She's also wary of stepping into bragging territory about all their sustainability achievements, without reflecting on the reality. There can be a conflict between writing what the stakeholders want to hear versus what is accurate and true. Having independent 3rd party verification gives you the confidence to back any claims made. [24:10] How have Davies Group supported suppliers with calculating their carbon emissions? Gillie is particularly proud of an industry wide collaboration project that had close to 100 SMEs go through a Net Zero training programme that was provided by a third party. Gillie joined many of the sessions and was so pleased to see sustainability champions emerge through the process where people suddenly got really invested and starting asking rather complex questions. They're still gathering feedback from those sessions, but already 80% - 90% have calculated a starting carbon footprint and put in place an action plan to help reduce their impact. This year, Davies Group have also kicked off a huge training and engagement plan with their service delivery teams who are making the decisions about their suppliers. They've also engaged with over 400 employees in their UK groups for property claims on sustainable solutions, getting their ideas, understanding the challenges and coming out with some outcomes so they can measure the carbon of their claims process and look to reduce it. Gillie teases the pending results, so keep an eye on their socials to find out more! [27:50] Key advice from Gillie: Focus your supply chain effort on your biggest emissions rather than your biggest spend, and tackle this in small groups. [29:30] Where does Gillie see the expectations of institutional partners and large clients in insurance and professional services heading – and at what point does she think verified GHG data becomes a non-negotiable baseline in your market? Many businesses have been waiting on legislation and regulations to point the way, and in a sense, they will always be waiting as these things develop with our understanding and technology available. However, businesses have done a good job of stepping up as those regulations lag behind. There's a lot of mixed press regarding sustainability, with some professionals feeling as if the topic has come off the boil as article cite the loss of dedicated sustainability officers. The reality on the ground is that these roles are now much more embedded into the business, they're not being removed, simply passed onto roles such as the Chief Operating Officer to ensure sustainability targets are being met. The bottom line is that the momentum for sustainability isn't going away, and that need to verify emissions is only going to grow. The key thing now is to move on from simple calculation into action, which is what Gillie is trying to drive right now.   [32:05] What was a specific moment where Gillie can recall that this mattered more than she had expected? Gillie is so proud of what their small and mighty team at Davies Group has done for their social impact. When initially established, they were only in 1 country, they've now expanded to 22 countries and they've really focused their resources, time and effort on impacting community education and skills development, which she anticipates will have a full circle around to attracting talent into our industry. To see more about the impacts that Davies Group are orchestrating, check out their LinkedIn page. If you'd like any assistance with your carbon verification journey, contact our partner Carbonology, they'd be happy to help! We'd love to hear your views and comments about the ISO Show, here's how: ●     Share the ISO Show on Twitter or Linkedin ●     Leave an honest review on iTunes or Soundcloud. Your ratings and reviews really help and we read each one. Subscribe to keep up-to-date with our latest episodes: Stitcher | Spotify | YouTube |iTunes | Soundcloud | Mailing List

In this episode of the ThinkBusiness Podcast, Oishi founder Ciara Troy shares the real story behind building one of Ireland's best known food businesses, from early mistakes and near burnout to scaling sustainably. Joined by Lucy Ryan, Head of Food & Beverage at Bank of Ireland, this episode explores funding, margins, resilience and what it really takes to grow a food brand in Ireland.Visit www.thinkbusiness.ie for more news and supports for start-ups and SMEs in Ireland. If you want to start and grow a business, ThinkBusiness.

This episode of Fresh Perspectives goes behind the numbers of the latest Azets Barometer to explore how SME leaders are navigating uncertainty, resilience, investment and growth in 2026. Rob Brown is joined by Peter Gallanagh, UK&I CEO at Azets, to unpack the findings from Azets' quarterly business sentiment survey and explain what they reveal about the mindset of UK business owners right now. We explore why many SMEs remain cautious about the wider economy while still backing their own businesses to grow, how leaders are responding to geopolitical and economic uncertainty and why agility and fast decision-making are becoming more important than ever. Peter explains why resilience is no longer only about cash reserves, how succession planning is moving higher up the agenda and why businesses are still struggling to turn AI ambition into practical implementation. We also discuss labour costs, foreign investment, leadership confidence and the growing need for accountants and advisers to act as true strategic partners rather than compliance providers. This episode offers practical insight for SME owners trying to stay resilient, move faster and make smarter decisions in an increasingly volatile business environment. You can connect with Peter Gallanagh on LinkedIn. Download the latest Azets Barometer here: Azets Barometer Q1 2026. +++ Fresh Perspectives is the business podcast from Azets where advisers, experts and leaders share fresh thinking to help you move forward with confidence. Each episode explores real-world challenges and opportunities for business owners and entrepreneurs, from finance and growth to leadership and technology. Formerly Bang The Drum, the show continues Azets' commitment to sharing practical advice, new ideas and inspiring stories from across the business community. This podcast has featured at #1 in the Apple Podcast charts for Management podcasts and #19 in the Apple Podcasts charts for Business podcasts. Follow and subscribe to Fresh Perspectives on your favourite player, leave a review and share it with others who you think might enjoy it. Find more about Azets at www.azets.com. Contact us at podcast@azets.co.uk.

Being ghosted in sales feels modern, but the problem is ancient. You meet someone at a networking event, have a positive conversation, follow up politely and then hear nothing but crickets. The danger is not only losing the opportunity. The greater risk is either giving up too early or following up so badly that you create brand damage. Professional salespeople need a follow-up rhythm that is persistent, respectful and defensible.  Why do buyers ghost salespeople after a good conversation? Buyers often ghost salespeople because they are overwhelmed, distracted or drowning in messages, not necessarily because they lied about being interested. The professional response is to assume the buyer is busy before assuming bad intent. Executives, managers and business owners receive a tsunami of emails, LinkedIn messages, calendar alerts, Teams notifications, Slack pings and social media updates every day. In Japan, the United States, Europe and across Asia-Pacific, post-pandemic hybrid work has increased digital noise and lowered tolerance for poor follow-up. Younger professionals are also often more text-based because written messages reduce confrontation and create an easy escape route: no reply. The problem is that no sales come from silence. Do now: Treat ghosting as a signal to follow up better, not as permission to disappear. Should salespeople keep following up after no response? Salespeople should keep following up if they genuinely believe they can help the buyer, but the tone must be respectful and benefit-led. Persistence is professional only when it serves the buyer. A second follow-up should acknowledge the buyer's busy schedule and apologise for adding to their inbox. Then it should restate the business benefit clearly. This protects the salesperson from sounding like a pest because the reason for the contact is not desperation, commission or pressure. The reason is value. For B2B sales teams, SMEs and multinational account managers, the question is simple: can this solution help the client improve revenue, productivity, leadership, customer retention or competitive performance? If yes, follow-up is part of service. Do now: In the second email, write briefly, apologise for the inbox intrusion and restate the buyer-centred benefit. How many follow-up emails are reasonable before moving on? Four thoughtful follow-ups are reasonable before concluding that silence probably means no. After that, the salesperson should move on and invest energy in a better buyer. The first message follows the original conversation. The second message politely restates the value. The third can use a slightly different version of the same buyer-focused message. The fourth should be short, unobtrusive and easy to answer. Dean Jackson's famous nine-word email formula is useful here: "Are you still interested in doing something with…?" The blank can reference the solution, business issue or opportunity discussed. This works because it is brief, non-threatening and forces a simple decision. Do now: Build a four-touch follow-up sequence before the meeting, not while emotionally reacting to silence. What should salespeople write in a follow-up email? Salespeople should write follow-up emails that are short, personal and anchored in the buyer's benefit. The goal is not to shame the buyer into replying, but to make responding easy. Forwarding the previous email can be useful, but it can also feel like a subtle accusation: "I wrote to you, and you ignored me." A stronger message starts with humanity. One useful habit is to begin with "Thanks…" because it reminds the salesperson to acknowledge the person before the business point. Another practical technique is to use the buyer's personal name as the subject line. "Tanaka san" or "Taro san" feels more human and lighter than a heavy corporate subject such as "Dale Carnegie Training Tokyo Proposal Follow-Up." Do now: Use the buyer's name, open with thanks and make the message easy to read in under 30 seconds. How can salespeople avoid damaging the brand with follow-up? Salespeople avoid brand damage by making every follow-up defensible, polite and connected to helping the buyer succeed. The buyer should feel pursued professionally, not pestered selfishly. People dislike spam because it is irrelevant, impersonal and endless. Sales follow-up becomes dangerous when it feels the same. The salesperson's defence is a clear service mindset: "My commitment is to help your business succeed, and I wanted to make sure you had the option to consider whether this makes sense." That framing works across Japanese business culture, Western B2B sales and relationship-based markets because it respects choice while demonstrating responsibility. The buyer can still say no, but the seller has not abandoned them prematurely. Do now: Prepare your explanation for follow-up before anyone challenges you on it. What should salespeople say when criticised for too much follow-up? Salespeople should calmly explain that consistent follow-up is part of serving customers properly. The answer must be prepared in advance because improvising under criticism often sounds defensive. A strong response might be: "I am sure you teach your own sales team the importance of serving customers, and that means doing the follow-up consistently and properly. That is why you are hearing from me. We are here to help your business beat your rivals and do better." This is a powerful reframe. Many executives privately wish their own salespeople were more persistent, organised and dedicated. The key is confidence without arrogance. The seller is not apologising for professionalism; they are explaining it. Do now: Write and rehearse your follow-up pushback response so it sounds natural, calm and buyer-centred. Conclusion: When does ghosting mean no? Ghosting does not automatically mean no after the first unanswered email. It may mean the buyer is busy, distracted, overwhelmed or buried under digital noise. The professional salesperson keeps going with tact, humility and a clear business reason. After four follow-ups, however, silence is probably the answer. At that point, move on and find a new buyer. The rule is simple: always allow the buyer to say "no" for themselves. Do not second-guess them by failing to follow up. Equally, do not damage your brand by chasing forever. FAQs Is being ghosted in sales always a rejection? No, being ghosted often means the buyer is overloaded, distracted or has lost track of the message. Salespeople should assume busyness first and rejection later. What is the best subject line for a follow-up email? A personal name is often the strongest subject line because it feels human and easy to open. For Japanese buyers, using polite forms such as "Tanaka san" can be appropriate depending on the relationship. How many times should I follow up with a buyer? Four respectful follow-ups are a practical limit before treating silence as a no. After that, the salesperson should move on to better-qualified opportunities. What should I say if a buyer complains about my follow-up? Explain that your follow-up is based on helping their business and giving them the option to decide. Keep the tone calm, respectful and focused on value. Author Bio Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" and recipient of the Griffith University Business School Outstanding Alumnus Award. As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across leadership, communication, sales and presentation programmes, including Leadership Training for Results. He has written several books, including three best-sellers — Japan Business Mastery, Japan Sales Mastery and Japan Presentations Mastery — along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have been translated into Japanese, including Za Eigyō（ザ営業）, Purezen no Tatsujin（プレゼンの達人）, Torēningu de Okane o Muda ni Suru no wa Yamemashō（トレーニングでお金を無駄にするのはやめましょう）and Gendaiban "Hito o Ugokasu" Rīdā（現代版「人を動かす」リーダー）. Greg also publishes daily business insights on LinkedIn, Facebook and Twitter, and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery and Japan's Top Business Interviews, which are followed by executives seeking success strategies in Japan.

702, 702 Afternoons, Talk radio, Tech feature, Relebogile Mabotja, Teko Mojaki, Spinnaker, Big tech, Economic, SMEs, Small businesses Relebogile Mabotja speaks to Teko Mojaki who is the Managing Director of Spinnaker Support South Africa about whether Big Tech is costing South African businesses too much, and what this means for local innovation and economic growth. 702 Afternoons with Relebogile Mabotja is broadcast live on Johannesburg based talk radio station 702 every weekday afternoon. Relebogile brings a lighter touch to some of the issues of the day as well as a mix of lifestyle topics and a peak into the worlds of entertainment and leisure. Thank you for listening to a 702 Afternoons with Relebogile Mabotja podcast. Listen live on Primedia+ weekdays from 13:00 to 15:00 (SA Time) to Afternoons with Relebogile Mabotja broadcast on 702 https://buff.ly/gk3y0Kj For more from the show go to https://buff.ly/2qKsEfu or find all the catch-up podcasts here https://buff.ly/DTykncj Subscribe to the 702 Daily and Weekly Newsletters https://buff.ly/v5mfetc Follow us on social media: 702 on Facebook https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 See omnystudio.com/listener for privacy information.

In this episode of Great Question: A Manufacturing Podcast, every OT and IT journey is different, but two SMEs from Lincoln Nebraska-based Huffman Engineering join the podcast with some tips and to share some positive summer vibes from their clients.

Welcome to the CanadianSME Small Business Podcast, hosted by Maheen Bari. Today, we explore why talent—not technology—is becoming the biggest bottleneck in Canada's AI driven economy. Joining us is Nisha Lewis, COO at NPower Canada. With a focus on building inclusive pathways into digital careers, Nisha shares how closing the talent gap is key to unlocking real innovation. Key Highlights 1. AI Talent Gap: Nisha explains where the disconnect lies between AI investment and skilled talent. 2. Alternative Training Models: Nisha shares how NPower creates job ready talent outside traditional education. 3. Inclusive Growth: Nisha highlights who is being left behind in AI adoption and why it matters. 4. Cybersecurity Demand: Nisha discusses the rising need for security roles and workforce readiness. 5. Scaling Talent Nationwide: Nisha explains how regional programs can support SMEs across Canada. Special Thanks to Our Partners: UPS: https://solutions.ups.com/ca-beunstoppable.html?WT.mc_id=BUSMEWA ADP Canada: https://www.adp.ca/en.aspx For more expert insights, visit www.canadiansme.ca and subscribe to the CanadianSME Small Business Magazine. Stay innovative, stay informed, and thrive in the digital age! To learn more about how we are supporting the ecosystem, please visit the CanadianSME Small Business Foundation at smbfoundation.ca. Disclaimer: The information shared in this podcast is for general informational purposes only and should not be considered as direct financial or business advice. Always consult with a qualified professional for advice specific to your situation.

Kia ora. Welcome to Tuesday's Economy Watch where we follow the economic events and trends that affect Aotearoa/New Zealand. I'm David Chaston and this is the international edition from Interest.co.nz. Today we lead with news that yesterday's renewed hostilities between Israel and Iran seem to have been paused. And financial markets are reacting as though this is something permanent, a deluded reading of even recent history. It is more an excuse to bet on higher equity prices again. Away from these irrational markets and after hitting a two and a half year high in April at 3.5%, American inflation expectations for one year ahead slipped back to 3.2% in May, according to the latest national New York Fed survey update. Given that April's actual inflation was recorded at 3.8%, this represents a sanguine view of what lies ahead. More broadly, the same survey shows that households expect their financial situation to deteriorate. It is not only households. In a focus on the SME sector, another national review found them deeply pessimistic about 2026 prospects. Across the Pacific in Japan, some top-line data out yesterday for the March quarter points to improving metrics. GDP came in with a +1.8% growth rate and better than expected (+1.3%). And bank lending data shot up in May, up +5.7% and easily exceeding the expansion of +5.4% in April from a year ago. In China, construction machinery sales were strong in May with excavator sales up +36% from year-ago levels as infrastructure projects gain momentum. Things are not so bright for car sales in China. Sales ‌dropped -22% from a year earlier to 1.53 million vehicles in May, the eighth consecutive monthly fall. Even EV sales fell (-5%). In Germany, they posted some negative factory order data for April. They were down -3.8% on an inflation adjusted basis from the previous month, but that came after a +4.5% rise on the same basis for March. From a year ago, also in real terms, German factory orders were up +1.6% in April. And factory sales didn't decline in April either. In the Persian Gulf, to cross the Strait of Hormuz, the transit trickle is still low but not zero. Only ten ships crossed in the past 24 hours. It has now been 100 days since the crisis began and it seems Iran is successfully tolling the Strait, according to maritime sources. The UST 10yr yield is now just on 4.55%, up just +1 bp for the day.  The price of gold will start today up +US$5 from yesterday at US$4333/oz. Silver is up +US$1 at just under US$68.50/oz. Oil prices are up +50 USc from yesterday at just on US$91/bbl in the US, while the international Brent price is now just on US$94/bbl and up +US$1. Hormuz transits are still very low despite the pricing optimism. The Kiwi dollar is up +10 bps from this time yesterday at this time at just over 58.1 USc. Against the Aussie we are up +20 bps at 82.5 AUc. Against the euro we are also up +10 bps at just on 50.4 euro cents. That all means our TWI-5 starts today at just on 61.8 which is up +20 bps from yesterday. The bitcoin price starts today at just on US$63,416 and up +1.9% from this time yesterday. Volatility over the past 24 hours has been moderate at just over +/- 2.5%. You can get more news affecting the economy in New Zealand from interest.co.nz. Kia ora. I'm David Chaston and we'll do this again tomorrow.

What happens when founders get fed up with fragmented agencies, disconnected marketing tactics, and expensive growth projects that fail to deliver? In this episode of ScaleUp Radio, Kevin Brent sits down with Peter Juhasz, co-founder of Syrvi.ai, to explore how they are reinventing go-to-market support for SMEs through what they call "Service as Software". Peter shares the scaling journey behind Syrvi.ai, from bootstrapping a tech platform with no previous software experience to building a 12-person team supporting around 30 active clients across the UK and beyond. The discussion dives into why traditional agency models often fail scaling businesses, how AI is changing the way SMEs approach growth, and why guarantees and trust are central to Syrvi.ai's model. A standout message from this episode: "Most SMEs don't need more agencies. They need one joined-up revenue system."   In This Episode Why SMEs Struggle to Scale Peter explains the challenge many growing businesses face between: Trying to learn and implement AI internally Hiring multiple specialist agencies that rarely work cohesively together The result is often: High costs Conflicting strategies Founder burnout Poor ROI Fragmented accountability Peter references research suggesting over 95% of growth projects fail because businesses focus on isolated tactics instead of integrated systems.   The "Service as Software" Model Syrvi.ai combines: Human expertise AI automation Proprietary software Integrated go-to-market execution Their Revenue Engine platform supports: Multi-channel outreach campaigns LinkedIn and email pipeline generation AI-assisted thought leadership SEO and content creation Generative AI Engine Optimisation (GAIO) Rather than replacing humans with AI, Peter explains how AI enables SMEs to execute more consistently and strategically without needing multiple suppliers.   Earning Trust Through Guarantees One of the most interesting parts of the conversation is how Syrvi.ai reduces client risk. Their process includes: A free 45-minute strategy session A bespoke 25-page go-to-market plan A 90-day pilot programme Guaranteed qualified opportunities If targets are missed: They continue working free of charge until achieved Or refund the client Peter explains why demonstrating value before asking for long-term commitment has been critical to their growth and retention.   Building a Tech Company Without a Tech Background Peter openly shares the challenges of: Bootstrapping the business Building software from scratch Recruiting the right CTO Learning AI and technology fundamentals as non-technical founders The company has invested hundreds of thousands of pounds into developing their platform while staying founder-funded. Today: The business has 12 team members Supports around 30 active clients Is approaching break-even   Leadership Lessons and Founder Advice Peter shares lessons he would give his younger self: Take balanced risks Learn business management earlier Understand M&A sooner Invest time learning technology and AI fundamentals He also discusses: Founder mindset Sustainable scaling Managing growth pressure Long-term vision     Scaling up your business isn't easy, and can be a little daunting. Let ScaleUp Radio make it a little easier for you. With guests who have been where you are now, and can offer their thoughts and advice on several aspects of business. ScaleUp Radio is the business podcast you've been waiting for. If you would like to be a guest on ScaleUp Radio, please click here: https://bizsmarts.co.uk/scaleupradio/kevin You can get in touch with Kevin here: kevin@biz-smart.co.uk   Most founders I speak to feel busy but stuck; plenty happening, but not always clear on what genuinely matters most this quarter. If that sounds familiar, the G90 Summit is worth a look. It's a structured half-day session where we help founders identify the three to five priorities that genuinely matter over the next 90 days and build the systems to deliver them. Quarterly, virtual, and £97 a seat. You can find out more at http://Smart90.co.uk/summit . Peter can be found here: https://syrvi.ai/   Resources: Think & Grow Rich by Napoleon Hill - https://uk.bookshop.org/p/books/think-and-grow-rich-the-original-classic-hill/2073500?ean=9781906465599&next=t Good To Great by Jim Collins - https://uk.bookshop.org/p/books/good-to-great-collins-jim/5255326?ean=9780712676090&next=t Claude AI - https://claude.ai/

Sales conversations need structure, not spaghetti. In Japan especially, the best salespeople do not simply pitch, push and hope. They build bridges between each phase of the buyer conversation: rapport, permission to ask questions, solution presentation, objection handling and the final close. These bridges make the sales call feel natural, respectful and useful for the client. For executives, sales leaders and B2B professionals, the real lesson is simple: a sales process is not just a checklist. It is a conversation road map. When each transition is handled smoothly, the buyer feels understood rather than sold to. Why do sales conversations need bridges? Sales conversations need bridges because buyers rarely move smoothly from greeting to decision without guidance. A bridge is the short phrase, question or transition that helps the buyer follow the logic of the meeting. In Japan, where trust, politeness and context matter deeply in business, these bridges are even more important. A salesperson who jumps too quickly into the pitch can feel abrupt, especially compared with the slower relationship-building style common in Japanese B2B sales. In the US, a direct "Let's get down to business" approach may be accepted. In Japan, the same move can miss the social rhythm that helps buyers relax and open up. Do now: Map your sales call into phases and write one clear bridge sentence between each phase. How should salespeople start a meeting in Japan? Salespeople in Japan should start by using small talk, meishi and respectful observation to build trust before discussing business. The beginning of the meeting is not wasted time; it is the first sales bridge. Business cards remain a gold mine in Japan. The buyer's meishi can reveal their title, division, company structure, location, seniority and sometimes even regional clues in their name. A skilled salesperson uses these details naturally. For example, commenting politely on a rare kanji reading or asking about the buyer's role can start a human conversation. This is different from many Western business settings, where business cards have become less central and meetings often begin more transactionally. Do now: Treat the first three minutes as a trust-building phase, not an awkward warm-up. Why should salespeople ask permission before asking questions? Salespeople should ask permission because questioning the buyer can feel intrusive unless the purpose is clearly explained. In Japan, this bridge is vital because direct questioning may be seen as rude if handled poorly. Many Japanese salespeople avoid asking diagnostic questions and instead launch straight into the pitch. That creates a problem: without questions, the salesperson cannot know which solution matters. If a company has 155 training modules, products or services, presenting everything overwhelms the buyer. A better bridge is: "We may be able to help, but I am not sure yet. Would you mind if I asked a few questions so I can understand your situation?" This makes the questioning feel respectful and useful. Do now: Never interrogate. Ask permission, explain the benefit, then diagnose. How do you move from questions to the solution? The best bridge from questions to solution is a short confirmation that shows the buyer you listened. Before presenting, summarise the need and explain that you have narrowed the options. This is where many salespeople lose control of the conversation. They ask good questions, then dump too much information on the buyer. In B2B sales, especially with executives, SMEs and large Japanese firms, clarity beats quantity. A strong bridge sounds like: "Thank you, I now understand what you are looking for. Based on your priorities, I believe this solution fits best." This tells the buyer the pitch is not generic. It is selected for them. Do now: Present only the solution that matches the buyer's stated need. Leave the rest out. What is the best way to check buyer interest during the sales presentation? A trial close is the bridge that checks whether the buyer is following, interested and comfortable. The simple question "How does that sound so far?" can reveal confusion, hesitation or hidden objections. This is not a hard close. It is a conversational checkpoint. After explaining the feature, benefit, application and evidence, the salesperson pauses and lets the buyer react. In Japan, where buyers may avoid direct confrontation, these gentle checks are especially useful. They give the buyer permission to raise concerns without losing face. Compared with more aggressive American closing styles, this approach is low-pressure but still commercially effective. Do now: After each major solution point, ask a soft trial close before moving forward. How should salespeople handle price objections? Salespeople should bridge into objections by thanking the buyer and asking why they feel that way. The best response to "Your price is too high" is not a defence; it is curiosity. A calm answer might be: "Thank you. May I ask why you say that?" Then stop talking. Silence is powerful. The buyer may reveal they are comparing against a cheaper competitor, working with a fixed budget, unsure of value, or testing whether a discount is available. Each answer requires a different response. If the salesperson guesses, they may answer the wrong objection. In Japanese sales, where open disagreement can be subtle, this bridge helps uncover the real issue. Do now: Do not fight objections. Clarify them first, then answer the real concern. Conclusion: What should sales leaders do now? Sales leaders should train their teams to build bridges, not just deliver pitches. A strong sales call has a clear flow: rapport, permission, diagnosis, tailored solution, trial close, objection handling and final decision. Each phase needs a transition that feels natural to the buyer. For Japan-focused sales teams, this is especially important. Respectful pacing, small talk, meishi awareness, permission-based questioning and low-pressure closing all help buyers feel safe enough to engage. The goal is not to manipulate the conversation. The goal is to make it easier for the buyer to understand, trust and decide. Author bio Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" and recipient of the Griffith University Business School Outstanding Alumnus Award. As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across leadership, communication, sales and presentation programs, including Leadership Training for Results. He has written several books, including the best-sellers Japan Business Mastery, Japan Sales Mastery and Japan Presentations Mastery, along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have been translated into Japanese, including Za Eigyō, Purezen no Tatsujin, Torēningu de Okane o Muda ni Suru no wa Yamemashō and Gendaiban "Hito o Ugokasu" Rīdā. Greg also publishes daily business insights on LinkedIn, Facebook and Twitter, and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery and Japan's Top Business Interviews, followed by executives seeking success strategies in Japan.

Increased R&D Tax Credit shows clear impact as companies prioritise research and innovation amid global uncertainty – IRDG & KPMG Report. Specific Innovation Tax Credit urgently needed to bridge structural gaps in Ireland's R&D competitiveness framework The 2026 Ireland Innovation Index report from IRDG and KPMG shows that Irish businesses are strongly committed to research, development and innovation (RDI), with fresh evidence that the Government's R&D tax credit is directly driving new investment, even as companies contend with geopolitical uncertainty, international tax changes and competitive pressures. The 2026 Ireland Innovation Index is the annual nationwide survey by the Industry Research & Development Group (IRDG) and KPMG. This fourth annual report gathered detailed responses from a record 587 companies who are actively engaged in innovation across Ireland. The findings show a significant boost in R&D activity arising from the R&D Tax Credit, which was increased from 30% to 35% in last year's budget. 69% of businesses say they have increased R&D spend over the past three years, while 77% expect to increase investment over the next three years. In relation specifically to the recent 5% uplift in the tax credit, 58% of companies surveyed said they are directing this additional incentive into existing R&D projects, while 57% say it will support entirely new R&D activity. A further 39% say the enhanced incentive will support them hiring or retaining dedicated R&D staff. The findings also show the importance of the R&D tax credit in attracting and maintaining R&D activity and jobs in Ireland, with over half (54%) of MNCs saying that, without the credit, 10% or less of their R&D would take place in Ireland. For context, in terms of actual numbers of companies availing of the incentive, the latest available Revenue figures (2023) showed 1,804 claimants – the highest figure since the credit was introduced in 2004. In 2023, 225 large companies received over €764 million in R&D tax credits, while a further €213 million in R&D tax credits was claimed by 1,579 SMEs. Companies claiming the R&D tax credit are also significant contributors to the Exchequer through corporation tax. In 2023, total corporation tax liabilities for all claimant companies were €10.53 billion, with €8.81 billion of that amount attributable to companies claiming in excess of €1 million of R&D tax credits. The report also highlights the increasing strategic importance of advanced technology in Ireland's innovation economy. AI and disruptive technology is now a priority for 67% of respondents over the next one to three years, up sharply from 45% in 2024. This is the largest movement recorded in any innovation priority category over the four-year life of the Index. 'Disruptive technology' is innovation that significantly alters established industries and markets. The trends in this area reflect a profound shift in how Irish businesses are approaching innovation, with artificial intelligence moving rapidly from experimentation to operational deployment, productivity enhancement and product development. Necessity for Specific Innovation Tax Credit The R&D Tax Credit remains a critical pillar of Ireland's competitiveness offering and continues to underpin significant investment decisions. However, many forms of modern commercially valuable innovation sit outside the traditional fields of science and technology, within which activity must fall in order to qualify. This tends to exclude innovation such as digital transformation, design-led innovation, advanced process innovation and business-model innovation, the report says. As a result, 71% of companies surveyed said a specific new Innovation Tax Credit would enable more innovative work to take place in Ireland, while a corresponding 67% believe it would support new product and service development. Almost half (45%) of respondents said an innovation tax credit would directly support increased IP creation and ...

تواصل معانا وشاركنا افكاركهل التمويل هو أكبر تحدٍ يواجه أصحاب المشاريع الصغيرة والمتوسطة؟في هذه الحلقة من بزنس بالعربي، نناقش واحدة من أكثر الأفكار انتشارًا بين رواد الأعمال وأصحاب الشركات: هل نقص التمويل هو المشكلة الحقيقية، أم أن هناك عوامل أخرى أكثر تأثيرًا على نمو الأعمال؟نتحدث عن دور التكنولوجيا المالية (FinTech)، والدفع الإلكتروني، وتحليل البيانات (Data Analytics)، وكيف يمكن للشركات الصغيرة والمتوسطة الاستفادة من هذه الأدوات لبناء أعمال أكثر استقرارًا وقابلية للنمو والتوسع.خلال الحلقة ستتعرف على:✅ أهم التحديات التي تواجه الشركات الصغيرة والمتوسطة (SMEs)✅ لماذا أصبحت البيانات أحد أهم أصول الشركات الحديثة✅ كيف تساعد المدفوعات الإلكترونية في تحسين إدارة الأعمال✅ العلاقة بين التحول الرقمي والحصول على التمويل✅ دور التكنولوجيا المالية في دعم رواد الأعمال✅ كيفية بناء مشروع قابل للتوسع والنمو✅ أهمية الأتمتة وإدارة المخزون وفهم سلوك العملاء✅ كيف يمكن للمشروعات الصغيرة الوصول إلى أسواق جديدة محليًا وعالميًاإذا كنت صاحب مشروع، رائد أعمال، تعمل في شركة ناشئة، أو تفكر في بدء مشروعك الخاص، فهذه الحلقة تحتوي على رؤى عملية وتجارب حقيقية ستساعدك على فهم مستقبل الشركات الصغيرة والمتوسطة في العصر الرقمي.⏱️ محاور الحلقة:00:00 مقدمة01:39 أكبر التحديات التي تواجه الشركات الصغيرة والمتوسطة07:02 كيف تغيّر التكنولوجيا المالية مستقبل الـ SMEs11:14 أهمية البيانات في نمو الشركات13:26 التمويل الذكي وفهم طبيعة كل قطاع18:50 مستقبل الشركات الصغيرة في ظل التكنولوجيا21:06 كيف تفتح المدفوعات الإلكترونية أسواقًا جديدة27:05 من العمل الحر إلى بناء شركة قابلة للنمو

TechIreland has released its Irish Startup Funding Review 2026 Edition, a report of startup fundraising activity in 2025. The report shows that 319 Irish startups raised a total of €992 million last year. Since the highs of 2021, annual fundraising now appears to have settled at around the €900m–€1 billion mark, with the 2025 total up just €14m compared to 2024. In terms of the number of companies raising funding, there was also a slight uptick from 2024, when 307 companies raised funding. Early-stage activity remained notably strong – primarily attributed to Enterprise Ireland's PSSF and HPSU supports. A record 211 companies raised up to €1 million while data also reveals that there is an ongoing challenge in scaling into Series A and beyond, where momentum continues to lag. As in previous years, a small number of large outliers skewed the total figure. The top four companies: Lets Get Checked (€150m), XOCEAN (€115m), Tines (€114m), and ProVerum (€73m), accounted for nearly half of all funding raised. Furthermore, the majority of large rounds were concentrated in Q1, which alone accounted for €616m raised – a record high for any quarter over the last ten years. This, however, reveals a more concerning picture for the following three quarters, in which fundraising activity sharply cooled, with just €376m raised over the remainder of the year. Deep Dive into 2025 A standout first quarter saw 69 Irish companies raise €616m, making Q1 2025 one of the strongest quarters on record for Irish startup funding. However, funding levels flattened significantly during the remaining quarters, with a combined funding total of only €376m, across 250 startups, underlying a weakened momentum after Q1. The findings align with new figures from the Irish Venture Capital Association VenturePulse survey, published in association with William Fry, which show that Irish technology SMEs raised €221.7m in venture capital in Q1 2026, a fall of 58% compared with the same period last year. IVCA noted that the decline should be viewed in the context of an exceptionally strong Q1 2025, when Irish firms raised more than half a billion euro – a record for a first quarter. Early Stages Early-stage funding activity reached an all-time high in 2025, with 211 companies raising rounds below €1m. This was largely driven by Enterprise Ireland, including the 198 startups announced at the StartUp Day 2026. Despite the strength of early-stage activity, the report identifies ongoing weakness in follow-on and scale-up funding. The number of €1-5m rounds increased to 58 However, €5-30m rounds declined to pre-2019 levels Large growth rounds above €30m remained relatively stable, though most were concentrated in Q1 Findings suggest that while Ireland continues to generate new startups at scale, access to follow-on capital is becoming increasingly competitive. The IVCA's Q1 2026 data suggests that these pressures are continuing into the new year. IVCA reported that funding declined across all deal-size bands except transactions of less than €1 million. The report also notes that just four outlier deals accounted for 46% of all funding, showing the extent to which headline totals remain dependent on a small number of large rounds. Sectoral Focus Life Sciences retained its position as the strongest-funded sector in Ireland during 2025, accounting for more than half of total funding. Major rounds included LetsGetChecked, ProVerum, Deciphex and Perfuze. Enterprise Software and FinTech followed as the second and third strongest sectors, both performing better than in the previous two years. Several of the year's largest rounds reflected Ireland's growing reputation in deep tech, AI, medtech, and robotics. Enterprise Ireland also notes growing momentum in AI-enabled solutions, with 99 of its supported startups in 2025 incorporating AI as a central part of their product or service. The report also notes a sharp decline in Energy/CleanTech funding, falling from €328m in 2024 to €...

Irish procurement support company BidReview.ai has launched a new self-service AI platform designed to help businesses assess and improve tender submissions before they are submitted to buyers. The new online tool allows users to upload draft tender responses alongside Request for Proposal (RFP) or tender documentation and receive an AI-generated assessment of the submission, including indicative scoring and practical recommendations for improvement. The launch comes amid growing use of generative AI in tender writing and increasing concern among procurement professionals about the quality, accuracy and competitiveness of AI-generated submissions. Speaking following the launch, Tony Corrigan, Founder of BidReview.ai, said: "AI has made it dramatically easier for businesses to generate tender responses, but faster does not necessarily mean better. Buyers are now seeing higher volumes of submissions, many of which sound convincing but fail to properly address scoring criteria. Our platform is designed to give businesses an independent assessment of how competitive their submission actually is before it goes into the market." The platform provides users with feedback designed to help businesses identify weaknesses, improve scoring alignment, reduce internal review cycles and strengthen overall submission quality ahead of deadlines. The new self-service offering has been developed to complement BidReview.ai's existing procurement advisory services and respond to increasing demand from SMEs. Founded by procurement specialist Tony Corrigan, BidReview.ai was developed using analysis from more than 750 winning tenders and over 3,500 public sector competitions. Ireland's public procurement market is worth more than €21 billion annually, yet one in four competitions still receives one or zero bids. See more stories here. Irish Tech News are Ireland's No. 1 Online Tech Publication and often Ireland's No.1 Tech Podcast too. You can find hundreds of fantastic previous episodes and subscribe using whatever platform you like via our Anchor.fm page here: https://anchor.fm/irish-tech-news If you'd like to be featured in an upcoming Podcast email us at Simon@IrishTechNews.ie now to discuss. Irish Tech News have a range of services available to help promote your business. Why not drop us a line at Info@IrishTechNews.ie now to find out more about how we can help you reach our audience. You can also find and follow us on Twitter, LinkedIn, Facebook, Instagram, TikTok and Snapchat.

Stephen Grootes speaks to Luncedo Mtwentwe, Managing Director at Vantage Advisory, about the mounting pressures facing spaza shops, from uneven competition and regulatory hurdles to safety concerns, and what meaningful reforms and support are needed to help local traders survive and compete on equal footing. The Money Show is a podcast hosted by well-known journalist and radio presenter, Stephen Grootes. He explores the latest economic trends, business developments, investment opportunities, and personal finance strategies. Each episode features engaging conversations with top newsmakers, industry experts, financial advisors, entrepreneurs, and politicians, offering you thought-provoking insights to navigate the ever-changing financial landscape.    Thank you for listening to a podcast from The Money Show Listen live Primedia+ weekdays from 18:00 and 20:00 (SA Time) to The Money Show with Stephen Grootes broadcast on 702 https://buff.ly/gk3y0Kj and CapeTalk https://buff.ly/NnFM3Nk For more from the show, go to https://buff.ly/7QpH0jY or find all the catch-up podcasts here https://buff.ly/PlhvUVe Subscribe to The Money Show Daily Newsletter and the Weekly Business Wrap here https://buff.ly/v5mfetc The Money Show is brought to you by Absa     Follow us on social media   702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/CapeTalk 702 on YouTube: https://www.youtube.com/@radio702   CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/Radio702 CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

AI isn't just a technology problem in higher education — it's a people problem. From enthusiastic early adopters to deeply skeptical faculty, institutional leaders are navigating a wide spectrum of AI engagement across their campuses, and figuring out how to bring everyone along is where the real work begins. In this episode, we dig into practical, people-centered strategies for leading AI implementation in higher ed. How do you support faculty at different stages of readiness? How do you reduce resistance without dismissing legitimate concerns? And how do you build a roadmap that's both responsible and sustainable? Grounded in change management principles and shaped by the realities of higher education culture, this conversation gives leaders the tools to stop reacting and start leading with intention.

Dave Martin has spent more than two decades in product leadership, with a string of C-suite roles, a couple of exits and a book, The Product Momentum Gap, to his name. He is also dyslexic and ADHD, and has built a career while masking the effort it takes to "think normal". In this episode he makes the case that the advice handed to neurotypical leaders often fails the roughly half of tech workers who are neurodivergent, and lays out a practical playbook for landing your message, leading the room and progressing without pretending to be someone else. Chapters00:00) Welcome, and Dave's background in product(02:03) "I've been masking it": faking thinking normal(02:37) The meeting where your idea is ignored, then credited to someone else(03:28) AI as a "spell check for influence"(04:07) The myth that growth requires pretending to be neurotypical(05:15) Why standard leadership advice fails neurodivergent leaders(06:45) Executive presence, signal presence and signal drift(07:57) Is this universal, or specific to neurodivergence?(09:48) From "dumb kid" to writing C++ at ten(11:27) When a word processor flipped his Fs to As(13:24) The trap: leading with detail(15:42) The boardroom moment that gets you labelled "not strategic"(17:05) Designing for re-tell: what the room repeats when you leave(18:19) Three mistakes that kill your influence(19:36) The CALM framework(21:32) Authority and the signal prep exercise(22:14) Three questions: outcome, one-line recommendation, re-tell(24:44) "Minutes not months": seeding the line that gets repeated(26:56) Learning: vulnerability and psychological safety(28:27) Momentum, well-being and burnout(31:21) Why burnout is a leadership fault(32:01) Mia's story: the head of product who wanted to be CPO(34:20) Recognising the trigger and practising signal prep(37:06) When stakeholders started calling her strategic(38:31) The opposite trap: abandoning detail entirely(39:22) Why some leaders step back into IC roles(41:16) Free training and AI as your spell checker for influence(42:26) Closing thoughtsKey takeaways— Authenticity is not the goal; deliberate communication is. Dave's central provocation is that "be your authentic self" assumes everyone in the room thinks the way you do. For a leader who sees patterns instantly and works in deep, hyperfocused bursts, behaving authentically can mean failing to explain the obvious and struggling to empathise with those who need the journey, not just the destination.— The symptoms are universal, the tax is not. Everybody's message gets lost in meetings. What separates neurodivergent leaders is the cognitive cost of noticing that drift and correcting it. As Randy and Dave agree, the tools discussed here help everyone, but the impact is far larger for those paying the higher tax.— Leading with detail is the career trap. The very trait that makes someone an exceptional individual contributor, the ability to go deep and surface every edge case, can sink them in the boardroom. — Answer a strategic question with edge cases and you are labelled "not executive" with alarming speed, and undoing that label takes months of work.— CALM is the alternative. Clarity, authority, learning and momentum, delivered calmly. Authority comes from being clear on the outcome and the ask, asking for support and guidance rather than permission, and not feeling obliged to justify every edge case.— Signal prep is the practical tool. Three questions: what do I need from this room; what is my one-line recommendation; and what will they repeat when I am not in the room. A bonus question for higher-stakes meetings asks what the room feels now and how you want them to feel when you leave.— Design for re-tell. Dave's example of a leader who reduced a lengthy objective to "minutes not months for our customers", and repeated it, is the clearest illustration. That phrase, not someone else's reframe, is what got repeated in the room afterwards.— Well-being underpins momentum. Dave nearly named the framework around well-being. Without a sustainable pace, leaders cannot lead, and the unprocessed meeting that keeps you awake at 3am is a momentum problem. He frames widespread tech burnout as a leadership failure, because leaders set the expectation.— AI is a spell checker for influence. Just as a word processor turned Dave's Fs into As without changing his brain, AI tooling can help neurodivergent leaders translate their thinking into the right language for the room, supporting the communication without doing the thinking or the judgement for them.Our HostsLily Smith enjoys working as a consultant product manager with early-stage and growing startups and as a mentor to other product managers. She's currently Chief Product Officer at BBC Maestro, and has spent 13 years in the tech industry working with startups in the SaaS and mobile space. She's worked on a diverse range of products – leading the product teams through discovery, prototyping, testing and delivery. Lily also founded ProductTank Bristol and runs ProductCamp in Bristol and Bath.Randy Silver is a Leadership & Product Coach and Consultant. He gets teams unstuck, helping you to supercharge your results. Randy's held interim CPO and Leadership roles at scale-ups and SMEs, advised start-ups, and been Head of Product at HSBC and Sainsbury's. He participated in Silicon Valley Product Group's Coaching the Coaches forum, and speaks frequently at conferences and events. You can join one of communities he runs for CPOs (CPO Circles), Product Managers (Product In the {A}ether) and Product Coaches. He's the author of What Do We Do Now? A Product Manager's Guide to Strategy in the Time of COVID-19. A recovering music journalist and editor, Randy also launched Amazon's music stores in the US & UK.

AI is no longer a future technology. It is already changing how work gets done, how companies make decisions and how economies compete. This special edition of Disruptors was recorded at the Creative Destruction Lab's Super Session during Toronto Tech Week. Host John Stackhouse is joined by Fabien Curto Millet, Chief Economist at Google and Sonia Sennik, CEO of Creative Destruction Lab, to explore AI adoption, productivity, jobs and Canada's competitiveness. Fabien brings a global view of AI adoption: where the data is showing productivity gains, why the jobs conversation is more nuanced than the headlines suggest, and why simple interventions like training, guidelines and encouragement can unlock experimentation. Sonia brings the founder and commercialization lens from CDL, where hundreds of science-based startups are working across AI, health, energy, agriculture, manufacturing and more. Together, they explore why AI is moving fast but unevenly, why some sectors and workers are pulling ahead while others remain cautious, and what leaders need to do to move from pilots to scaled workflow redesign. For Canada, the test is clear: the country has deep AI talent, strong institutions and a global reputation in modern AI. The gains will depend on adoption - especially among SMEs, public institutions and the sectors that make up the bulk of the economy. Think of it as an AI adoption blueprint for you and your organization. Further RBC Thought Leadership Reading: Bridging the Imagination Gap: How Canadian companies can become global leaders in AI adoption - RBC Turning Disruption into Momentum: Manulife's AI Flywheel Trust, Scale, and Strategy: How to Build an AI-First Organization From Rock to ROI: How Calgary's GeologicAI Turns Core Samples into Knowledge Sovereign by Design: Strategic Options for Canadian AI Sovereignty RBC Thought Leadership Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In a sales call, the person who controls the agenda usually controls the outcome. Buyers are busy, cautious and often defensive because they worry about wasted time, poor fit, cash flow pressure and being sold something they do not need. Professional salespeople do not bully the buyer, but they also do not drift along sweetly while the buyer runs the meeting. They build trust early, set a clear structure, ask intelligent questions and guide the conversation toward whether real value can be created. Why should salespeople control the sales meeting agenda? Salespeople should control the sales meeting agenda because buyers need structure, confidence and relevance before they will trust the conversation. Without a clear agenda, the meeting can wander into price, product features or objections before the salesperson understands the buyer's real business situation. In Japan, the United States, Europe and across Asia-Pacific, executives are under pressure to protect time, cash flow and decision quality. A buyer may be thinking, "Don't waste my time," "Don't erode my budget," or "Don't sell me something irrelevant." That is why the salesperson must professionally map the meeting from the start. This is not about domination. It is about leadership, clarity and respect. Do now: Open the meeting by explaining the value of the conversation, then propose a simple agenda before asking permission to proceed. How do salespeople build trust at the start of a sales call? Salespeople build trust by looking professional, sounding confident and explaining quickly who they are, what they do and who they have helped. Trust forms before the buyer has seen the proposal, the pricing or the solution. The stereotype of the salesperson is still damaging: pushy, smooth-talking, self-interested and focused on closing. Professionals must separate themselves from that image immediately. Appearance matters because buyers initially judge what they can see. Voice matters because hesitation, mumbling and unclear language signal uncertainty. A strong opening covers four points: who you are, what your company does, who else you have created success for and why the same may be possible for this buyer. Do now: Prepare a concise credibility opening that can be delivered clearly in under one minute. What should a salesperson say before asking discovery questions? Before asking discovery questions, the salesperson should explain the meeting flow and gain the buyer's agreement to that structure. This creates permission, reduces resistance and stops the buyer from hijacking the conversation. A useful sales call agenda starts with the benefit of the meeting for the buyer. Then the salesperson checks how familiar the buyer is with the company and asks about existing perceptions. After that, the conversation can move into the buyer's current situation, future goals, obstacles and the implications of not solving those challenges quickly enough. Only then should the salesperson ask detailed questions. Do now: Use a simple transition: "How does that agenda sound, and are there any items you would like to add?" Why should salespeople ask about buyer perceptions early? Salespeople should ask about buyer perceptions early because hidden resistance blocks trust and later slows or kills the sale. If a buyer has a negative view of the company, the salesperson needs to know before presenting solutions. Competitors may have spread rumours. A previous salesperson may have disappointed the client. The buyer may have experienced poor service, weak follow-up or unreliable communication. In Japanese B2B sales, where reputation, consistency and long-term trust carry heavy weight, unresolved perceptions can become silent deal-breakers. Asking early feels risky, but it is professional. If the issue is severe, it would block the sale anyway. Better to surface it, address it and show accountability. Do now: Ask calmly, "What perceptions do you currently have of our company?" Then listen without becoming defensive. How can salespeople respond to past negative experiences? Salespeople should respond to past negative experiences by acknowledging the issue, showing accountability and demonstrating that the company has changed. Defensive excuses weaken credibility; professional ownership strengthens it. If a buyer says a previous representative was unreliable, the salesperson can ask, "If a member of your sales team created complaints from customers, what would you do?" Most executives would say they would remove, retrain or replace that person. The salesperson can then say, "That is exactly what we did, and I am here now to make sure we provide real value." This approach reframes the issue from denial to responsibility. Do now: Prepare a calm, respectful response for common legacy objections before the meeting begins. Why should salespeople discuss speed to business goals? Salespeople should discuss speed because buyers may be able to reach their goals eventually, but the seller's value often lies in helping them get there faster. Time-to-result is a powerful business lever. A company may want higher revenue, stronger leadership, better sales performance or improved client retention over the next three to five years. Given unlimited time, many organisations could improve on their own. The sales opportunity appears when the salesperson explores what is slowing progress now: weak skills, unclear processes, poor execution, limited resources or market pressure. This is especially relevant for SMEs, multinationals and B2B firms competing in post-pandemic markets where speed, productivity and cash efficiency matter. Do now: Ask, "What is slowing your progress toward those goals, and what would faster achievement mean for the business?" Conclusion: Who should really run the sales call? The professional salesperson should guide the sales call, but the buyer's priorities must shape the conversation. That is the balance. The seller controls the structure; the buyer provides the truth. When salespeople open with credibility, map the agenda, surface perceptions, explore current and future states, identify obstacles and connect value to speed, they stop being pushed around and start acting like trusted advisers. The best salespeople are not aggressive closers. They are disciplined meeting leaders who create clarity for busy buyers and value for their own company. FAQs Should the salesperson or buyer set the sales agenda? The salesperson should propose the agenda, while giving the buyer room to add or adjust items. This keeps the meeting professional while respecting the buyer's priorities. Is asking about negative perceptions risky? Yes, but avoiding the question is riskier. Hidden objections often become silent deal-breakers, so strong salespeople surface them early. When should salespeople present their solution? Salespeople should present only after understanding the buyer's situation, goals, challenges and urgency.Presenting too early usually sounds generic and self-serving. Author Bio Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" and recipient of the Griffith University Business School Outstanding Alumnus Award. As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across leadership, communication, sales and presentation programmes, including Leadership Training for Results. He has written several books, including three best-sellers — Japan Business Mastery, Japan Sales Mastery and Japan Presentations Mastery — along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have been translated into Japanese, including Za Eigyō（ザ営業）, Purezen no Tatsujin（プレゼンの達人）, Torēningu de Okane o Muda ni Suru no wa Yamemashō（トレーニングでお金を無駄にするのはやめましょう）and Gendaiban "Hito o Ugokasu" Rīdā（現代版「人を動かす」リーダー）. Greg also publishes daily business insights on LinkedIn, Facebook and Twitter, and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery and Japan's Top Business Interviews, which are followed by executives seeking success strategies in Japan.

There are fears unemployment levels will rise due to the increased cost pressures on small businesses in Clare. The latest SME business sentiment survey from Chartered Accoutants Ireland and GRID Finance has found that 84% of SMEs are reporting an increase in business costs. Additionally, the survey reveals that 71% of small and medium enterprises are less optimistic about the economic environment than they were six months ago, up from 51% last October. ISME council member and managing director of Aillwee Burren Experience, Nuala Mulqueeney, believes jobs will be lost if businesses continue to feel the squeeze.

In this episode of One Vision, Theodora Lau sits down with Hay Yip, Chief Strategy Officer and Chief of Staff at FundPark in Hong Kong, for a conversation that spans heritage, working capital, and what it really takes for SMEs to scale in an uncertain world.Hay shares his journey from a commercial banking career at HSBC — spanning both London and Hong Kong — to the electric pace of a fintech startup, and why he now goes to bed "with one eye open." Born in Hong Kong and grew up in the UK, his story comes full circle as he returns home to help the small businesses he's always been drawn to.At the heart of the conversation is the often-overlooked engine of commerce: working capital. Hay makes the case that cash flow is the "bloodline" of any growing business, and explains how FundPark uses data and analytics to serve e-commerce merchants who are not just underserved by traditional banks, but in many cases entirely unserved. Theo and Hay explore the founders' origin story, why entrepreneurs deserve more credit for their courage, and how global supply chain fragility shows up in the everyday lives of merchants and the customers who depend on them.Tune in for a candid look at the unglamorous but essential side of fintech, and FundPark's vision of "scale up as a service" — helping ordinary people behind real businesses thrive.

Pete Andrews from EchoBolt joins to discuss ultrasonic bolt inspection, the Bolt Wave device, and blade stud defect detection. Sign up now for Uptime Tech News, our weekly newsletter on all things wind technology. This episode is sponsored by Weather Guard Lightning Tech. Learn more about Weather Guard’s StrikeTape Wind Turbine LPS retrofit. Follow the show on YouTube, Linkedin and visit Weather Guard on the web. And subscribe to Rosemary’s “Engineering with Rosie” YouTube channel here. Have a question we can answer on the show? Email us! Welcome to Uptime Spotlight, shining light on wind. Energy’s brightest innovators. This is the Progress Powering tomorrow. Pete Andrews: Pete, welcome to the program. Good to be back. Yeah. See you face to face. Yeah. Yes. This is wonderful. It’s a really great event to catch it with loads of the. UK innovation that are happening in the supply chain. So it’s, yeah, really nice to be here.  Allen Hall: This is really good to meet in person because we have seen a lot of bolt issues in the us, Canada, Australia, yeah. Uh, all around the world and every time bolt problems come up, I say, have you called Pete Andrews and Echo Bolt and gotten the kit to detect bolt issues? And then who’s Pete? Give me Pete’s phone number. Okay, sure. Uh, but now that we’re here in person, a lot has changed since we first talked to you probably two years ago.[00:01:00] You’re a bootstrap company based in the UK that has global presence, and I, I think it’s a good start to explain what the technology is and why Echo Bolt matters so much in today’s world.  Pete Andrews: Yeah, absolutely. So, um, as you said, we’re a uk, um, SME, there’s a team of 13 of us based here in the uk. Yeah. But we do deliver our services internationally, but really focused on Northern Europe. Yeah. But increasingly we’ve done more in the US and North America, a little bit in Canada. Um, but our big offering really is to help wind turbine operators and owners reduce the need to routinely retire in bulks. So we have a quick and simple inspection technology that people can deploy, find out the status of their bolt connections, and then. Reti them if necessary, but the vast majority of the time we find that they’re static and absolutely fine and can be left [00:02:00] alone. So it’s a real big efficiency boost for wind operators.  Joel Saxum: Well, you’re doing things by prescription now, right? Instead of just blanket cover, we’re gonna do all of this. It’s like, let’s work on the ones that actually need to be worked on. Let’s do the, the work that we actually need to, and instead of lugging, like we’re looking at the kit right here, and I can, you can hold the case in one hand, let alone the tools in a couple of fingers. As opposed to torque tensioning tools that are this big, they weigh a hundred kilos, and those come with all of their own problems. So I know that you guys said you’re, you’re focused here. You do a lot of work, um, in the offshore wind world as well. Yeah. I mean, offshore wind is where you add a zero right? To zeros. Yeah. Everything else is that much more complicated. It costs that much more. It’s you’re transitioning people offshore to the transition pieces. Like there’s so much more HSE risk, dollar risk, all of these different spend things. So. The Echo Bolt systems, these different tools that you have being developed and utilized here first make absolute sense, but now you guys are starting to go to onshore as well.  Pete Andrews: Yeah, that’s right. So I mean, as as you said, that there’s really [00:03:00] three main benefit areas we focus on. The first one is the health and safety of technicians, right? As you said, some of the fasteners used offshore now are up to MA hundred. So a hundred millimeter diameter bolts,  Joel Saxum: four inches for our American friends. Yeah, absolutely.  Pete Andrews: And they probably weigh. 30 kilos plus per bolt. Yeah. Um, so just the physical manual handling of that sort of equipment and the tightening equipment for those bolts is a huge risk for people. If you think 150 bolts lifting or maneuvering, the tooling around on on its own can cause all the problems. So as well as the inherent risk of the hydraulic kit failing. So occasionally we see catastrophic tool failure. Is, which have really high potential severity, you know, sort of tensioner heads ejecting or crush injuries from Tor. So that is really a key focus for our customers, just to [00:04:00] keep their teams safe, but also you have to be the cost effective and the the major cost benefit we allow is that we don’t have to revisit every bolt and every turbine like you’d have to do if you were retyping. So we believe there’s something of the order of a million pounds per installed gigawatt saving. By moving from a routine REIT uh, maintenance strategy to a focused condition based inspection, you significantly reduce the amount of intervention you make and keep your turbines running more and reduce the boots on the ground on the turbine. So three real kind of, um, key. Benefits for people adopting our technology  Allen Hall: because we routinely see tower bolts being reworked or retention depending on who the manufacturer is. And I’m watching this go on. I’m like, why are [00:05:00] we doing this? It seems, or the 10% rule, we’re tighten 10% this year, and they’ll come back and see how it’s going. That’s a little insane, right, because you’re just kind of. Tensioning bolts up to see if one of them has a problem and then you just do more of them and we’re wasting so much time because echo bolts figured this out years ago. You don’t need to do that. You can tell what the tension is in a bolt ultrasonically, which was the original technology, the first gen I’ll call it, uh, that you could tell the length of the bolt. If the length of the bolt is correct within certain parameters, you know that it is tension properly. If it’s shrunk, that probably means it’s not tensioned properly. That’s a huge advantage because you can’t physically see it. And I know I’ve seen technicians go, oh, I could take a hammer and I can tell you which ones are not tensioned properly wrong. Wrong. And I think that’s where equitable comes in because you’re actually applying a a lot of science simply [00:06:00] to a complex problem because the numbers are so big. Pete Andrews: Yeah, I mean that, that, that’s been the real. Driving force between our offering is to simplify it. So ultimately we’re based on a non-destructive testing technique. It’s an ultrasonic thickness checking technique, but when from the non-destructive testing background, it’s crack detection, people have time, they can be, it’s a very precision measurement. People have to be trained in the wind industry. We’re trying to inspect. A thousand, 2000 bolts a day at scale. It’s a completely different, um, ask of the technology and the way the technology has been developed historically has required too much technician expertise, too much configuration and set up time, and hasn’t delivered on the, on the speed that’s needed to be efficient in wind. And that’s where our bolt wave [00:07:00] unit we’ve, that we’ve developed over the last. 18 months, let’s say, where all of our focus has gone to make it as slick and as easy for a client technician to pick up with minimal training. It’s through an iOS interface. Everyone understands it intuitively. Um, it’s a bit like using the camera app on your phone. You know, you’re just hitting measure, measure, measure, measure, measure 10 seconds a bolt as you move the, um, ultrasonic transducer across, and then the data gets moved. Automatically to the cloud, to our bolt platform. And customers can view it in near real time. The engineer in the office can see the inspections happened. They can see if there are any anomalous bolts, and then there can be communication there and then whether an intervention is necessary. So it’s sort of really changed the way our customers think about managing their, um. They’re bolted joints.  Joel Saxum: Well, I think these are, these are the kind of innovations that we love to see, right? Because [00:08:00] we regularly talk about a shortage of technicians, and this isn’t, I was just learning this this week too, like this is not a wind problem. This is a everywhere problem. No matter what industry you’re in. Use are short of technicians. But we’re seeing like a tool like this is developed to be able to scale that workforce as well. Right. You don’t need to be an NDT level three expert to go and do these things. ’cause there’s a very few of those people out there. Right? Right. We know the NDT people, a lot of NDT people, and that’s a hard skillset to come by. Yeah. This can be put in the hands of any technician. Yeah, a quick training course. Just, Hey, this is how you use your iPhone. You can check Instagram, right? Yeah. Okay. You can off figure. Yeah, have fun. See you at lunch. Um, but they can, they can make this happen, right? They can go do these inspections and you’re getting that, that, uh, data collected in the field. Centralized back to an SME that’s looking at it and you don’t have to put that SME in the field and try to scale their ability to go and travel and do all these things. They can be in the office making sure that the, the QA, QC is done correctly. I love it. I think that that’s the way we need to go with a lot of things. [00:09:00]Uh, and you’re making it happen.  Pete Andrews: Yeah. And it’s a real kind of. F change in mindset for us. So originally when we started Ebot, we were using third party hardware. Yeah. Which required a bit of that specialism. Yeah. A bit of care about the setup of the project, getting multiple parameters configured before you got going. And it wasn’t really something we could put in the hands of a customer.  Joel Saxum: Yeah.  Pete Andrews: Which meant Ebot scale was limited to what our own team could go and do, and regionally as well. You know, so we’re UK based. Probably 60% of our customers are uk, but now we have this Northern Europe offshore wind is obviously on our doorstep, but then increasingly we’ve done more and more in North America, so we’ve probably been to five or six sites now in North America and expect that to be a growth market because we can, we can now ship the devices over there, give some virtual training help. Uh, [00:10:00] people set themselves up and then that opens up that market, you know, so it’s been a real change in strategy for us, but has allowed us to have far more impact than we otherwise would just try to be a pure service.  Allen Hall: Well, let’s talk about the big problem in the states of a minute, which are the root bushing or inserts that are loose in some blades. When you lose that pushing, you also lose the tension on the bolt that can be measured. Is that something you’re getting involved with quite a bit now because of just trying to determine how many bolts are affected and, and where we are on the safety scale of can we run this turbine or not? Is that something that EE bolt’s been looking into? Pete Andrews: Yeah, absolutely. So I, I’d say there’s sort of two halves of what we do. There’s the, there’s the bulk wholesale monitoring of. Typically static connections to eliminate this routine retitling where it’s not needed typically, typically. But then we have these edge cases of certain [00:11:00] connections and certain platforms that have known bolt integrity problems, and we are working with clients to really, um, manage those integrity risks. Blade stud is an absolute classic, you know, sort of, I think almost every turbine OEM on some, if not all of their platforms has got. Embedded risk into their blades, pitch bearing connections. Um, so yeah, exactly as you said, our customers are using the technology for two things really. One is to ensure the bolts have been tightened to the preload that was specified or the target window. And quite often we find there is an opportunity to increase the preload and therefore increase the resistance to fatigue failure. So. You know, particularly on older sites where the bolts perhaps not in the condition they were on day one. Well, they definitely won’t be. Um, when people have gone and retti them, they haven’t got back to where they, they should be.[00:12:00] So we can prove that and increase a bit of that resilience, but then also start to look for the segments around the joint where, um, the bolt might start loosening or failures are occurring, and find areas where they can really hone in. And actively manage risk. And that sort of leads to what we’ve decided to do for the next year, particularly with Blade Stud in mind, is evolve this technology. So whilst it’s also measuring the elongation, we will do a defect scan at the same time. So you’ll monitor your blade stu, um, connection and we’re hoping that we can set the device to flag to you there and then. We believe this bulk has got a defect while you’re here, get it changed out before it fails and, and all the knock on problems, um, from there. Joel Saxum: So what you’re just pointing to there is a, is a workflow, right? So to me that is typical [00:13:00] of some of the amazing, innovative companies in the UK that I’ve run into throughout my career. And that is, you’re a group of SMEs, you know, bolted connections. That’s what you do, right? But then you’re like, hey. If there’s a tool, we could make a tool that would make our lives a bit easier, then it’s like, well, we could make the entire industry’s lives a little bit easier as well. So let’s iterate on that. And now you’re able to send these kits around the world to look at these things. Hey, you have a problem with this specific model. We can help you with this because we know the failure mode and we know how to look for it. Let’s do that for you. Also here, you’re doing bolt bulk measurements. We got that for you. But it all kind of flows back to the fact that Echo Bolt is a team. A bolted connection, SMEs that are making tools and being able to also provide consulting if need be. Yeah. Right. Um, to, to an entire industry. And I think that, um, this is my take on it, right? Wind is stop number one. I think you guys are gonna do a fantastic year, but there’s a lot of, uh, opportunity out there in bolted [00:14:00] connections as well. Allen Hall: A tremendous amount blade bolts being broken from defects in the crystalline structure. What appears to be a more. Rapidly developing issue across fleets that I’ve seen. I went to a farm this summer and the number of blade bolts that were there on the table that were broken on the conference room table was And the whiteboard office. Yeah. Yeah. This one,  Joel Saxum: this one.  Allen Hall: Your hard head is not gonna protect you from this one. It’s, it’s, it was this, um, I couldn’t imagine the amount of time they were spending hunting these things down. And of course, the only way they were finding ’em was they were broken. You like to catch ’em before they break because it becomes  Joel Saxum: a safety risk. Just not too long ago we saw an insurance case where there’s an RCA going on and it is pointing at an entire tower came down. Right. And it is pointing at a mid, mid tower section bolted connection. How often do you guys run into those problems? Or are you contacted by insurance companies or anything like that to, to take a peek at those? Pete Andrews: We haven’t done anything directly for insurance [00:15:00]companies, but we have been engaged by. Engineering consultancies that are doing RCA type activities. Okay. Um, things like at the end of defect liability periods mm-hmm. A customer has, has seen, they’ve had a lot of, uh, issues from an OEM, maybe an OE EM has offered a modification or an upgrade, assessing whether that upgrade is actually solved the problem or not. We’ve got involved in, um, but the tower. Issue specifically. It’s actually very rare we find, um, problems with tower connections, but where we do is often where they haven’t achieved good flange flatness, ah, during installation or the bolts have been, let’s say, left out in the elements for a period and lubrication has been, has deteriorated before the bolt’s been installed. So there are cases out there, but what I would say is. [00:16:00] To think about your whole life cycle, so ensure the bolt’s installed correctly and we can help with that with a QA to say, yes, this torque or tightening method has got you to the load that you want. Do some through life monitoring, but often if you install it correctly, it will it’s operational life. You will have very little concern. But then in the UK market, we’re increasingly getting involved again at the end of life, right? Life extension where life extension turbines are 20, 25 years old. How does an operator make a decision to carry on running without replacing all bots? Um, and that’s where increasingly we being asked to use the technologist just to say, actually the joint is fine. The bolts have run in a good, um, operational envelope. Run them on. Don’t replace a hundred percent of them like you might have been recommended to from your, um, yeah. Turbine supplier side. [00:17:00] Allen Hall: So Pete, if someone’s doing a repower where they’re basically putting a new one in the cell on an existing tower, they’re making a lot of assumptions about all the bolts from the ground up that they’re gonna be okay. And I know we’re talking about that. We’re in a lot of installations where. If the turbine has gone through a repowered or two. So now those bolts are 20 years old. Yeah. And trying to get ’em to  Joel Saxum: 30 35. 35  Allen Hall: 40. Yeah. I don’t know what they’re doing. By those bolted connections. Are they just like replacing the bolts? Are they hitting ’em with a hammer again? Is that the, yeah,  Pete Andrews: I mean, they might replace ’em, but you’ve got a problem with the foundation bolts. ’cause they’re obviously often anchor bolts set into concrete, so you have to reuse them and. With the projects, both in wind and in process power industry with the chimney stacks to try and ascertain whether foundation bolts that are set into concrete are still suitable for operations. So look for corrosion losses, look for [00:18:00] defects. Um, so yeah, they’re all things that need thinking about before you just make the snap decision to repower. But I think  Joel Saxum: a lot of that, uh, going back to a couple minutes ago, you were talking about at the commissioning phase, making sure that you have proper qa, QC of how these things were installed day one, and then making sure that before commissioning of a turbine, they’re checked. I think that’s really important. We’re starting to see that in the blade world now too, where we’ve been talking about it for a long time, and now when you talk to operators, they’re like, we’re getting inspections done on the blades before they’re hung. Or at the factory before they’re hung. After they’re hung. Like they want a good foundation baseline. Are you seeing that in the bolted connection world too?  Pete Andrews: Yes. Sort of. It’s just emerging for us. What we’ve found is, so most of our customers are in the operational phase ’cause they are the ones feeling the pain. Yeah. Of the routine retitling work. When they do major components, they sometimes engage us to come and say, can you check [00:19:00] before and after the blade was removed? What was it? Before we took it off from a a bolt load perspective, what is it afterwards? Can you then recheck after 500 hours When we retalk it? And what we’ve seen there often is the initial install hasn’t got them to where they needed to be and they’ve had to go and do the break in maintenance or the 500 hour REIT to get the bolts to the right load. So one of the questions that we have is whether. Some of the defects are actually being initiated very early on in that initial running in period and whether if, if actually you’d taken the time at, at the point of assembly to make sure you were correct, whether that avoids some of the knock on integrity concerns. So yeah, it’s interesting area.  Allen Hall: Well, bolts are what hold wind turbines together and you better know you have the right. Tension and [00:20:00] torque on your bolts to get to the lifetime of the wind turbine and to, and to check it once in a while. And I know there’s a lot of operators I can think of right now in the United States that are sort of doing that job somewhat. I I think they have missed out on opportunities to save a lot of money and to call it echo bolt. How do people get ahold of you? Because that’s one thing I run into all the time. Like, Hey, hey, you gotta talk to Ebol, call Ebol. How do they get ahold of you?  Pete Andrews: So the easiest ways are via our website. Which is echo bolt.com. Um, LinkedIn, you’ll find us at Echo Bolt on LinkedIn. Reach out. Our email would be info@cobolt.com. So any of those route and you’ll, uh, reach me and the team and more than happy to speak to you about any of your faulting concerns or problems. We are, uh, yeah, we’re passionate about your problems.  Allen Hall: Pete, thank you so much for being on this podcast. I, it is great to actually see you in person and see the bolt wave technology. It’s really [00:21:00] impressive. So anybody out there that needs bolt tensioning to checking tools, you need to get ahold of Pete at Echo Bolt and get started today. Thank you Pete. Thanks guys. It’s great to be here.

If you’ve ever felt stuck in a loop (work, home, repeat), this conversation is for you. Julia Romanova brings an unusually human-centred lens to how we navigate change. In this episode, Julia introduces two powerful frameworks that reframe how we relate to ourselves, our colleagues, and the world around us. Radical Connectedness is the idea that we each exist across three interconnected dimensions (personal, group, and societal). When you recognise them, you stop taking things personally, you build more resilient teams, and you start acting with greater awareness. The Third Space is something we’ve quietly lost in modern working life. It’s not work. It’s not home. It’s the place where you reconnect with who you actually are, and without it we struggle to recover our energy and feel increasingly trapped.A sharp, practical conversation for anyone navigating modern work. Our Guest: Julia Romanova Julia Romanova is a Berlin-based communication strategist, trainer, and change facilitator with over 15 years of experience at the intersection of politics, business, and society. Currently working in corporate communications and change management, she specialises in transformation communication, helping organisations not just navigate change, but make it land with the people it affects most. With a background spanning German Association for SMEs, StartUps, and her own practice as a Rational Games Trainer for organisations like Microsoft, the German Foreign Office, and ESMT, Julia brings a rare blend of strategic thinking, creativity and human-centred communication. Her academic background in linguistics, a diploma in acting and certifications in Change Management (IHK) and Leadership gives her a uniquely embodied understanding of how people connect, resist, and transform. References: Julia Romanova LinkedIn profile Listen to the next Episode All Podcast Episodes

Barry O'Reilly is an entrepreneur, author, and founder of Nobody Studios, an early-stage venture studio focused on building AI companies. Over the last six years he has worked with founders, executives and enterprise leadership teams to rethink how organisations operate in the age of generative AI, while simultaneously building and launching companies inside the studio model.A former startup advisor and executive coach, Barry has spent the last several years studying why most AI transformations fail despite enormous investment. Through his coaching and advisory work with leaders from companies including American Airlines, Skyscanner, and Slack, Barry has developed practical frameworks for improving decision-making, reducing administrative overhead, and increasing what he calls "decision velocity".In this episode, Barry explains why AI adoption fails when companies focus on tools instead of behaviour change, why judgment is becoming the most important human skill, and how teams can use AI to improve collaboration rather than replace people.Key takeaways — Most AI transformations fail because organisations start with tools instead of behaviours. Installing AI software does not change how people work, make decisions or collaborate. — The most effective AI use cases amplify a person's natural way of working. Barry realised he produced better writing by talking through ideas and using transcription tools instead of forcing himself into traditional writing workflows. — Capturing meetings, conversations and decisions as structured data creates long-term organisational intelligence. Every interaction becomes a reusable asset that improves preparation, follow-through, and future decision-making. — Leaders must role-model AI adoption themselves. Organisations see better outcomes when executives openly experiment with tools, share lessons learned, and create psychological safety around adoption. — Decision velocity matters more than raw productivity. Teams improve when they arrive prepared, make decisions faster, reduce reversals, and spend more time solving meaningful problems instead of handling administration. — AI should be used to challenge thinking, not replace it. The most valuable prompts ask for blind spots, alternative scenarios, and pressure tests rather than definitive answers. — Teams working with AI outperform individuals working with AI. Barry cites research showing that collaborative ideation with AI produces significantly stronger outcomes than isolated use. — Productivity gains are meaningless if they simply create more exhaustion. The real opportunity is creating space for reflection, slow thinking, and better judgment. — Judgment is the critical human capability organisations cannot outsource. If people stop exercising judgment and rely entirely on AI-generated answers, they gradually erode their ability to make decisions under uncertainty.Chapters 1:03 — Building AI companies at Nobody Studios 3:16 — Why AI transformations fail 5:05 — The danger of focusing on tools 6:35 — Discovering natural workflows with AI 8:51 — Turning conversations into data assets 12:02 — Measuring successful AI adoption 13:14 — Why leaders must role-model behaviour change 18:39 — Decision velocity as a leadership metric 21:33 — Escaping administrative overload 23:02 — Why leaders need time to think 26:54 — What CFOs are worried about 28:08 — Can AI replace startup teams? 29:45 — Why distribution still matters most 33:13 — Capturing and synthesising ideas with AI 34:38 — Using AI to challenge your thinking 37:11 — Avoiding top-down AI-driven strategy 39:00 — Why teams plus AI outperform individuals 42:31 — The problem with AI-generated certainty 43:12 — Preserving human judgment 44:55 — Hiring for judgment and decision-making 47:19 — Final reflections on leadership and AIOur HostsLily Smith enjoys working as a consultant product manager with early-stage and growing startups and as a mentor to other product managers. She's currently Chief Product Officer at BBC Maestro, and has spent 13 years in the tech industry working with startups in the SaaS and mobile space. She's worked on a diverse range of products – leading the product teams through discovery, prototyping, testing and delivery. Lily also founded ProductTank Bristol and runs ProductCamp in Bristol and Bath.Randy Silver is a Leadership & Product Coach and Consultant. He gets teams unstuck, helping you to supercharge your results. Randy's held interim CPO and Leadership roles at scale-ups and SMEs, advised start-ups, and been Head of Product at HSBC and Sainsbury's. He participated in Silicon Valley Product Group's Coaching the Coaches forum, and speaks frequently at conferences and events. You can join one of communities he runs for CPOs (CPO Circles), Product Managers (Product In the {A}ether) and Product Coaches. He's the author of What Do We Do Now? A Product Manager's Guide to Strategy in the Time of COVID-19. A recovering music journalist and editor, Randy also launched Amazon's music stores in the US & UK.

Ireland has long been recognised as a place where global technology meets local ingenuity. From ambitious start-ups in Dublin and Cork to research-led projects emerging from universities and innovation hubs, the country's technology sector is no longer defined only by multinational investment. Increasingly, it is shaped by entrepreneurs, engineers, scientists and social innovators who want to build tools that solve real problems. The next stage of Ireland's digital journey will not be measured simply by the number of apps launched or platforms scaled. It will be judged by whether technology can become more trustworthy, sustainable and useful in everyday life. Artificial intelligence, cyber security, clean technology, digital health and responsible data governance are now central to that conversation. Artificial intelligence is transforming how businesses operate, how public services are delivered and how people interact with information. Yet the rapid rise of AI has also created urgent questions around transparency, bias, regulation and control. For Ireland, this presents both an opportunity and a responsibility. Irish researchers and founders are well placed to help shape AI systems that are not only powerful, but also accountable. Rather than chasing automation for its own sake, the most valuable AI companies of the coming decade will be those that improve decision-making while keeping humans firmly in the loop. Whether in healthcare diagnostics, legal technology, agriculture, education or financial services, the strongest products will be built on trust. Climate change has made sustainability a business necessity rather than a marketing preference. This is where Ireland's green tech and clean tech communities can play a major role. Smart energy management, circular economy platforms, low-carbon manufacturing, precision agriculture and climate data tools all offer ways to reduce waste while creating commercial value. For small and medium-sized enterprises, sustainability is often a practical challenge. They need affordable tools that help them monitor energy use, manage supply chains, reduce emissions and report progress clearly. Even routine office choices, from cloud infrastructure to printing supplies such as Brother ink cartridges, can become part of a wider conversation about responsible procurement and waste reduction. The companies that succeed will be those that make sustainability easier, measurable and economically sensible. Ireland's technology ecosystem benefits from a rare combination of academic strength, entrepreneurial energy and international connectivity. However, innovation does not happen in isolation. Start-ups need access to funding, mentors, test environments, skilled graduates and early customers. Larger companies need fresh thinking and agility. Public bodies need practical solutions that can scale. Collaboration between these groups will be essential. A medtech founder may need AI expertise from a university lab. A cyber security company may need support from an enterprise agency to reach European markets. A green tech start-up may need pilot partnerships with local councils or established manufacturers. When these connections work well, Ireland can turn good ideas into globally relevant companies. The most exciting future for Irish technology is not purely digital; it is human-centred. The aim should be to create systems that improve health, protect privacy, reduce environmental harm and support better work. That means designing products with accessibility in mind, communicating clearly with users and thinking carefully about unintended consequences. As AI becomes more capable and connected devices become more common, public confidence will matter more than ever. People will not adopt technology simply because it is new. They will adopt it when it is reliable, ethical and genuinely helpful. Ireland's next digital leap will depend on more than technical talent. It will require responsible leaders...

New research from PayPal reveals that among SMEs surveyed in Ireland who sell online, 44% of sales come from outside Ireland. The findings also point to strong AI adoption, with one in four (25%) of those expanding internationally saying AI tools have made it easier to enter and operate in new markets. This survey commissioned by PayPal among SME owners surveyed in Ireland whose businesses sell online, finds that the majority (51%) are confident about their growth prospects for 2026. Central to this confidence is the rise of social commerce, with 78% reporting that they use social media channels for sales. More than half (56%) of business owners surveyed now feel that social media commerce is more effective than traditional ecommerce platforms for driving sales, while just over one in five (21%) expect it to be the main driver of business growth in the next 12 months. The study reveals that Instagram shopping (52%), YouTube shopping (52%), Facebook shops (51%) and TikTok shops (34%) are the leading social platforms for social commerce sales among Irish SMEs surveyed. According to the research, Irish SMEs are significant adopters of AI technology, with almost 8 in 10 (78%) business owners surveyed currently using AI in either business or customer processes. Driving innovation (62%), reducing finance administration (59%) and driving revenue growth (57%) are cited as the greatest benefits to business operations. Cross-border trade is an important revenue stream for Irish SMEs. Business owners expanding internationally believe it will help them to attract global talent (29%) as well as secure higher revenue/margin opportunities (25%). Among those already selling internationally, 80% expect overseas sales increase in the next 12 months. Digital payments continue to support Irish SMEs, with mobile payment apps generating the largest share of their sales, accounting for almost one-fifth (19%) of transactions on average. Four in ten Irish business owners offer mobile payment apps to customers, while digital wallets are also a popular form of payment among customers (36%). Jonas Breding, General Manager, PayPal Northern Europe comments: "Irish SME owners are operating in fast-moving and competitive environments. From AI adoption and the rise of social commerce to the introduction of new payment methods, business owners are continuously having to evolve to meet changing consumer expectations. The scale of this change also brings real opportunities for Irish businesses. On average, SMEs who sell online are generating 44% of their sale cross-border. "By leveraging digital channels, social commerce and ecommerce technology, we can see that Irish SMEs are well positioned to reach customers across the world. The businesses that will thrive are those that continue to invest in the right tools, removing friction from the customer journey and fully embracing international sales opportunities." See more stories here. Irish Tech News are Ireland's No. 1 Online Tech Publication and often Ireland's No.1 Tech Podcast too. You can find hundreds of fantastic previous episodes and subscribe using whatever platform you like via our Anchor.fm page here: https://anchor.fm/irish-tech-news If you'd like to be featured in an upcoming Podcast email us at Simon@IrishTechNews.ie now to discuss. Irish Tech News have a range of services available to help promote your business. Why not drop us a line at Info@IrishTechNews.ie now to find out more about how we can help you reach our audience. You can also find and follow us on Twitter, LinkedIn, Facebook, Instagram, TikTok and Snapchat.

The end of the financial year presents a prime opportunity for brokers to move from reactive, single-product lending to more connected solutions for SME clients. Reid Davidson, state lead for Victoria, South Australia, and Tasmania at commercial lender Lumi, joins In Focus to discuss how brokers can support SMEs as they actively seek to connect the dots between working capital, asset finance, and property. He discusses the growing expectation for brokers to operate as "full-capital advisers"; explains the structural and process challenges that can make it difficult to deliver joined-up solutions in practice; and highlights how tools, like Lumi Pulse, are designed to streamline quoting and execution, so brokers can maintain momentum during peak EOFY activity. Tune in to find out: The impact of increased volatility on structural pressures facing SMEs. Why EOFY is prompting SMEs to take a more strategic approach to funding. How brokers can deliver faster, more connected capital solutions. And much more!

In this episode of One Vision, Theodora Lau sits down with Hay Yip, Chief Strategy Officer and Chief of Staff at FundPark in Hong Kong, for a conversation that spans heritage, working capital, and what it really takes for SMEs to scale in an uncertain world.Hay shares his journey from a commercial banking career at HSBC — spanning both London and Hong Kong — to the electric pace of a fintech startup, and why he now goes to bed "with one eye open." Born in Hong Kong and grew up in the UK, his story comes full circle as he returns home to help the small businesses he's always been drawn to.At the heart of the conversation is the often-overlooked engine of commerce: working capital. Hay makes the case that cash flow is the "bloodline" of any growing business, and explains how FundPark uses data and analytics to serve e-commerce merchants who are not just underserved by traditional banks, but in many cases entirely unserved. Theo and Hay explore the founders' origin story, why entrepreneurs deserve more credit for their courage, and how global supply chain fragility shows up in the everyday lives of merchants and the customers who depend on them.Tune in for a candid look at the unglamorous but essential side of fintech, and FundPark's vision of "scale up as a service" — helping ordinary people behind real businesses thrive.

As AI supercharges cyber threats, how can the "missing 99%" of small and medium enterprises protect themselves? Synopsis: On Wednesdays, The Straits Times takes a hard look at Singapore's social issues of the day with guests. Cybersecurity is undergoing a fundamental shift. For a long time, it was treated as a dark art – a deeply technical problem left to IT teams and discussed in jargon few others understood. But as the threat landscape has evolved, major breaches are forcing the conversation into the boardroom, turning cyber risk into a critical matter of corporate governance and liability. While multinational corporations can afford elite digital defences, small and medium enterprises (SMEs) – the 99 per cent of our economy – are often left exposed. Increasingly, SMEs are targeted not just for their own data, but as backdoors into the larger corporate and national networks they serve. If our current security playbook only works for the biggest players, how do we protect the rest? In this episode, ST’s Deputy Opinion Editor Bhavan Jaipragas speaks with Gaurav Keerthi, co-founder and CEO of cybersecurity firm StrongKeep, and former Deputy Commissioner of the Cyber Security Agency of Singapore. Highlights (click/tap above): 1:55 Why does cybersecurity switch people off? 5:06 Are boards stepping up to AI threats? 7:25 Why are SMEs still exposed to threats? 10:05 The "Ikea model" for affordable cybersecurity 15:45 Can state-linked cyber threats be solved? 25:12 Cyber risks and opportunities of agentic AI 28:27 Critical actions for boards, SMEs, and users. 31:41 Balancing online security and everyday usability Read ST’s Opinion section: https://str.sg/w7sH Host: Bhavan Jaipragas (bhavan@sph.com.sg) Produced and edited by: Amirul Karim Executive producers: Danson Cheong and Lynda Hong Follow In Your Opinion Podcast here and get notified for new episode drops: Channel: https://str.sg/w7Qt Apple Podcasts: https://str.sg/wukb Spotify: https://str.sg/w7sV Feedback to: podcast@sph.com.sg --- Follow more ST podcast channels: All-in-one ST Podcasts channel: https://str.sg/wvz7 Get more updates: http://str.sg/stpodcasts The Usual Place Podcast YouTube: https://str.sg/theusualplacepodcast --- Get The Straits Times app, which has a dedicated podcast player section: The App Store: https://str.sg/icyB Google Play: https://str.sg/icyX --- #inyouropinionSee omnystudio.com/listener for privacy information.

The Tests and the Rest podcast consistently focuses on exploring important topics in testing, admissions, education, and learning with amazing expert guests. Sometimes, though, we enjoy an unstructured opportunity to discuss our own takes on major issues, upcoming events, and our endeavors at the intersection of business and education. Catch up with us in the latest episode of EXTEMP with Amy & Mike. What are five things you will learn in this episode? What have Amy and Mike been up to this month? Where did Mike travel? How was the IECA Conference in Baltimore? What are your hosts' current thoughts on AI? What's coming up in the next month for Amy and Mike? We definitely want to respond to listener questions in our next EXTEMP episode, so reach out to us on social media or get in touch through our contact page. Let's get this Tests and the Rest mailbag rolling! RELATED EPISODES Testing & Scholarship Timelines Webinar Top 15 SMEs for Test Prep (SAT, ACT, AP) in USA  RELATED EPISODES EXTEMP WITH AMY & MIKE: April 2026  EXTEMP WITH AMY & MIKE: March 2026 EXTEMP WITH AMY & MIKE: February 2026 EXTEMP WITH AMY & MIKE: January 2026 ABOUT THIS PODCAST Tests and the Rest is THE college admissions industry podcast. Explore all of our episodes on the show page. ABOUT YOUR HOSTS Mike Bergin is the president of Chariot Learning and founder of TestBright, Roots2Words, and College Eagle. Amy Seeley is the president of Seeley Test Pros and LEAP. If you're interested in working with Mike and/or Amy for test preparation, training, or consulting, get in touch through our contact page.  

Faith Natividad is CEO at Digital Workforce Group. Digital Workforce, is a 100% Filipino-owned global talent and business solutions company founded in 2020. We connect skilled Filipino professionals with global opportunities while helping businesses scale through recruitment, remote staffing, executive search, talent mapping, market intelligence, and business development consultancy. With over 30 combined years of professional experience, we have served 200+ local and global clients, generated 800 jobs in the Philippines, and delivered solutions across six continents. We support startups, tech companies, SMEs, and multinational organisations across fields such as accounting, architecture, engineering, digital marketing, healthcare, and legal. More than providing talent, we help companies grow with the right people, systems, and strategic support. At Digital Workforce, we do not just support businesses, we help them scale with purpose.In this episode:00:00 Introduction01:24 Ano ang Digital Workforce Group?13:29 What is the startup trying to solve? 35:37 What are the stories and vision of the team? 56:53 How can listeners find more information?DIGITAL WORKFORCE GROUPFacebook: https://facebook.com/DigitalWorkforcePHLinkedIn: https://linkedin.com/company/digital-workforce-globalTHIS EPISODE IS CO-PRODUCED BY:OneCFO: ⁠⁠⁠⁠⁠⁠⁠https://onecfoph.co⁠⁠⁠⁠⁠⁠⁠Kredit Hero: ⁠⁠⁠⁠⁠⁠⁠https://kredithero.com⁠⁠⁠⁠⁠⁠⁠Yspaces: ⁠⁠⁠⁠⁠⁠⁠https://knowyourspaceph.com⁠⁠⁠⁠⁠⁠⁠Twala: ⁠⁠⁠⁠⁠⁠⁠https://www.twala.io⁠⁠⁠⁠⁠⁠⁠Symph: ⁠⁠⁠⁠⁠⁠⁠https://symph.co⁠⁠⁠⁠⁠⁠⁠Secuna: ⁠⁠⁠⁠⁠⁠⁠https://secuna.io⁠⁠⁠⁠⁠⁠⁠SkoolTek by Edfolio: ⁠⁠⁠⁠⁠⁠⁠https://skooltek.co⁠⁠⁠⁠⁠⁠⁠Red Circle Global: ⁠⁠⁠⁠⁠⁠⁠https://www.redcircleglobal.com⁠⁠⁠⁠⁠⁠⁠CHECK OUT OUR PARTNERS:Ask Lex PH Academy: ⁠⁠⁠⁠⁠⁠⁠https://asklexph.com⁠⁠⁠⁠⁠⁠⁠ (5% discount on e-learning courses! Code: ALPHAXSUP)CloudCFO: ⁠⁠⁠⁠⁠⁠⁠https://cloudcfo.ph⁠⁠⁠⁠⁠⁠⁠ (Free financial assessment, process onboarding, and 6-month QuickBooks subscription! Mention: Start Up Podcast PH)ArkoTech: ⁠⁠⁠⁠⁠⁠⁠https://www.arkotechspacesolutions.com⁠⁠⁠⁠⁠⁠⁠DVCode Technologies Inc: ⁠⁠⁠⁠⁠⁠⁠https://dvcode.tech⁠⁠⁠⁠⁠⁠⁠Argum AI: ⁠⁠⁠⁠⁠⁠⁠http://argum.ai⁠⁠⁠⁠⁠⁠⁠PIXEL by Eplayment: ⁠⁠⁠⁠⁠⁠⁠https://pixel.eplayment.co/auth/sign-up?r=PIXELXSUP1⁠⁠⁠⁠⁠⁠⁠ (Sign up using Code: PIXELXSUP1)School of Profits: ⁠⁠⁠⁠⁠⁠⁠https://schoolofprofits.academy⁠⁠⁠⁠⁠⁠⁠Founders Launchpad: ⁠⁠⁠⁠⁠⁠⁠https://founderslaunchpad.vc⁠⁠⁠⁠⁠⁠⁠Hier Business Solutions: ⁠⁠⁠⁠⁠⁠⁠https://hierpayroll.com⁠⁠⁠⁠⁠⁠⁠Agile Data Solutions (Hustle PH): ⁠⁠⁠⁠⁠⁠⁠https://agiledatasolutions.tech⁠⁠⁠⁠⁠⁠⁠Smile Checks: ⁠⁠⁠⁠⁠⁠⁠https://getsmilechecks.com⁠⁠⁠⁠⁠⁠⁠Cloverly: ⁠⁠⁠⁠⁠⁠⁠https://cloverly.tech⁠⁠⁠⁠⁠⁠⁠BuddyBetes: ⁠⁠⁠⁠⁠⁠⁠https://buddybetes.com⁠⁠⁠⁠⁠⁠⁠Hyperstacks: ⁠⁠⁠⁠⁠⁠⁠https://hyperstacksinc.com⁠⁠⁠⁠⁠⁠⁠Wunderbrand: ⁠⁠⁠⁠⁠⁠⁠https://wunderbrand.com⁠⁠⁠⁠⁠⁠⁠Uplift Code Camp: ⁠⁠⁠⁠⁠⁠⁠https://upliftcodecamp.com⁠⁠⁠⁠⁠⁠⁠ (5% discount on bootcamps and courses! Code: UPLIFTSTARTUPPH)START UP PODCAST PHYouTube: ⁠⁠⁠⁠⁠⁠⁠https://youtube.com/startuppodcastph⁠⁠⁠⁠⁠⁠⁠Spotify: ⁠⁠⁠⁠⁠⁠⁠https://open.spotify.com/show/6BObuPvMfoZzdlJeb1XXVa⁠⁠⁠⁠⁠⁠⁠Apple Podcasts: ⁠⁠⁠⁠⁠⁠⁠https://podcasts.apple.com/us/podcast/start-up-podcast/id1576462394⁠⁠⁠⁠⁠⁠⁠Facebook: ⁠⁠⁠⁠⁠⁠⁠https://facebook.com/startuppodcastph⁠⁠⁠⁠⁠⁠⁠Patreon: ⁠⁠⁠⁠⁠⁠⁠https://patreon.com/StartUpPodcastPH⁠⁠⁠⁠⁠⁠⁠PIXEL: ⁠⁠⁠⁠⁠⁠⁠https://pixel.eplayment.co/dl/startuppodcastph⁠⁠⁠⁠⁠⁠⁠Website: ⁠⁠⁠⁠⁠⁠⁠https://phstartup.online⁠⁠⁠⁠⁠⁠⁠Edited by the team at: ⁠⁠⁠⁠⁠⁠⁠https://tasharivera.com⁠⁠⁠

22 May 2026. The Executive Council of Dubai has put together a second package of economic incentives, this one worth 1.5 billion dirhams. The support measures include the delay or exemption of various fees and fines, as well as different types of rent relief, across sectors including tourism and education. Economist Dan Richards of Emirates NBD joins us to dig into the detail. Plus, strategy consultancy Kearney on how the Gulf can emerge from the conflict stronger. Mashreq has a bold new SME promise. Open a business account in one day or get 1,000 dirhams back. The UAE rolls out one health insurance system across all seven emirates for Emiratis. And Imagine Dragons, Lewis Capaldi and Zara Larsson are heading to Yas Marina Circuit this December for the Abu Dhabi GP, more details with Ethara.See omnystudio.com/listener for privacy information.

Introduction What if the real bottleneck in commercial insurance isn't distribution or pricing—it's the workflow itself? Nearly $100 billion of SME P&C insurance is placed every year using manual processes, disconnected systems, and data that lives in spreadsheets and email threads. Hamesh Chawla has spent the last four years building the infrastructure to change that. Before founding Mulberri in 2021, Chawla led product and technology at Edelman Financial Engines and Asurion. He came to insurance not as a lifer but as a technologist who saw an industry still running on 20th-century tooling. Mulberri is his answer: an AI operations platform connecting PEOs, brokers, SMEs, and carriers—from smart submission and risk scoring to quote-and-bind and certificate of insurance. In this conversation, Josh Hollander and Chawla dig into why the MGA market was the right pivot, what AI governance looks like when binding decisions carry real capital risk, and why the SME segment is the most underserved frontier in commercial insurance. Guest Bio Hamesh Chawla is the Co-Founder and CEO of Mulberri, an AI operations platform for MGAs, PEOs, brokers, and carriers serving the SME market. Before Mulberri, he was EVP and Chief Product & Technology Officer at Edelman Financial Engines, with prior roles at Asurion and Zephyr (acquired by SmartBear). He holds an MS in Computer Science from Texas A&M University. Mulberri has raised $10.8M from Eos Venture Partners, Altamont Capital Partners, MS&AD Ventures, and Hanover Technology Management. Key Topics • The $100B manual workflow problem — Nearly $100B of SME P&C is placed annually using ACORD forms emailed back and forth, loss runs parsed by hand, and decisions made without the data that exists in the market. Mulberri automates this stack. • From embedded insurance to AI operating system — Chawla explains why he pivoted from embedded distribution to building the workflow layer MGAs actually run on—ingesting unstructured data, structuring it through a GenAI OS, and routing decisions with full context. • AI governance when capital is at stake — When AI is binding real policies, black-box models get rejected. Mulberri surfaces claim propensity, frequency, severity, and loss ratio so underwriters can interrogate and trust the output. • The PEO channel as data and distribution — PEOs sit on firmographic and workforce data directly predictive of workers' comp risk. Embedding into that channel is both a data strategy and a go-to-market strategy. • Building for carriers, brokers, and SMEs simultaneously — Carriers need loss ratio visibility, brokers need submission efficiency, SMEs need straightforward access. Aligning all three is the hardest product problem in the space. Notable Quotes "Our mission since day one has been to leverage technology to complement underwriters' expertise—simplifying and streamlining the business insurance process while ensuring transparency." "The Risk Engine puts the information underwriters need at their fingertips to make fast, accurate decisions—not replacing them, but making them dramatically more effective." Resources Guest: • Mulberri: https://www.mulberri.io • Hamesh Chawla on LinkedIn: https://www.linkedin.com/in/hameshchawla/ Host & Organization: • Joshua R. Hollander on LinkedIn: https://www.linkedin.com/in/joshuarhollander/ • Horton International (USA): https://www.horton-usa.com/ • Insurtech Leadership Podcast (LinkedIn Showcase): https://www.linkedin.com/showcase/insurtech-leadership-show Subscribe & Review If you enjoyed this episode, subscribe on your favorite platform and leave a review. The Insurtech Leadership Podcast is available on YouTube, Apple Podcasts, and Spotify.

In Episode 105 of the Cybersecurity Readiness Podcast Series, Dr. Dave Chatterjee is joined by Andrei Robachevsky — Technical Director of the Internet Integrity Program at the Global Cyber Alliance, founding contributor to MANRS (Mutually Agreed Norms for Routing Security), former CTO of RIPE NCC, and former Senior Director of Technology Programs at the Internet Society — to examine a cybersecurity risk that almost no enterprise security team is governing: the internet routing layer.Opening with the June 2024 Cloudflare 1.1.1.1 BGP hijack incident — where two Brazilian network operators' routing mistakes propagated to over 300 networks across 70 countries, silently rerouting traffic for several hours without triggering a single enterprise security alert — Dr. Chatterjee frames the episode's central challenge: organizations with excellent perimeter controls, clean firewalls, and healthy identity systems can still have their user traffic redirected to unintended destinations by failures occurring on networks they have never heard of, in countries they have no operations in, governed by routing norms they have never been asked to consider.Drawing on the February 2026 MANRS Report, Robachevsky explains that the Border Gateway Protocol (BGP) — the foundational routing system across nearly 80,000 autonomous networks — has no built-in authentication. Routing incidents occur 200 to 300 times per month, most of which are invisible to enterprise security teams, manifesting as unexplained outages or performance degradation rather than as identifiable threats. The implications range from SLA breaches and erosion of customer trust to man-in-the-middle exposure of silently rerouted traffic.Analyzed through Dr. Chatterjee's Commitment–Preparedness–Discipline (CPD) framework, the conversation delivers a clear and actionable message: routing security is not a network engineering problem — it is a supply chain governance problem. The tools already exist. RPKI exists. MANRS exists. MANRS+ is nearly here. The gap is entirely on the governance side, and it is closeable. The organizations that will not find themselves in the next routing incident are the ones that start with a map of their connectivity supply chain and a single question to every provider: Are you MANRS+ certified?To access and download the entire podcast summary with discussion highlights - https://www.dchatte.com/episode-105-the-invisible-layer-governing-routing-security-as-a-supply-chain-risk/Connect with Host Dr. Dave ChatterjeeLinkedIn: https://www.linkedin.com/in/dchatte/ Website: https://dchatte.com/Books PublishedThe DeepFake ConspiracyCybersecurity Readiness: A Holistic and High-Performance ApproachArticles & Cases PublishedChatterjee, D. (2026). Root: Automating the Remediation Gap, Ivey Publishing, Jan 7, 2026.Ramasastry, C. and Chatterjee, D. (2025). Trusona: Recruiting For The Hacker Mindset, Ivey Publishing, Oct 3, 2025.Chatterjee, D. and Leslie, A. (2024). “Ignorance is not bliss: A human-centered whole-of-enterprise approach to cybersecurity preparedness,” Business Horizons, Accepted on Oct 29, 2024.Isik, O., Chatterjee, D., and Lourenco, D.A. (2024). “Getting Cybersecurity Right,” California Management Review — Insights, Accepted for Publication, July 8, 2024. Chatterjee, D. (2023). “Mission critical – How American Cancer Society successfully and securely migrated to the cloud amid the pandemic,” I by IMD, March 13, 2023.Chatterjee, D. (2022). “Preventing security breaches must start at the top,” I by IMD, September 28, 2022, Institute for Management Development, Lausanne, SwitzerlandChatterjee, D. (2022). “Making Cybersecurity Readiness Mainstream,” Executive Blog Post, NETSPI, March 1, 2022Benz, M. and Chatterjee, D. (2020). “Calculated Risk? A Cybersecurity Evaluation Tool for SMEs,” Business Horizons, available online from May 4, 2020Chatterjee, D. (2019). “Should Executives Go To Jail Over Cyber Attacks,” Journal of Organizational Computing and Electronic Commerce, Vol 29, Issue 1, pp. 1-3.Abraham, C., Chatterjee, D., and Sims, R. (2019). “Muddling through cybersecurity: Insights from the U.S. healthcare industry,” Business Horizons, July 2019.

Who is Julia?Julia Felton is a business consultant who has built a reputation for identifying the real issues behind her clients' challenges. While companies often approach her with concerns about team dysfunction, lack of trust, and poor collaboration, Julia quickly uncovers that these surface symptoms stem from deeper underlying causes. With her insightful approach, she helps organizations move beyond treating just the symptoms—enabling teams to break free from silos, improve communication, and achieve the results they desire. Julia's clients rely on her expertise to foster genuine trust and collaboration within their teams.Key Takeaways* Is your team chasing results but feeling disconnected? Julia Felton says it's all about energy alignment, not just process. Slow down, reset, and watch collaboration grow.* Most trust issues in teams don't come from lack of tools, but from not investing enough in relationships. Build social capital, even if it feels “frivolous”—it's critical for flow.* True leadership isn't about controlling everything. Julia Felton reminds us: empower your team, step back, and let the natural talents shine for real productivity.* Vision isn't a one-time message. Keep communicating your purpose so everyone knows where you're heading. As Julia Felton notes, clarity builds trust and connection.* Take inspiration from nature: humans, like herds, thrive when leadership is shared. Health, harmony, unity—let these guide your team to higher trust and adaptability.Don't forget: If you want to connect, ask questions, or get notified about upcoming guests like Julia, subscribe to the newsletter here. You only need your first name and email—easy as (coffee) pie!And don't forget: keep an eye out for next guest. To submit your own questions, subscribe to our newsletter and join the conversation!P.S. Loved this episode? Hit reply and let us know what resonated most_________________________________________________________________________________________________Subscribe to our newsletter and get details of when we are doing these interviews live at www.systemise.me/subscribeFind out more about being a guest at : link.thecompleteapproach.co.uk/beaguestSubscribe to the podcast at https://link.thecompleteapproach.co.uk/podcastHelp us get this podcast in front of as many people as possible. Leave a nice five-star review at apple podcasts : https://link.thecompleteapproach.co.uk/apple-podcasts and on YouTube : https://link.thecompleteapproach.co.uk/Itsnotrocketscienceatyt!Do You Need a P.A.T.H. to Scale?We help established business owners with small but growing teams:go from feeling stuck, sceptical, and tired of wasting time and money on false promises,to running a confident, purpose-driven business where their team delivers results, customers are happy, and they can finally enjoy more time with their family -with a results-based refund guarantee: if you follow the process and it doesn't work, we refund what you paid.This is THE P.A.T.H. to scale your business.————————————————————————————————————————————-TranscriptNote, this was transcribed using transcription software and may not reflect the exact words used in the podcast.SUMMARY KEYWORDStrust issues, team building, rewilding leadership, misaligned energy, team dynamics, collaboration, silos in business, business productivity, meeting fatigue, leadership styles, performance paradox, shared leadership, empowerment, micromanagement, business culture, teamship, employee engagement, organizational trust, social capital, remote work challenges, communication in teams, business vision, talent management, role alignment, leveraging strengths, sustainable leadership, natural leadership, flow in teams, founder-led business, relationship buildingSPEAKERJulia Felton, Stuart WebbStuart Webb [00:00:01]:Hopefully. Hi, and welcome back to It's Not Rocket Science. Five questions over coffee. I'm delighted. Today I've been joined by Julia Felton. Julia is an expert in, well, helping to fix trust issues within teams using rewilding leadership. She's really going to help us to understand exactly how we can rebuild those trust issues which so often dog startups, even rapidly scaling a growing company. So, Julia, welcome to It's Not Rocket Science.Stuart Webb [00:01:01]:Five questions over coffee. I hope you've got your coffee in front of you. I've actually got a fruit tea at the moment, but that's because it's after Christmas. I try to be careful with my body.Julia Felton [00:01:12]:Well, me too, Stuart. I'm, I've got ginger and lemon here.Stuart Webb [00:01:15]:So I've been off your only way to live. Let's start by understanding, you know, the sort of person you're trying to help. You obviously, you're obviously trying to help somebody that's got a problem. But how do, how would you recognize them? What would they, what would they be saying? What would they be doing in order to sort of, you know, for you to be able to say, well, that's exactly the sort of person I'm trying to help.Julia Felton [00:01:42]:Yeah, that's such a great question. Because I think what typically happens is what people come to me with and what actually the problem is, are very different. And I think often what we find in business, isn't it, we, we, we, we of treating the symptom rather than the cause. So sort of people come to me and they go, oh, my team's not functioning properly, Julia. You know, and people don't trust each other. There's a lot of bickering going on, we're not getting the results we want. You know, there's people are working in silos, nobody collaborates together. Those are the sorts of things that my clients are saying.Julia Felton [00:02:19]:And my clients range from, you know, smaller SMEs up to larger corporates, you know, and this, these kinds of problems exist throughout many types of organizations. So anywhere where you've got people involved, really. Because at the end of the day, trust drives everything in business. Right.Stuart Webb [00:02:41]:So what would some of those, I mean, you just talked about sort of smaller SMEs, large corporates. I mean, they've tried everything before, haven't they? They've done the courses, they've sent people off on the training courses, they've, they've done that, they've done the online stuff, they've done everything they can and it's still not fixing it. So what are the sort of things that they are trying that you break through and you find that even having done this stuff, they've still got these issues.Julia Felton [00:03:08]:Sure. So I think if we distill it back down and we go to, well, what's really the cause of what's going on in the business? Rather the biggest challenge, if I was to sum it up like that, is it's, it's not this lack of skill or ambition or desire, but it's actually all to do with misaligned energy. So we've got brilliant purpose driven leaders out there. They built often fast growing businesses, but somewhere along the way this momentum turns into mayhem, right? And the team's busy, but it's not productive. People, you know, having loads and loads of meetings. We know this meeting fatigue, right? The progress stalls, everyone's working harder, but people aren't working collectively together, they're not pulling in the same direction. So I call that the performance paradox. Because what we're seeing is companies chasing these results so hard, but they've become really disconnected from the very people and the energy that creates them.Julia Felton [00:04:08]:So what happens is these businesses start running on logic and process rather when what we really need is this connection and trust and flow, Flow. And so I think what I really see leaders craving is a much more natural, sustainable way of leading where we get everyone pulling in the same direction and we stop forcing the results and we start getting the results flowing naturally because everyone's working in their right energy. And as you know, Stuart, you know, I'm very passionate about nature. I reference everything back to the natural world. And, and you know, when we look at the natural world, the natural world understands the ebb and flow of energy and how it goes inside cycles. And that's what we're not really seeing in business right now is leaders really understanding that. And it's interesting, we're recording this right after Christmas, right, where people have actually had an opportunity to kind of rest and re reset themselves for this year. But we tend to wait till Christmas, right.Julia Felton [00:05:10]:And we take a week or two weeks off, try and rest and reset and then we don't. Then we try and go for another whole year and, and that's not feasible for people.Stuart Webb [00:05:21]:So what are some of the things that you then introduce into the business in order for them to, to understand that it's that, you know, to develop that ebb and flow. What is it you do to help them essentially reset on a more regular basis?Julia Felton [00:05:36]:Yeah, well, obviously as we, as we just talked about there, you know, reset the rhythm and flow and recovery. So for me, that's actually about leaders taking time out to rest and relax and, and it's that psychology of slowing down to speed up that, you know, instinctively we know that, but everything's saying to us, oh, you know, if I, if I take the afternoon off, I'm not going to get everything done. But I don't know about you, Stuart, but I know when I step away from my desk, if I'm really struggling with something, all of a sudden when I'm away from, from my work and what I'm doing, I get all these insights. So it's about understanding that in order to get into flow, we actually have to go through a period of resetting ourselves and resting and stepping away from the problem in order to get back. You know, it's a good old adage, isn't it? You know, we get our best ideas in the shower, wherever it is, out on walks and stuff like that. So I think it's about really purposefully crafting time into our weekly schedules to do that. Because I think most people, they go into the office, you know, foot to the metal, go, go, go all day and we get to the end of the day and then they're like, I'm not even sure what I've accomplished because we've just been being that busy fool that, you know, you and I know, I've talked about, you know, we're spending all this time doing things, but we're not doing the right things that we need to do.Stuart Webb [00:07:05]:Yeah.Julia Felton [00:07:05]:So, you know, if we look at some of the mistakes that people are making around, this is the first thing we often see companies doing, is we put all these tools right. We've got problems. Like you said, you know, teams are working in silos, there's no collaboration. So we throw tools at the problem. You know, we maybe buy, you know, a collaboration platform like Trello or Asana or something like that to try and make everyone work more effectively together. And that rarely solves the problem. Right. Or we send people on team building away days or training courses, and all of these can have some marginal gain for the business, but they don't really get to the shifting the underlying energy or trust dynamics that are actually blocking performance.Julia Felton [00:07:52]:And for me, the way that we change those trust dynamics is actually by really slowing down and investing time in building relationships. It's this importance of social capital within business. Right. And sometimes it seems a bit frivolous. Right. You know, oh, we, we're stopping and we're talking to somebody in the corridor. But I don't know about you, but you know, in the days when we were all in the office and I was in the corporate world, I got all my information from those informal chats. That's where you knew what was going on.Julia Felton [00:08:23]:Of course the trouble that we've got right now is with so many people working remotely, all of that informal communication you might want to say isn't getting shared and you don't know what's going on in another team, which you would have found out because you walk with somebody and you went and grabbed lunch with them when we used to go out to the sandwich bars for lunch or whatever or you were making your coffee. So I think there's a big problem there that we're not spending enough time investing in building that social capital.Stuart Webb [00:08:54]:Yeah.Julia Felton [00:08:55]:And go. I'm sorry.Stuart Webb [00:08:57]:No indeed. I'm just agreeing with you. Absolutely agreeing with you.Julia Felton [00:09:00]:Yeah. And I think one of the other mistakes I'm seeing companies make is that they, when things aren't going well, there's a tendency, particularly if it's a smaller founder led business for the founders want to take everything back, to control everything. Right. You know, if I control everything, it's going to work better, better. More meetings, more KPIs, more oversight. But actually all that's doing is draining the founders energy. But more importantly it's signaling to your team members that you don't trust them. We're not allowing them to get on.Julia Felton [00:09:32]:They don't feel empowered because there's so much micromanagement. And actually really what our team members are looking for is for us to trust them and to empower them to get the job done and then get out their way and leave them to do it. And when we've got that, then people will get on and do the job. And then the other lens that I often see going on here is when again when we've got problems we want to fix the people, we always think it's a people problem. And rather than think about, well, what is the potential our team members have got to unlock, how can we leverage them more effectively in the business? What new responsibilities can we give them? What new opportunities can we give them to help them thrive? You know, can we redefine their roles to give them a role which is more naturally aligned to what they love to do? Because we all know we've got more energy for the things we love to do. Right. And so if your role, you're spending 50% of your time doing things you don't love to do, in it, you're never going to be as productive as if you've got a role maybe where you've got 80 or 90% of things time doing the things you love. Now, the caveat I would just say against this is we're all going to have to do things in our role that we don't love.Julia Felton [00:10:50]:That's just life. But, you know, we want to spend the vast proportion of our time and when we can start redefining roles so that people do that, it makes a massive difference to their performance, their, you know, their productivity and then ultimately the productivity of the business. So, you know, I reflect back often to my corporate role where I didn't understand about energy and the best roles that people could go in. And I had this data manager, her name's Jane. And every single appraisal I was like, jane, you need to get better at spreadsheets, you know, because, you know, you're running the data center and that's what you need to do. Failing to realize that her complete zone of genius and what she bought to my business was actually her ability to rally the troops around. She was a great collaborator, a great people person, and I didn't leverage her skills effectively. So she wasn't as happy as she could be and I wasn't getting the best results out of her.Stuart Webb [00:11:46]:Yeah, I know. I remember very early on, in one of the first businesses that I, that I founded, somebody took me home on time. It was one of the non executives that sort of came in to help the business, said, are you asking the people that you're working with anything about, you know, what they do when they go home? And I, I sort of looked at, I'll be honest, I looked at him. What's that got to do with this? As in somehow, you know, he was talking complete nonsense. He said, you'll find those people go home and they run scout groups, they run, they run charity bazaars, they run charities and they run them brilliantly. All of those skills are open to you. If you only knew about them. And I looked at him and thought, that's a huge insight that I've got to think about.Stuart Webb [00:12:30]:And it was back to what you were saying there. It's about communication, isn't it? I haven't bothered to say to these people, what else are you up to? And, you know, they turn us, oh, I run a scout group. Are you good at admin? And that's a really useful thing to know because oftentimes people come into work and they sort of drop all these skills over their shoulder at the front door and then walk in and sort of just come in and do their job, don't they? Because they don't think they have to bring any of those skills with them because I'm at work now. And then they go home, they pick up all those skills again and they take them home and they use them very, very effectively. So sometimes it does mean that we've just got to speak to each other, ask what's going on and then go, wow, that's a really useful skill that we could use and then learn to let them get on with it.Julia Felton [00:13:17]:Yeah. And then, and then they feel more empowered, they feel trusted, you know, they know that they've been heard and you know, it's a win, win all round at the end of. But yet so important for us to, to really know our team members, like you say, what motivates them, what's inspires them and what the skills are that they've got that they're not bringing to the workplace that we could really leverage more effectively.Stuart Webb [00:13:39]:Yeah, brilliant. Julia, I'm sure that there's a. And I'm. I know you've given us some very valuable information to stick into our vault, which is at www.systemize.me/free stuff. Gosh, there's an awful lot of words in there. Immediately after the longish break, talk to us about what you've got available for people to be able to sort of advice, guidance that you could give people which they can tap into. And all of this will be available in the vault.Julia Felton [00:14:14]:Yeah, sure. So where I always suggest that people start is I've got a turbocharge your team quiz, which you can get at businesshorsepower.com forward/quiz. And it's. What is it? It's about 15 questions that just really helps you identify where your team's energy is getting drained. And what I often talk about is something called Team Ship, which we'll get onto in a minute when we talk about books and stuff. But Team Ship is about how do you. How do you run your business? Rather than leadership, it's all about teamship, people getting together. And then when you take the quiz, you actually get a free copy of my ebook on how to create a business that runs on teamship and the three pillars that actually underpin that.Julia Felton [00:15:01]:And then anyone who's taken the quiz is also welcome to join me for a Turbocharger quiz audit where I help you unpack the results of the quiz in more detail so that you can start to put together a kind of a short plan on how to how you want to change things in your business going forward.Stuart Webb [00:15:18]:And I can, I can assure you because I've been on, had a look, good look at that stuff. If you go to systemize me free stuff, you'll see all of the details of that. And Julia is really good at this stuff. So you will be pleasantly surprised when you see the level of detail that this goes into. Julia, yes, you're right. We're about to get on to other things. What was it that brought you to your understanding? You talked about your corporate career, you've talked a little bit about your passion for nature. How did you get to now books, courses, programs that enabled you to understand that teamship was actually the thing which needed to drive your day to day existence in your life now.Julia Felton [00:16:10]:Yeah, such a great question because I think, you know, once I left the corporate world, you know, like so many of us do, you know, you see things in the rear view mirror, right, that you didn't see when you were in it. And you know, I look back and I just got really frustrated with the way that we were running and leading businesses. And as everything I looked to nature and horses were a big part of my life. And what I looked to was the way that horses actually operate as a unity in unity, you know, that a team is a horse herd is always concerned with the health, harmony and unity of the herd, how to keep it all together. And they employ something called, I call shared leadership at the time. And shared leadership is this concept of as a leader you don't need to know everything. And let's face it, you know, in the good old days before Mr. Google, you know, and we were in the industrial era, it was probably true that the factory manager, they did know everything, right? But that doesn't exist today.Julia Felton [00:17:13]:So I think for any leader today, they want to know that it's okay to share the leadership with each other. And horse herds do this so well. And we see this in a lot of other dynamics of animals in nature, but they share the leadership. They realize that not one animal can keep the whole herd safe. So in the horse herd, they share the leadership between everybody. But there is a lead marine and a lead stallion within the herd that, you know, have pacific roles and then everyone else in the herd looks for the danger. And I was like, well that would be so much better if that was a model that happened in business where everybody in the organization is responsible for the health and safety of the organization. So even though you are, you know, on the production line or, you know, you're in the admin team or whatever it might be, you still have a duty of care to ensure that the business is going to stay successful.Julia Felton [00:18:08]:So if you see a competitor doing something, you should be able to speak up and say, did anyone else notice that going on over there? That could be a threat for us, you know, so it's all these eyes and ears looking out. So it was when I read Keith Freshley's book, Never Lead Alone. He t. He introduces this concept of teamship, which is effectively shared leadership. And I was like, it gave me kind of a framework and some language to use. So I've now created my own framework. It's called the unbridled Teamship roadmap, which helps leaders create this high level of trust, adaptability and shared energy within their teams that we see within, particularly within horse herds, for example. So Keith Farazi, I have to acknowledge him, he kind of gave me the language for this, but it was my life experience of partnering with the horses and seeing things in the natural world, particularly when I lived in Africa, that that kind of bought these two worlds together.Julia Felton [00:19:03]:And I was like, yeah, this is a new framework for how we need to lead in the 21st century that is just going to be much more compelling and engaging for people.Stuart Webb [00:19:13]:And I think you're right. The, the, the, the, the days of the command and control have largely gone, haven't they? Because there are so too many, too many moving parts, too quickly moving for you to be able to make, to be able to control everything. And so unless you're prepared to allow the leadership to spread, it will be impossible.Julia Felton [00:19:38]:And you just become a bottleneck as well as the leader. If you try and keep it all together, right, because everything's moving so fast, you've just not got the capacity to make that many decisions all day, every day. So we've got to share it out. Otherwise your business is likely to, to stumble and falter just because you've just not got the brain power to do it. All right? So, you know, you can actually end up being the biggest risk factor in your business if you don't share the leadership.Stuart Webb [00:20:06]:Yeah, that's the challenge. So, Julie, there must be one question that I haven't yet asked you that you really want me to ask, which will sort of open up, open up the eyes of people who are currently thinking, this is kind of me, but I'm not sure what is the question that you think I should have asked. And, and as you obviously know the question, you probably also know the answer. So what would the answer to that question be?Julia Felton [00:20:35]:Well, I hope I know the answer. I think it. I think it's this reframe about how do we reframe leadership? Because we're still seeing leadership through this lens of performance and results. And I get that. We've got to get that. But actually, how can we reframe leadership to be the role of a leader is more about how do you direct and orchestrate the energy of the people around you? Because performance is the byproduct of where our energy goes. So if we're really clear on where our energy goes, where our attention is going, then we can get better results. And we see this all the time, don't we, where you get leaders that something happens and they go, you know, they go in.Julia Felton [00:21:17]:This is frenetic, scattered energy all over the place. And that ripples through the team. It causes confusion and nobody knows what they're doing, and everyone starts running around like headless chickens. And we've seen this so often in businesses, you know, when this firefighting throws in, but actually it just causes disarray. And how would it be if the leader recognized in. Actually, in that moment is the moment that you need to become more grounded, more coherent and really pause to go back to the rest and set and pause and. And just be discerning about what's going on? Is this something that I really need to get frantic about right now, or is this something that I can just slow down, pay attention to and realize there's different ways I can approach it? And that kind of coherence is very, very contagious within the team, and it slows all the team down. And then we've got.Julia Felton [00:22:14]:We can be just a lot more discerning then about the decisions that we really need to take. So I think for from when we start looking at leadership, my question would be that you didn't ask is, you know, what if leadership isn't about performance anymore, it's about how do we orchestrate the ebb and flow of the energy of the team so that everyone can work from their natural stance. And therefore we're shifting from this control stance to getting connection. We're moving from burnout to flow, and we're moving into really true leadership that is sustainable for everybody.Stuart Webb [00:22:50]:And do you therefore think, and I'm sorry, that I'm going to ask you a question when you've just answered a question, do you think in order to sort of support that the leader has to have been able to transmit their vision for the business to everybody. So that when they get into that state of flow, they're able to operate without constantly referring back and saying, why are we doing this again? I've forgotten.Julia Felton [00:23:14]:Yeah, absolutely. That's 100% at the top of everything. If nobody knows where they're going, nobody knows where we're going to end up. You know, I often when my clients, you know, I say, well, you know, there's so many different ways that we could maybe get to. I'm in the uk, so I could get to London at the end of. End of this call, right? But I got to know I'm going to London, otherwise the team will end up in Edinburgh or somebody will end up in Dublin or somebody will fly to New York. Right? And I think having that really clear purpose and vision absolutely underpins everything because it's. That, for me, is the glue that pulls everyone in the right direction.Julia Felton [00:23:48]:And we need to remember that. We need to continually articulate that to come back to communication. It's very easy for people to go, I've told everyone the vision and we expect people to remember it, right? But we have to be embedded into absolutely everything. Everything we do day in, day out needs to be aligned with the vision because people don't remember, you know, and I know from, you know, having run workshops with clients, I. I remember I run the same workshop, I hosted the same venue, like, four, no, five or six times in a row, and my client attended as a guest each time because it was her venue and it was a particular workshop. Actually, I was running with the horses. And she said to me on the sixth workshop, she goes, that bit you said about xyz, that was a genius, Julia. And I was like, God, that has been in every single workshop.Stuart Webb [00:24:36]:It's such cool content.Julia Felton [00:24:38]:And she hadn't heard it. And of course, this is what we forget about communication. People only hear what they want to hear when they want to hear it. So we've got to keep repeating the vision where we want to go to the strategy. And sometimes I think as leaders, we. You can feel a bit like a broken record. We're like, I've told everyone that. But people only hear it and get it when they want to hear it.Julia Felton [00:25:00]:Yes, absolutely. Underpins everything, Stuart. Yeah, And. And I think, you know, when we put that clear purpose, that really builds trust because people know, right? People have got that clarity about where we're going. We know what the outcomes are, we know where we're heading. So people have got trust that what's going to happen. We. We've got a.Julia Felton [00:25:18]:We've got a vision, we've got a plan. And so that really helps.Stuart Webb [00:25:20]:Wonderful, wonderful. Julia, this has been really, really, really wonderful. It's a really great way to sort of. For me to kick off what we do this year. Just one small thing from me, if you don't mind.Julia Felton [00:25:36]:Yeah.Stuart Webb [00:25:37]:I send out about one email a week on the weeks where we're doing a podcast, and it just. It just tells you who's coming up and why you need to get in front of the. And be live. We've had a number of people, tens of people watching this today. So they got that from, you know, they've sat at the desk. They hopefully some of them have gone away and thought, I've got some problems I need to resolve. So if you would like to be one of those people who gets the email that sort of says, somebody's coming up, go to www.systemize. that's S Y S T E M I S E.com forward slash, subscribe.Stuart Webb [00:26:13]:Simple form. It asks you for just your first name and an email address. I don't want any more than that because I just want to send you an email which basically says it's coming up, so please go do that. Julia, this has been really enlightening to start with. Wonderful reset of what we should be doing as leaders. Thinking about trying to sort of allow the energy and allow the natural talents to sort of dominate rather than somehow trying to force everybody down into a narrow path in order to sort of make things happen. So thank you so much for bringing that to us, and I really appreciate you spending some time with it. No problem at all.Julia Felton [00:26:48]:Thank you so much.Stuart Webb [00:26:49]:Thank you very much.Julia Felton [00:26:50]:Thank you so much indeed, Stuart. Really appreciate it. It's been a pleasure.Stuart Webb [00:27:19]:So I can talk to you. Get full access to It's Not Rocket Science! at thecompleteapproach.substack.com/subscribe

How can we improve workforce learning? This is the main theme for our episode today with Dr. Tessa Forshaw. She's a cognitive scientist, faculty chair of the workforce and workplace learning concentration, and director of the workforce learning and innovation initiative at the Harvard Graduate School of Education. In this episode, we talk about the basics of learning, common mistakes designers make, keeping up with AI, shifting from content production to performance, and why learning myths still persist.

Dan Ciruli is VP and General Manager of Cloud Native at Nutanix. A computer science graduate of UC Berkeley, Dan spent a decade in engineering before pivoting to product management in 2003, a role that barely had a name when he started. Since then he has held product leadership positions at EMC and Google, where he was part of the team that helped create Kubernetes and open source Google's cloud infrastructure.He was a founding member of the OpenAPI Initiative and a steering committee member for the Istio service mesh project, and has spent the last two decades with one foot in commercial product development and one in the open source community.In this episode, Dan explains why open source is not a charity exercise, how companies actually make money from code they give away for free, and what product managers get wrong when they tell their engineers to avoid it.Key takeaways— Open source is not crowdsourcing from individuals — much of the contribution comes from companies investing on the clock, because broad adoption benefits everyone more than proprietary lock-in.— The CNCF succeeded because it created a neutral space where the largest and smallest organisations felt equally safe contributing and consuming. That structure — not the code itself — is what made cloud native computing universal.— Being a product manager in open source requires the same core instinct as any other PM role: understanding the why. The difference is that your engineers may work for a competitor, and your roadmap is not entirely yours to control.— AI is multiplying the capability of both good actors and bad actors in open source security. The answer is not to slow adoption but to keep a credible human in the loop — someone with accumulated trust, judgement and accountability.— Before open sourcing your own work, be clear on how your company will make money, articulate it concisely for leadership, and then find at least one other organisation — even a competitor — willing to join you. A consortium signals a standard. A solo release signals a gamble.Chapters1:16 — From engineering to product management3:11 — Bridging open source and commercial work5:05 — The origin of Kubernetes at Google6:35 — How Nutanix embraces open source7:16 — The crowdsourcing misconception8:51 — Why the CNCF changed everything11:25 — Building a defensible moat in open source12:13 — The business models behind free code14:18 — Managing roadmaps you don't fully control15:04 — When your competitor writes your code16:04 — The CEO who wore his secrets around his neck18:13 — Developing an open source strategy19:37 — The one question every PM must ask22:44 — What is the CNCF?23:34 — AI, open source and the security arms race29:45 — Chop wood, carry water: the human in the loop31:48 — Advice for PMs running open source products33:15 — Harnessing a community you don't manage34:38 — Should you open source your own work?36:35 — How messy does it really get?39:33 — Linux is an anti-patternOur HostsLily Smith enjoys working as a consultant product manager with early-stage and growing startups and as a mentor to other product managers. She's currently Chief Product Officer at BBC Maestro, and has spent 13 years in the tech industry working with startups in the SaaS and mobile space. She's worked on a diverse range of products – leading the product teams through discovery, prototyping, testing and delivery. Lily also founded ProductTank Bristol and runs ProductCamp in Bristol and Bath.Randy Silver is a Leadership & Product Coach and Consultant. He gets teams unstuck, helping you to supercharge your results. Randy's held interim CPO and Leadership roles at scale-ups and SMEs, advised start-ups, and been Head of Product at HSBC and Sainsbury's. He participated in Silicon Valley Product Group's Coaching the Coaches forum, and speaks frequently at conferences and events. You can join one of communities he runs for CPOs (CPO Circles), Product Managers (Product In the {A}ether) and Product Coaches. He's the author of What Do We Do Now? A Product Manager's Guide to Strategy in the Time of COVID-19. A recovering music journalist and editor, Randy also launched Amazon's music stores in the US & UK.

Developing people should be a constant leadership responsibility, not an occasional HR exercise. The real leverage of leadership comes from building the capability of the team so the leader is not trying to personally carry the entire organisation on their back. Managers often work longer hours, solve every problem themselves, and wonder why they are exhausted. Leaders take a different path. They create direction, build the environment, and develop people so that ten capable team members can each contribute their full strength. In Japan, where HR departments are often administrative, rotational, and compliance-focused, the line leader must take people development seriously. Why is people development a leadership responsibility? People development belongs to the leader because the leader knows the team's work, context, strengths, and future needs best. HR can support training logistics, but it cannot replace the leader's daily responsibility to grow capability. In many Japanese companies, HR is not always staffed by long-term human resources specialists. Managers may rotate through HR from sales, export, audit, operations, or administration. That means HR often focuses on forms, leave records, job rotations, and internal process compliance. The leader must therefore guide the development agenda: what skills are needed, who needs exposure, where succession risk exists, and which people have future leadership potential. This is true in large corporations, SMEs, startups, and multinational Japan offices. Do now: Stop outsourcing people development to HR. Use HR as a partner, but own the development strategy yourself. How does mentoring develop employees more effectively? Mentoring develops people by giving them access to objective advice, broader perspective, and feedback that may be easier to accept from someone outside their reporting line. A mentor can sometimes say what the boss cannot. Mentoring is especially valuable when the mentor is not directly responsible for performance evaluation. In Japan's hierarchical workplace culture, employees may be guarded with their direct boss, particularly if they fear negative assessment. A neutral mentor can help them discuss career goals, blind spots, communication challenges, and leadership aspirations more openly. However, mentoring should not be a vague feel-good programme. Companies need to define outcomes: retention, promotion readiness, engagement, skill growth, cross-functional collaboration, or leadership bench strength. Do now: Create or review your mentoring system. Ask, "How do we measure whether this is actually developing people?" Why are job rotations and lateral assignments powerful in Japan? Job rotations, lateral transfers, temporary assignments, and acting roles develop broader business understanding and stronger internal networks. In Japan, where generalist career paths remain common, these tools can be especially powerful. A person who works only inside one department may become technically competent but organisationally narrow. Moving them temporarily into another division helps them understand different priorities, systems, constraints, and personalities. In Japanese companies, where informal relationships often determine how quickly work gets done across departments, these assignments build practical coordination power. Multinationals, SMEs, and professional services firms can use the same idea through secondments, regional projects, or temporary cross-border assignments. Do now: Identify one person who would benefit from a temporary assignment outside their usual function, then define what they must learn from it. How does cross-training reduce business risk? Cross-training protects the organisation from concentration risk when one key person becomes unavailable. If one employee's sudden departure would cause a disaster, the organisation has a leadership problem, not just a staffing problem. Many small and mid-sized businesses discover this too late. One person knows the accounting process, logistics system, client history, CRM workflow, supplier relationship, or reporting routine. Then that person resigns, becomes ill, transfers, or retires, and the business scrambles. Cross-training creates operational insurance. It does not mean everyone must do every job. It means critical tasks have backup capability, documented processes, and at least one trained substitute. Post-pandemic labour mobility and ageing-workforce pressures make this even more important in Japan. Do now: List your five most critical roles or tasks. For each one, ask, "Who can do this tomorrow if the main person disappears?" How can special projects grow future leaders? Special projects, task forces, and committee assignments give employees first-hand experience of leadership pressure, coordination, and accountability. They reveal both potential and skill gaps. It is easy to criticise the boss until you are the one responsible for deadlines, stakeholders, budgets, internal politics, and final results. Project assignments let future leaders experience this reality without immediately placing them in a permanent management role. They develop planning, communication, conflict resolution, influence, and decision-making. In global firms, this may happen through digital transformation projects, ESG committees, client task forces, or regional initiatives. The key question is whether these assignments are strategic development tools or just stopgap labour solutions. Do now: Turn project assignments into deliberate development opportunities with clear learning goals, feedback, and post-project review. Why is shadowing senior leaders such a strong development technique? Shadowing senior leaders helps emerging talent see the whole organisation, not just their narrow functional role. It exposes them to decision-making complexity, leadership style, trade-offs, and executive pressure. Becoming an assistant to a senior leader, chief of staff, understudy, or section head-in-training can be a powerful development experience. The employee sees how strategy, finance, people issues, clients, compliance, and culture connect. They also observe the good, the bad, and the ugly of leadership behaviour. In Japan, where leadership handovers can be rushed because of rotations, a planned understudy system can strengthen succession planning. The problem is not that the idea is complicated. The problem is that busy leaders forget to organise it. Do now: Choose one promising team member who could shadow a leader, attend selected meetings, or act as understudy for a defined period. Final summary People development is not a luxury item to be handled when the calendar is quiet. It is the leader's leverage strategy. Mentoring, rotation, temporary assignments, cross-training, task forces, special projects, senior leader shadowing, and understudy roles all help build stronger teams and deeper succession pipelines. The real question is not whether these techniques are new. Most leaders already know them. The question is whether they are using them consistently, strategically, and early enough to avoid business disruption. FAQs Is people development the job of HR or the leader? People development is the leader's job, while HR should support the process. HR can organise providers, systems, and budgets, but the leader knows the team's practical development needs. Why is cross-training important? Cross-training reduces business risk by ensuring critical work does not depend on one person. It protects continuity when someone resigns, transfers, becomes ill, or is suddenly unavailable. What is the value of mentoring? Mentoring gives employees objective guidance and a safe place to discuss growth. It works especially well when the mentor is outside the employee's direct reporting line. How do project assignments develop leadership skills? Projects force people to practise coordination, decision-making, communication, and accountability. They show employees what leadership pressure feels like before they take on a formal management role. Quick actions for leaders Map your team's critical skills and backup gaps. Build mentoring into the development system. Use rotations and temporary assignments to broaden experience. Create project roles with clear development goals. Let future leaders shadow senior decision-makers. Author Bio Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" in 2018 and 2021, and recipient of the Griffith University Business School Outstanding Alumnus Award in 2012. As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across leadership, communication, sales, and presentation programmes, including Leadership Training for Results. He has written several books, including three best-sellers: Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery, along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have been translated into Japanese, including Za Eigyō（ザ営業）, Purezen no Tatsujin（プレゼンの達人）, Torēningu de Okane o Muda ni Suru no wa Yamemashō（トレーニングでお金を無駄にするのはやめましょう）, and Gendaiban "Hito o Ugokasu" Rīdā（現代版「人を動かす」リーダー）. Greg also publishes daily business insights on LinkedIn, Facebook, and Twitter, and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery, and Japan's Top Business Interviews, which are widely followed by executives seeking success strategies in Japan.

Fresh out of the studio, Bernard Leong sits down with Kiren Kumar, Deputy Chief Executive of the Infocomm Media Development Authority (IMDA) Singapore, for a conversation on how Singapore is building trusted AI at national scale. Kiren traces IMDA's arc from the 2018 Model AI Governance Framework to the Agentic AI framework launched at Davos this year, the four AI missions — advanced manufacturing, finance, connectivity, and healthcare — anchoring the next strategic bound, and the programs moving enterprises from pilots to production. He argues the real blocker is leadership rather than policy, that trust is Singapore's enduring competitive moat, and that the country must shift from 10% productivity gains to 10X transformation. The conversation closes with a preview of ATx Summit 2026 and what great looks like for Singapore's AI economy by the early 2030s."What would be amazing to see in Singapore is, number one, we have our large companies truly transforming themselves and becoming way bigger than they are today in the global competitive landscape—in manufacturing, in finance, in healthcare, and in connectivity. That's one. The second one is we are known globally as an economy where everybody in our workforce is AI-ready. Yeah, is AI fluent. The third thing I'm hoping to see is we have amazing AI native startups being born in our ecosystem, which are global in the niche areas that they can play in. We may not have the next OpenAI, but I'm hoping that we have a lot of new AI native technology companies that are developing products and services and solutions enabled by AI, powered by AI, transforming industries and creating a lot of growth." - Kiren Kumar Episode Highlights: [00:00] Quote of the Day by Kiren Kumar from IMDA Singapore[02:24] Origin story — Singapore, Stanford, dotcom crash[05:00] Digital economy now 19% of Singapore's GDP[08:08] Career advice — start at a startup first[09:04] IMDA's four core mandates explained[11:47] Trust as Singapore's enduring brand advantage[12:48] Co-create with industry rather than regulate[14:09] Why agentic AI changes the governance equation[15:18] Pilots versus production — the hard transition[17:18] Forward deployed engineers as scarce commodity[18:55] Why agentic AI needed a separate framework[20:23] SME AI adoption tripled in a single year[21:36] From 10% productivity to 10X transformation[24:20] SME Go Digital — 100,000 SMEs in ten years[25:40] Leadership, not policy, is the real blocker[30:46] National AI Impact Program upskills 100,000[34:50] Four missions — manufacturing, finance, connectivity, healthcare[35:49] Owning the global AI standards layer[38:01] ATx Summit 2026 themes and headliners[41:07] What Singapore must get right by 2030[42:05] AI is a contact sport — just start[44:36] What great looks like — companies, workforce, startups[46:52] ClosingProfile: Kiren Kumar, Deputy Chief Executive Officer, Infocomm Media Development Authority (or IMDA), Singapore (LinkedIn) Podcast Information: Bernard Leong hosts and produces the Analyse Podcast show. The proper credits for the intro and end music are "Energetic Sports Drive." G. Thomas Craig mixed and edited the episode in both video and audio format.

Is the government doing enough to prioritise British SMEs in its defence spending plans? Should price always come first or should more expensive British made goods be the priority? Or are we in danger of propping up zombie business? And with rising energy and employment costs, how hard is it to be a UK manufacturer now? With the government aiming to increase UK SME defence spending by fifty percent, Steph talks to a manufacturer desperate to win back the MoD contracts it lost in the 1980s. Ben Fogle and James Sleater tell us their ambitions plans for Buffalo Systems. The Rest is Money is brought to you by Octopus Energy, Britain's smart energy pioneer. Email: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠the⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠restismoney@goalhanger.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ X: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@TheRestIsMoney⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@TheRestIsMoney⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ TikTok: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@RestIsMoney⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Advertise with us: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Partnerships@goalhanger.com⁠ Learn more about your ad choices. Visit podcastchoices.com/adchoices

In the private sector, product teams pick their customers, generate demand, and ship into something close to a green field. In the public sector, none of that holds. Ayushi Roy — Chief Program Officer at New America's New Practice Lab and a lecturer at the Harvard Kennedy School — joins Randy to unpack what changes when your user base is already sitting in front of you, your scrutiny is congressional, and the right answer is sometimes to delete ten systems rather than build an eleventh.Drawing on her work on IRS Direct File, the Children's Health Insurance Program (CHIP), the Illinois childcare voucher system, and a text-based 911 alternative that rolled out to 800,000 students across 13 universities, Ayushi makes the case for a distinct public-sector product playbook: thin-slicing for safe failure, designing for the lowest digital denominator, separating design problems from engineering problems, and treating unbuilding as a first-class option.Chapter markers01:48 — From aid monitoring in Jordan to digital delivery03:37 — Why she built a text-based alternative to 91106:33 — From a rollout to 800,000 students to Oakland City Hall08:58 — What the New Practice Lab does, and what a CPO does inside a think tank11:06 — Why private-sector product playbooks don't transliterate14:03 — No marketing, no early adopters: latent demand and the curb cut effect14:40 — Oakland's eviction tool, MacBooks, and the lowest digital denominator17:30 — Thin-slicing IRS Direct File without losing Congress22:36 — Building executive sponsorship that allows safe failure23:41 — Product vs service: the rest of the job that isn't writing code26:09 — Illinois childcare vouchers: when modernising the form makes things worse29:22 — Design problems, engineering problems, and the laptop-hinge analogy33:18 — Can AI prototyping close the policy–implementation gap?35:40 — The FAFSA simplification crisis and the case for bilingual builders37:31 — Unbuilding: how a request for a 15th CHIP system became one to remove ten41:18 — What keeps her goingOur HostsLily Smith enjoys working as a consultant product manager with early-stage and growing startups and as a mentor to other product managers. She's currently Chief Product Officer at BBC Maestro, and has spent 13 years in the tech industry working with startups in the SaaS and mobile space. She's worked on a diverse range of products – leading the product teams through discovery, prototyping, testing and delivery. Lily also founded ProductTank Bristol and runs ProductCamp in Bristol and Bath.Randy Silver is a Leadership & Product Coach and Consultant. He gets teams unstuck, helping you to supercharge your results. Randy's held interim CPO and Leadership roles at scale-ups and SMEs, advised start-ups, and been Head of Product at HSBC and Sainsbury's. He participated in Silicon Valley Product Group's Coaching the Coaches forum, and speaks frequently at conferences and events. You can join one of communities he runs for CPOs (CPO Circles), Product Managers (Product In the {A}ether) and Product Coaches. He's the author of What Do We Do Now? A Product Manager's Guide to Strategy in the Time of COVID-19. A recovering music journalist and editor, Randy also launched Amazon's music stores in the US & UK.