New Tech EMBA the product of partnership network in Italy

Business Impact: New Tech EMBA the product of partnership network in Italy

New Tech EMBA the product of partnership network in Italy

Business Impact: New Tech EMBA the product of partnership network in Italy
Business Impact: New Tech EMBA the product of partnership network in Italy

A new executive MBA (EMBA) focused on business and technology has been launched by Cuoa Business School, in partnership with Politecnico di Torino.

Teaching for the two-year programme is being delivered across two weekends a month and will encompass more than 500 hours of classroom time. Much of the course takes place at Politecnico di Torino’s Master’s and Continuing Education School, with certain activities held at Cuoa’s campus in Altavilla Vicentina.

“The collaboration between Cuoa and Politecnico di Torino is a virtuous example of collaboration between university and business school, but it also involves businesses,” explained Cuoa Business School president Federico Visentin. “An advisory board of around 20 representatives contributed to validating the contents of the project and will discuss any additions to be made.”

Course content currently covers data analytics, artificial intelligence, innovation and the space economy in addition to more conventional business master’s subjects, such as finance and project management.

“This project is truly ambitious because it combines the technological dimension, the core business of our university, with the managerial one,” said Politecnico di Torino rector Guido Saracco. “Technologies today not only rapidly change the world of work and people’s lives, but they can and must also be a reference for the choices that the managers of the future will be called on to make.”

The new EMBA is a product of an alliance initiative launched by Cuoa in 2019. The Cuoa University Network Business School currently fosters collaboration between Cuoa and 17 different institutions spread across Italy.

This article is adapted from one that originally appeared in Business Impact magazine (Issue 4 2023, volume 18)

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Why case studies must demonstrate local relevance

Business Impact: Why case studies must demonstrate local relevance

Why case studies must demonstrate local relevance

Business Impact: Why case studies must demonstrate local relevance
Business Impact: Why case studies must demonstrate local relevance

Acting associate dean of executive education and EMBA director at the Suliman S Olayan School of Business, American University of Beirut, Patrick Fitzgerald has spoken of the importance of producing case studies tailored to the business challenges and realities of the Middle East and North Africa (MENA) region.

“Education should not solely rely on conceptually pertinent case studies; it should also incorporate cases that are contextually relevant,” Fitzgerald said.

Current case study production in the region has reflected rising interest in start-ups, both across MENA and the wider world, according to the acting associate dean. However, he believes greater coverage is required. “While many cases in the region primarily focus on start-ups and newcomers, there is a growing interest among executives to gain insights from well-established businesses which encounter unique challenges.”

The Olayan School of Business says that its Case Hub aims to build a community of case method enthusiasts and provide a space for case development written by the region, for the region. It also acts as a training centre for executive education providers seeking to integrate case writing and teaching into their programmes. 

This article is adapted from one that originally appeared in Business Impact magazine (Issue 4 2023, volume 18)

Discover BGA case studies


Below,  you can find international case studies showcasing how BGA accreditation has had a positive impact to institutions and their programmes.

Diving in: action learning with impact

Business Impact: Diving in: action learning with impact

Diving in: action learning with impact

Business Impact: Diving in: action learning with impact
Business Impact: Diving in: action learning with impact

Seeing and experiencing social impact first-hand, for example by watching disadvantaged children play on equipment you built for them five minutes earlier, is by far the biggest motivator for social change. Seeing is believing, but we know that doing something with your own hands for a common goal also has a profound effect on a person’s resolution to do good.

The multitude of challenges facing humanity and the natural world, such as climate change and geopolitical tensions, has undoubtedly affected the psyches of the younger generation and we have seen a shift in consciousness among those embarking on the first stage of their journey to becoming global business leaders. They care about the world around them and they want to be part of an educational establishment – and, ultimately, part of a business – that cares too.

Business schools at the vanguard of sustainable impact

“The existence of businesses helps the world go round,” remarks Stephanie Villemagne, chief operating officer for international development at Essca School of Management. “Businesses drive economic growth for the planet, so the question is: ‘How can we make sure that making money and business development are both sustainable and impactful?’ The answer starts with who is running these companies, so education and business schools are at the vanguard because we are working with the very people who will be running these companies in the future.”

The corporate sector used to be synonymous with financial return and business schools fed into that world. Social responsibility has now come to the fore and, in a competitive market for talent, business leaders can no longer ignore those outside their immediate orbit. Perhaps it has something to do with the fallout of 2008’s financial crash and the realisation that those in power must shoulder responsibility. What is certain is that more questions are circulating about who big business serves and interest in holding decision-makers to account is rising.

“Having a positive social impact is a vital element in projects and ventures for me and my peers,” says Sam Ferdinand, a business and international relations student at IE Business School. “Many of us agree that the best way to have a positive impact on society is by doing well ourselves and then channelling our resources for a social purpose.

“Business schools train many of tomorrow’s business leaders and must include education in sustainability and social impact as a mandatory part of their curricula if we wish to have a society with more socially responsible operations in the future. Their role is key.”

Deans at the world’s top business schools are listening to students such as Ferdinand and have acknowledged that their incoming cohorts want to combine ‘doing well’ and ‘doing good’. In addition, employers want to align themselves with institutions that are bringing about positive change beyond their campuses and, in recent years, we have witnessed the emergence of ranking systems with a focus on social impact. Simply put, the onus is on business schools to show that they are doing their bit for the planet, both in terms of social justice and sustainable development.

Incorporating community projects that deliver

As part of efforts to do good beyond their campuses, a number of leading European business schools, including Essca, IE Business School and Insead, have adopted learning and development assignments from Splash Projects. These bring students together to build facilities out of timber for charitable initiatives that would otherwise not be able to afford the infrastructure. As teams, they are able to contribute to bringing about lasting positive social change in their schools’ local communities and experience what it feels like to make someone else’s life better.

Some schools include these projects at the start of their programme to help inspire and motivate students beginning their learning journeys. It also gives new students the chance to bond over meaningful experiences. Other schools opt, instead, to place these projects at the culmination of their students’ learning journeys, giving graduates-in-waiting the opportunity to say “thank you” to their host countries.

While each business school may have specific learning objectives for community projects, the overriding reason to include them is to give students the chance to experience positive social impact. Current demand for such projects is unprecedented. Last September was Splash Projects’ busiest month to date, with 10 projects for eight charities, involving 1,650 participants in London, France and Spain.

The project with Essca alone involved 1,200 students across six campuses and impacted six charities. At the other end of the scale for size, the company’s work with Insead’s executive education programmes, which dates back more than 16 years, often involves no more than 20 participants who have a day, or less, to build something that will have a huge impact for years to come. Loïc Sadoulet, affiliate professor of economics at Insead, requests that projects incorporate a complex problem deliberately designed to thwart their delivery approach and help produce impactful learning outcomes for the teams.

“We have an obligation to give the future leaders of the world the chance to understand the responsibility they have in helping society be a better place and to set that social barometer,” notes Patti Brown-Varnier, executive director for academic affairs and programme delivery for MBA and executive MBA programmes at HEC Paris. “Business schools used to be about profit margins, finance, accounting and marketing – all of which can be learnt online,” Brown-Varnier explains, “but we’re seeing a shift towards what really matters – social responsibility and sustainable development.”

A recent project with HEC Paris in April involved 156 MBA students leaving their mark on the community they’d called home for 16 months in the form of a play area featuring a three-part shipwreck, seating areas and a chicken ‘hotel’. By building this at the Diapason Juvenile Behavioural Facility in central France, the cohort not only got to experience effective leadership and the power of teamwork, but also had the opportunity to give back to others less fortunate.

“The projects prompt the students to ask themselves the question ‘How can I do more?’” continues Brown‑Varnier. “There aren’t many of them not crying their eyes out at the end of a project because they’ve seen the impact they’ve had directly. They see what is needed to help others and want to be part of the solution. In the classroom, they’re not making an impact on anyone. The projects allow them to use what they’ve learnt and then leave a meaningful impact on others, so it completes the circle.”

Business Impact: Simon Poole

Simon Poole is the managing director of Splash Projects, a company that has delivered learning programmes to more than 55,000 participants across the world since 2005

What is reverse mentoring and how can it help your organisation?

Business Impact: What is reverse mentoring and how can it help your organisation?

What is reverse mentoring and how can it help your organisation?

Business Impact: What is reverse mentoring and how can it help your organisation?
Business Impact: What is reverse mentoring and how can it help your organisation?

Reverse mentoring turns the traditional mentoring paradigm on its head.

Unlike traditional mentoring programmes, where a senior leader mentors a younger, less experienced employee, reverse mentoring is when a senior leader is mentored by a person from an under-represented background.

This background can be in relation to gender, age, ethnicity or disability, for example. Senior leaders become the novices and lean into their growth mindset to understand their biases and drive change.

Such a transformative experience not only enlightens the leaders, but also serves as a catalyst for organisational change, particularly in the realms of equity and inclusion.

In busy corporate life, leaders may inadvertently focus solely on the tangibles, such as profits and results. However, this narrow lens can obscure the less visible, yet equally critical, aspects of workplace dynamics. It’s only when employee turnover rises that the true cost of such oversight becomes apparent. Strategic change to ongoing, authentic engagement can staunch the flow and reinforce the foundations of a thriving corporate culture.

Reverse mentoring is particularly effective in pre-empting the kind of cultural erosion outlined above. By fostering direct dialogue between leadership and frontline employees, it uncovers the hidden pressures and challenges that often go unnoticed in the upper echelons of management. It invites leaders to step into the shoes of their teams and view the world through a fresh and invariably enlightening perspective.

Fostering inclusive cultures to address attrition

In one organisation, the attrition rate among Generation Z employees had reached a troubling 30 per cent – these individuals were all choosing to leave within their first six months of employment. During exit interviews, a poignant reason emerged for those who opted to voice their concerns: a feeling of disenfranchisement and a sense that their contributions were not being acknowledged, creating a pervasive feeling of not belonging within the organisation’s community.

In response to this unsettling trend, one company leader – drawn to action by his understanding of Gen Z through his own children – initiated a candid dialogue with one of the departing individuals. Over a coffee, he delved into the specific experiences of this younger cohort and the changes that could be made to better retain these recently onboarded talents. Aware that diversity in numbers does not inherently translate to an inclusive culture, he also recognised the insufficiency of a mere HR report to truly grasp the situation – personal insights were crucial.

From this initiative, the leader learned of practical ways to foster inclusiveness: inviting more frequent input; ensuring regular communication; increasing the leader’s own visibility in the office; and organising coffee mornings to encourage discussion and informal interaction. Such seemingly minor measures, even extending to the placement of snacks in common areas to promote social interaction, were in fact significant and economically viable strategies that could be quickly implemented.

Further galvanised by his initial and eye-opening interaction, the leader established a monthly ‘feedback session’. Attendance was sparse at first, but once it became clear that these were not just talk shops but forums for real change, participation surged. The sessions transformed into vibrant hubs of discussion, humour and, crucially, a birthplace for substantive business decisions.

Practice what you preach

This narrative emphasises how simple, yet thoughtful, leadership interventions that are underpinned by genuine conversations can create an inclusive environment that not only retains talent but also empowers it to actively shape an organisation’s future.

The broader impact on work culture is profound. Engaged employees, trust in leadership and a pervasive sense of belonging all ensue from such initiatives. This is not just about improving metrics, it’s also about fostering a community within the workplace where inclusivity is practiced, rather than merely preached.

Empowerment and innovation are natural byproducts of such a culture. Employees who feel heard are more likely to contribute openly, leading to a more agile and inventive organisation. Challenges are better addressed from within, transforming potential internal crises into opportunities for growth and learning.

Reverse mentoring, therefore, is more than a mere exercise in diversity – it is a strategic imperative for enlightened leadership. It prepares organisations to weather the storms of change and sail ahead, with every member at the helm, charting a course towards a more equitable, engaged and successful future.

Business Impact: Patrice Gordon

Patrice Gordon is the founder of Eminere, which provides reverse mentoring and inclusive leadership programmes, executive coaching and strategic business development. She is also the author of Reverse Mentoring: Removing Barriers and Building Belonging in the Workplace

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Overcoming adversity to serve the business community

Business Impact: Overcoming adversity to serve the business community

Overcoming adversity to serve the business community

Business Impact: Overcoming adversity to serve the business community
Business Impact: Overcoming adversity to serve the business community

Where is MIM Business School Ukraine currently operating and running its programmes from and where are the school’s students working and studying from?

“All this time MIM Business School has been operating in Kyiv. In April 2022, less than two months after the start of the war, we resumed our programmes online for students and launched two new pre-MBA groups. Some students enlisted or joined territorial defence units and suspended their studies, but most decided to continue despite the crisis and the challenges of war.

“In February of the same year, the debris of a missile damaged our building, but it did not take us long to restore everything. That autumn, we resumed in-person MBA classes and in early 2023, we held in-person graduation ceremonies for our MBA and senior executive MBA classes. These were emotional events that brought our close-knit community closer together and demonstrated our resilience. We felt invincible. 

“Today, most of our students are in Ukraine, concentrated in the cities of Kyiv, Kharkiv, Dnipro, Poltava or Odesa. We also have students from Mariupol and other cities that are either occupied or in war zones. They are mostly joining online and continue their studies from their new places of residence.

“Even before the pandemic, we had started to implement the HyFlex format so that we could teach students both in the classroom and online. We have all the necessary equipment and create the effect of presence to engage both offline and online students seamlessly in the learning process.”

Can you tell us about your most recent intake of MBA students, their two-year programme of study and their ambitions in a time of conflict?

“The new MBA programme started with 28 students, with 25 more people joining our senior executive MBA programme. Enrolment coincided with the peak of massive missile attacks on Ukraine’s infrastructure and civilian targets. It was very difficult to plan, especially for two years in advance, but our entrepreneurs and managers were interested in these programmes, they were enquiring about the course and were applying.

“The main goal of these participants is to accelerate Ukraine’s economic victory. The business community is working hard in regions free from military actions, paying taxes and volunteering. Moreover, those who have relocated abroad are helping to establish the reputation of Ukraine and Ukrainian business outside the country. These people will become the leaders of our country’s revival. They understand that they need to be ready for the effective reconstruction of their homeland and that this is the best time to acquire and improve their knowledge, skills and competencies.

“We are proud that Taras Chmut, head of respected charity Come Back Alive, joined our 2023 MBA class. This foundation has helped Ukraine’s military for many years and brought its activities to a new level last year. The charity’s founder and Ukraine’s current deputy minister of defence Vitaliy Deynega is also an MBA alumnus of MIM.

“Our MBA programme has been updated, with a curriculum that reflects military realities in Ukraine and global macroeconomic changes. Furthermore, to lay the foundation for the restoration of Ukraine’s economy, we have added an international online component that features leading business schools from across the world and their faculty.”

Why is it important for your school to continue offering programmes during a time of conflict?

“MIM was the first business school in the post-Soviet region to offer an MBA programme. For more than 34 years, our mission has been to consistently create a critical mass of business leaders who are the driving force of Ukraine’s competitiveness in the global economy. In times of crisis, it is even more important to have strong leaders who can run a company or a country successfully under difficult conditions.

“We have always felt a responsibility to contribute towards the development of an independent Ukraine, a country with European values and great potential. At this time, we feel an even greater responsibility to set an example of how the Ukrainian business community can be supported with intellectual resources and a mindset of doing business no matter what. 

“A war most often brings with it a fall in the economy and business activities. Business education at such a time helps managers and entrepreneurs understand the complexity of the economic and political challenges they are facing. The labour market is also undergoing significant changes and skilled professionals are becoming increasingly important for companies looking for ways to survive and grow.

“The demand for business education in Ukraine is growing, so we need to adapt quickly. We believe that the more educated businesspeople and managers we have in Ukraine, the faster our country will develop and the more it can offer the world. Already, the war has shown that Ukrainian business can operate in international markets as well as they do at home.

“For example, the logistics company Nova Poshta is opening offices in Poland and the Baltic states. Our graduates are successfully launching businesses in Europe and other countries. High-quality international business education is one of the driving forces of Ukrainian business’ international expansion. We teach business to speak the same language as the rest of the world, so it is extremely important to continue providing quality business education during the war.”

What were the reasons behind the launch of the ReInforceUA initiative?

“ReInforceUA is an international educational project aimed at strengthening Ukraine by bringing the global agenda to our country. Despite the war, Ukraine needs to develop at the same pace as the rest of the world. We need to become more global, know what the world is doing and adopt new ideas to move in the right direction, as well as implement modern technologies.

“Between February and March 2022, international partners, students and graduates started reaching out to us to offer help. We realised that contributions from the world’s leading business schools, outstanding teachers and renowned experts would offer valuable intellectual support for businesspeople, managers, politicians and public figures who are doing their best to strengthen Ukraine’s economy. Last summer, we therefore launched a speaker series where ideas and opinions from leading thinkers are delivered to the Ukrainian business community each week.

“The lectures within ReInforceUA are free, but we collect charity donations. The funds are being used to implement a programme for female entrepreneurs who have been displaced because of the war. The purpose is to provide them with educational support, help them adapt and acquire the necessary knowledge and skills to start and run a business wherever they reside now. I would like to take this opportunity to thank AMBA for its support of the ReInforceUA project.”

What have been the highlights of ReInforceUA so far and what plans do you have for its future?

“One highlight has been the speakers, including professors from business schools and universities, as well as experts such as [UK economist] Guy Standing, [Israeli author] Yuval Noah Harari, [Swiss business theorist] Alex Osterwalder, [Harvard Business School associate] Christian Ketels, [US marketer] Philip Kotler and [outgoing Insead dean] Ilian Mihov. It even featured Charles Camarda, a US astronaut who went into space shortly after friends of his died in the Columbia shuttle disaster to conduct research designed to avoid fatal mistakes in the future. To wrap up the project, we hosted an in‑person forum in Kyiv in October, entitled Facing the Future: ReInforceUA

“To make this information available to as many Ukrainians as possible, we are also working on a book that will collate lecture materials from the project.”

How did the school come to partner with an MBA alumnus on Raise for Ukraine and what are the aims of this project?

“The Raise for Ukraine (Raise4UA) project is aimed at developing the volunteer community and accelerating and increasing both military and civilian aid. It also provides a platform for international donors and philanthropists that want to help Ukraine.

“Maksym Korolenko, co-owner of the Zagorye travel company and a student on MIM’s senior executive MBA programme began to work on the project in spring 2022. He has since graduated and become a faculty member at MIM.

“Korolenko came up with the idea of bringing together donors with those they want to help. At first, he provided official National Bank of Ukraine accounts specifically for the needs of the armed forces. We then realised that MIM Business School should create a resource of its own to optimise the capabilities of international companies and our own connections, so the MIM team acted as a partner in the creation of the Raise4UA platform. In particular, we collect funds for the programme I mentioned earlier that seeks to support Ukrainian women displaced by the war.

“The Raise4UA platform puts transparency at its centre to help implement charity projects, improve communication and build trust. For example, it uses a CRM system that tracks both the flow of money and communication with benefactors. Any organisation involved in assisting the military or providing humanitarian aid to civilians can also post a fundraising request.”

What other initiatives have been set up by the school in response to the war?

“In the first days of the war, we created MIM Helps, a group chat in the Telegram app that around 500 people have now used to exchange messages relating to requests for, and offers of, support.

“One month after the start of the conflict, in March last year, we launched two online projects. MIM: Economic Front is a series of anti-crisis broadcasts in which experts and managers of leading companies discuss how they are overcoming the difficulties of war, the decisions they make to keep their organisations going, how they take care of their employees and the ways they are seeking to support the country’s economy. This project wasn’t just created to share information, but also to encourage members of our business community to help each other, so we created another group on Telegram where companies can post information, offers and positions.

“Another project is MIM Toolbox. The focus here is on managerial psychology in times of crisis. Our faculty members with experience in coaching and psychology host live streams aimed at providing support and enhancing managers’ resilience to help them cope. Participants can also ask questions during the broadcast and receive an immediate response.”

Do you think that management education has a responsibility to play a leading role in the reconstruction of Ukraine?

“The war’s impact has been devastating, but Ukrainian executives and managers are still going to school. It means they believe in the future of Ukraine. They feel that their individual contribution is important and that the kind of country they and their children will live in rests on their shoulders.

“For this reason, I do believe management education will play a leading role in the restoration of Ukraine. Effective management is critical for any successful business. If Ukrainian managers have strong skills, it will help companies and organisations to become more competitive in the global market and accelerate economic growth. Management education can also help build an effective public sector management system. Leaders in possession of good management and decision-making skillsets will improve the effectiveness of public administration and contribute to the development of the country as a whole.

“In addition, management education promotes a good corporate culture in Ukrainian companies. It also helps embed high ethical standards and corporate social responsibility. This, in turn, will boost the confidence of international partners and investors in Ukrainian business.

“Every time I welcome a new cohort of students, I see people who are eager for new ideas and contacts. They come to study today so that they can create both their own future and the future of Ukraine. That makes me feel stronger and inspires me to continue what we are doing. After all, as I tell all our students, education is always about the future.”

Should business schools around the world do more to include politics and international relations in their programmes?

“Business cannot exist outside politics and our MBA programme discusses the elements of politics that most affect business. Today, we need to act more decisively because business education is not just about enhancing knowledge and expertise, it also shapes the way we see the world. For me, it’s clear that global business schools should incorporate the development of students’ strategic understanding of politics and international relations. Business education must provide students with a wide range of knowledge and skills that will help them manage relations with other countries effectively and understand global issues.”

How is your school planning for the future in a time of such uncertainty?

“Of course, planning during a time of war is a challenge for any business school in Ukraine. We have become experts in resilience and crisis management. We need to be flexible and adaptable, ready for rapid and unpredictable changes. We also need to implement innovations and technologies in a timely manner. For example, we have several secured classrooms with all the necessary equipment. It means that we have everything we need to survive air raids, rocket attacks and power outages.

“It’s also important for us to stay in close contact with the business community. This is relatively easy for us because our 7,500 graduates help us understand the needs of the business community and this means that we can incorporate the latest and most efficient practices into our programmes.

“Lastly, we must continue to expand our collaborations and international partnerships to become more global and ensure a timely, high-quality interaction, as well as an exchange of knowledge and experiences, for all our participants.

“We are confident that management education will play a critical role in the future, so today we need to think about our contribution to the development of the educational management system in Ukraine. Our task is to train a new generation of teachers, develop new programmes and update educational legislation. This system should include the best international practices and experience.”

Business Impact: Iryna Tykhomyrova interview

Iryna Tykhomyrova is the president of MIM Business School, based in Kyiv, Ukraine. Under her leadership, the school – often referred to as MIM-Kyiv – has become a regional educational hub and established itself as a platform for dialogue between business, civil society and government agencies

Why harnessing your emotions at work can be beneficial to your career

Business Impact: Why harnessing your emotions at work can be beneficial to your career

Why harnessing your emotions at work can be beneficial to your career

Business Impact: Why harnessing your emotions at work can be beneficial to your career
Business Impact: Why harnessing your emotions at work can be beneficial to your career

We’ve been taught that emotions in the workplace are unprofessional and should be left at home, but the opposite is true. Emotions are the real fuel behind business success because they drive motivation and purpose, which are essential for engagement and productivity at work.

No one, including leaders, can leave their emotions at the door when they engage in work-related conversations. After all, we are humans and not machines.

Therefore, it’s not about removing emotions from the workplace or trying to make everyone feel happy all the time. It’s about recognising that everyone has different emotional reactions to the same situation. Based on their backgrounds, life experiences, or motivations, each individual will respond differently.

Those emotions are real, valid and valuable at work. Getting comfortable with discussing emotions in the workplace is essential for nurturing more inclusive, collaborative and psychologically safe cultures.

If we don’t understand what those reactions are and why they happen, we’re going to have a hard time building a productive working environment and communicating effectively with others. People who don’t have an emotional connection to their work fail to be productive and are often disinterested in their colleagues. So, instead of trying to shut down emotions, we should deal with them constructively by acknowledging them, understanding them and managing our reaction to them. Here are four examples of how you can do this:

Put a name to your emotions

While it may sound simple or straightforward, people often find it difficult to describe their emotions. We fall back on default generic emotions such as “I am happy/sad/angry” but there are so many more nuances to the emotions you may be feeling. From being happy because you feel appreciated and connected to being sad because you may be feeling alone and alienated or angry because you may be feeling judged and frustrated.

If you are feeling happy, sad or angry don’t just settle for this, dig deeper by describing what leads to the happy, sad or angry feeling. That will help you become familiar with a whole range of other emotions.

Acknowledge your emotions

Acknowledging your emotions may feel uncomfortable, especially when the emotions are negative ones. You may be tempted to dismiss them, either as being new and unfamiliar to you, or because cultural norms may not allow you to openly talk about these emotions.

But you can learn as much from your negative emotions as from those that are positive. Simply dismissing those emotions doesn’t mean that they will go away.

Processing your insight into emotion

Once you put a name to an emotion and acknowledge it, the next step is try and get to the root of it. What caused it to emerge?

Say, for example, that you identified and accepted the fact that you are currently frustrated in the workplace. Once you have explored that further, you might realise the reason for your frustration is that people are not seeing the value you can offer because the work that lands on your desk is not very interesting and does not allow you to demonstrate your skills and potential.

How can you use this insight and put it to good use? It could give you the starting point for a constructive conversation with your boss as to potential work opportunities you would like to explore and how you can gain access to them. Of course, it’s important to remember that just going to the boss’s office and saying that you are frustrated is not going to lead to a real solution, let alone a solution that benefits you. In isolation, this approach is likely to cause the opposite effect and lead your boss to question whether you are able to manage your emotions effectively.

Be intentional with your emotions

One question that I often ask people is “how do you want to feel in the workplace in order to be successful?”

As part of this conversation, I encourage people to think of the positive emotions they want to experience and understand the ones that they wouldn’t want to feel (but may nonetheless experience). There are two reasons for doing this exercise: it helps individuals build awareness of themselves (what they want or do not want to feel) and it puts them in the driving seat. This leads to the following questions: “How do I create the environment that will help me (not) experience these emotions? How do I manage relationships with my peers and superiors to help me experience, or avoid experiencing, these emotions?”

Clarifying what we feel is extremely helpful. This understanding brings clarity, enhances emotional intelligence and awareness, reduces conflict and strengthens collaboration. Understanding our emotions helps us better understand ourselves and how we behave, as well as the impact our emotions and behaviours have on others. In turn, this knowledge can influence personal motivation and support the creation of empowered workplaces, while also driving high performance and sustainable success.

Business Impact: Olga Valadon

Olga Valadon is a corporate empathy expert and the founder of leadership, strategy and culture consultancy Change Aligned®

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AI: educational strategies for success

Business Impact: AI: educational strategies for success

AI: educational strategies for success

Business Impact: AI: educational strategies for success
Business Impact: AI: educational strategies for success

ChatGPT and AI and their potential to change the world of work is dominating the news agenda. For many in higher education the focus has been on how to detect when students are using this new technology to ‘enhance’ their exam results, or even cheat. In a world where machines can find most answers, those answers will only be as good as the humans inputting information – so it is imperative that future employees are well trained in asking questions and evaluating the responses. 

The average time a skill stays relevant used to be more than 10 years. In 2017, this had reduced to five and it declined to four by 2022. Soon skills will be relevant for less time than it takes to complete a degree. The combination of accelerated change and advancements in AI means that the skills required in the future will differ considerably. For example, organisations may assess candidates solely on their ability to perform in a role, rather than their credentials and prior experience.

AI cannot carry out high-level tasks but it can perform as a collaborator, something that can be leveraged to delegate lower-level tasks and free up time for humans to concentrate on developing those skills they need to thrive. It is up to educators to show students the way by incorporating AI into the natural flow of work. 

Here are five ways in which educators can support students in leveraging this technology.

Emphasise the importance of AI adaptability in classrooms

It is up to educators to emphasise that young people will not only have to live with AI, but also create an ecosystem using it to build vital skills. A growth mindset willing to take risks, fail and think of innovative solutions and ideas is a significant skill future leaders will need to embody. While technical skills are important, the significance of soft skills such as leadership, social influence, empathy and active listening cannot be neglected. As stated by the World Economic Forum, these skills rank among the top 10 in the category of self-efficacy and collaboration.

Developing skills in AI is not just about technological aspects. It is also concerned with examining the output generated by AI tools and building a mindset to leverage this. Conceptual understanding of AI will empower students to not only use it productively, but also evaluate and critique output professionally. Engaging students in discussions regarding the societal impact of AI, encompassing issues such as biases, privacy and ethics, facilitates the development of their ability to voice their opinions and provide constructive feedback.

Students can hone their ability to evaluate and develop professional scepticism skills by broadening their knowledge beyond the learning of technical abilities, such as understanding algorithms and programming languages. They can then hopefully contribute to the field of AI with wisdom and be leaders who necessitate a holistic approach that considers the broader implications and consequences of using AI tools. This allows them to recognise the limitations and potential biases inherent in AI algorithms, enabling them to contribute to the refinement of AI systems.

Integrating AI into classrooms can involve project‑based learning that revolves around students exploring real-world challenges, using AI to decipher problems and developing innovative solutions exploring the output generated by AI. Interdisciplinary team projects can promote skills such as critical thinking, problem-solving, data analysis and teamwork. These projects expose students to AI’s transformative potential and prepare them for AI-driven careers.

Give students hands-on experience to develop skills

By understanding the potential of AI and its impact on various industries, institutions can ensure that students are equipped to navigate an AI-driven world. This includes staying updated on AI applications in specialisations chosen by the student body.

According to the World Economic Forum, nearly one in four jobs are set to change over the next five years. The factors driving this trend include AI, digitisation, the green energy transition and supply chain reshoring. As the job market is set for a new era of turbulence, resulting in a decline in clerical work, employment growth will shift to areas such as analytics, management technology and cybersecurity, while the fastest-growing job roles will be driven by technology, digitisation and sustainability. On one hand, the fastest-declining roles are clerical but, on the other, analytical and creative thinking will remain the most important skills for workers until at least 2025.

Students must also consider this changing landscape and develop their digital cognitive thinking ability. Intelligent tutoring systems, such as ALEKS (for mathematics) can particularly benefit students, as the system uses knowledge tracing and machine learning to adjust the level of difficulty and provide guidance according to the student’s strengths and weaknesses.

Building impactful and influential global citizens is the major task of the ‘New Age’ educational institutions. Novel opportunities are being curated for people who are capable of explaining how the engineering and design of new technologies affect the political, economic, social and cultural sectors. Sharing insights about recent developments in the industry and implementing measures to cope with the dynamism of these mini-industrial revolutions can help students adapt within this turbulence.

Collaborate with industry for experiential learning

ELP, or experiential learning programmes, can enable students to apply theoretical knowledge of technology and AI to practical business scenarios. Within ELP, students gain the opportunity to collaborate closely with real companies, prepare consulting proposals, research, report and make recommendations to the client. The process is guided by industry experts and faculty advisors and the end result is an innovative culture that yields unparalleled insights into the global economy, assessed by first-hand experience.

Crucially, this hands-on approach encourages students to develop critical-thinking, problem‑solving and team-building skills while they work on real‑world business challenges. Tools such as Forage and InsideSherpa can assist students by generating fast‑paced virtual internships, which allow them to gain practical skills and industry experience.

Experiential learning can be extended beyond virtual internships where institutions can directly connect with senior alumni and industry professionals with expertise in technology and AI for mentorship. Mentors possess valuable experience in their fields, which helps the mentees develop a deeper understanding of the market with real experience-sharing.

Furthermore, institutions can also help by setting up a founder’s lab on campus, which allows students to immerse themselves in entrepreneurial endeavours, fostering innovation and business acumen. Building clubs and organising events related to the field of AI creates platforms for students to network, collaborate and apply their knowledge in practical contexts.

Experiential learning often generates vast amounts of data. The integration of AI in ELPs can help students and institutions analyse this data to identify patterns, trends and insights, which helps them gain a deeper understanding of the learning outcomes. AI algorithms can provide valuable feedback based on data analysis, enabling students to reflect on their experiences and make informed decisions for future endeavours.

The key objective of integrating AI with ELP is to enhance students’ learning experience by exposing them to real-life, fast-paced, agile scenarios that require them to apply their skills in a practical setting. This allows them to gain a hands-on understanding of the world of work and core business concepts that they can incorporate in the competitive workforce.

Include AI development in programme curricula

It is critical to stay abreast of AI trends to facilitate learning and assessments, as this allows for the curriculum to be reviewed and adjusted in order to encourage the fundamental integration of AI and the transformation of learning methodologies.

The learning-by-doing approach, combined with awareness of trends regarding the potential of AI to support learning, will aid institutions in evaluating and modifying curricula. This will help promote and foster adoption of creative AI solutions in a course’s teaching, learning and assessment, in areas where the benefits of using AI clearly outweigh the risks. AI solutions can facilitate well-defined learning tasks in different subject areas and support the development of further tools for interdisciplinary skills and competencies. 

Further advanced uses of tech-enabled tools such as virtual reality (VR) and augmented reality (AR) within classrooms will enable students’ exposure to technology, while getting them accustomed to using these tech tools. Examples of VR and AR presently used in education include Blippar, Eon Reality, Google for Education, NeoBear and VRMonkey. 

While an integration of AI in the curriculum can benefit learning and assessment methodologies, it is essential that the trainer’s role is also regularly reviewed and redesigned if necessary, making sure trainers have competencies such as analytical thinking and innovation, instructional design and technological literacy, learning strategies and change management, ethical and moral reasoning and data interpretation.

Faculty must also regularly undergo training, including professional accreditations such as Advance HE. Developing appropriate capacity-building programmes – training and development such as documenting pedagogy through teaching cases – will prepare faculty to work in AI-rich settings. 

Use AI tools in career development programmes

Just as AI is transforming the job market, universities and colleges are beginning to harness its power to provide students with more effective career services. As the workplace evolves, it’s increasingly important for students to have access to the tools and resources they need to navigate the job market successfully. By incorporating AI into career development programmes, it is easier to analyse data, predict trends and offer personalised recommendations. AI-powered career services can help students find the perfect job match.

To optimise their CV, tools such as resume analysis can be used. AI tools such as Big Interview can take recorded interviews, assessing various features of the face and body language along with pitch and tone to help students finesse their screen presence skills. Students can use case study simulations to analyse the situation and choose a course of action based on the possibilities presented. AI can then identify the optimal scenario and share the results.

Platforms for skill assessments identifying competitive strengths, personality traits and opportunities for development can also set out the best set of roles for an applicant based on their skills, talents and qualifications by examining an array of job roles. Through this, students gain valuable insights into the job market and learn how to promote themselves.

AI-powered tools can analyse vast amounts of student data, including performance, learning preferences and progress, to provide adaptive learning experiences. In order to forecast future job prospects, predictive analysis tools can examine vast amounts of labour market data, including job postings, hiring trends and economic indicators. Lifelong learning tools can also suggest upskilling courses, modules and certificates by studying a candidate’s profile, capabilities and experience.

By harnessing machine-learning algorithms, educators can customise content delivery, adapt teaching strategies and offer personalised feedback to students. Such an approach can cater to individual learning needs, facilitate deeper understanding and improve overall learning and employment outcomes.

Summary: embracing AI to face an ever‑changing job world

From technical to soft skills, with AI becoming so prevalent, it is critical that students and faculty are open to its potential and willing to embrace its power. It’s not just about learning new skills; it’s also about cultivating a progressive mindset, which involves perceiving obstacles as opportunities for growth and lifelong learning. Students who adopt this perspective are better ready to overcome challenges and adapt to new conditions – critical in an ever-changing job world.

This is the future where leaders are expected to take bold transformational decisions for growth, adaptability and willingness, to have a human outlook while collaborating with artificial intelligence. In fact, the World Economic Forum recently highlighted this ‘skills-first approach’, noting that the ability to flexibly and efficiently learn and apply knowledge across situations to bridge the demand-supply gap in industry will prevail, despite many uncertainties. Moreover, learning will extend beyond traditional upskilling programmes and encompass ‘everyday learning’ in unconventional ways. This approach will nurture curiosity, encourage questioning and foster aspirations, all while being immersed in the learning process.

The time to re-engineer our way of engaging and executing tasks is now, as we ride the wave of AI development; think of this technology as your personal brainstorming colleague. Through embracing the age of AI, higher education institutions can support students to leverage the endless possibilities. Of course ‘evergreen’ skills such as integrity, transparency, communication, agility, risk management, innovation and being a good listener, will continue to be important in the future. But the biggest winner will be the ability to lead through disruptive dynamics with courage, empathy and innovative thinking.

Uma Ashridge Portrait 385 Y

Uma Gunasilan (pictured, left) is the associate dean of research and the chair of AI at Hult International Business School

Nikhil Soi is a career development advisor at Hult International Business School

Nikhil Soi

Why upskilling on sustainability must begin with faculty

Business Impact: Why upskilling on sustainability must begin with teaching faculty

Why upskilling on sustainability must begin with faculty

Business Impact: Why upskilling on sustainability must begin with teaching faculty
Business Impact: Why upskilling on sustainability must begin with teaching faculty

How are you working to incorporate corporate social responsibility (CSR) and sustainable development into Iéseg’s programmes and how are you measuring the success of initiatives to implement them?

“This is our number one priority for the next year. We’ve had mandatory CSR courses since 2016 and our students now have access to several such courses, but we are aiming to have full integration of sustainability into all our different programmes and management disciplines by 2026.

“We can only achieve that if we train all our professors and staff to ensure that everybody speaks the same language and understands how and why we’re doing it. In February, we launched a compulsory training programme for all our staff and professors on the basics of climate change and planetary boundaries.

“The programme ends with workshops where each academic department or administrative service develops roadmaps with KPIs or ambitions for the next five years. The objective is that by the end of the first modules, professors will be rethinking their courses. We then expect this to be reflected in curricula by September 2024. Of course, tracking this without making it too bureaucratic is a key challenge and we are still thinking about the best way of doing this.

“This year, we are also asking professors and staff how they integrate sustainability into their day-to-day jobs as part of their annual performance evaluation. Salaries and promotions depend on these evaluations, so I think it sends a very strong signal in terms of the importance the school places on sustainability.”

How has reaction to the programme been from staff and faculty? Are they concerned about the perceived implications for their workload?

“We’ve had a few challenges and there has been some resistance. However, this has been from a minority and ultimately, we’ve been surprised by the positive reaction. We’ve also found that people have already started integrating some of these topics and conversations into their courses. Of course, we still need to help some of these faculty members do it in a more coherent, transversal way.

“The question of the added workload was definitely raised, but we’ve tried to have more one-on-one conversations with those who were more sceptical initially. At the same time, a lot of faculty members are happy to learn more about the climate and planetary boundaries because it’s something they’re starting to see more and more in their own field and research.”

Earlier this year, you took part in a panel on upskilling for a sustainable future as part of Economist Impact’s Sustainability Week. Could tell us what you spoke about?

“I was speaking about the growing need to upskill and retrain managers, leaders and students. Specifically, how companies and higher education institutions can work in a collaborative fashion to drive this upskilling process. Companies have set very ambitious goals related to net zero. But without the right educational process, we won’t be able to achieve those goals.”

Who do we need to get in the classroom?

“We need to get everyone in the classroom. It needs to start with the governance and leadership because these changes cannot take place without them being on board. However, to drive change and achieve these goals, every single person in a company needs to go through this process. We also need to touch on every kind of job and industry and that’s a huge challenge.”

How do you envisage collaborative processes working between schools and companies?

“Sometimes companies forget that business schools are also there to help them drive transformation and that we have expertise in developing knowledge, skills, competencies and, I would even say, passion on these topics. So, we have to establish these relationships.

“We also need to bring companies closer to our students. We need to get them in the classrooms and collaborating on projects; that way, they can listen to students’ expectations and share what they need in terms of graduate skills.”

How might the classroom approach need to change in relation to company talks and industry exposure?

“We have mostly had a top-down approach to how companies interact with students where they simply give a talk about what they do and answer questions. This kind of discourse doesn’t work anymore because students want more – they’re questioning what companies are doing and they want to be part of the change. They don’t just want a company to tell them: ‘This is our strategy’ or ‘this is why we’re great’. They want to know what’s really happening and how they can play their part when they graduate. Imagining different pedagogical approaches where they see behind the scenes of corporate storytelling is crucial.”

Does the biggest shortfall on sustainability relate more to issues of awareness or technical knowledge right now?

“I think it’s both. An issue of awareness remains – there are still people who are not convinced this is a major problem. There’s big work to be done, but with that comes a big challenge that relates more to the hard sciences of what climate change is.

“We can talk about upskilling all we want, but we need to explain the science behind it, so people understand what that means and the implications it has for their business – both the risks and the opportunities. Just talking about achieving net zero and telling them this is their new objective and how they’re going to be measured doesn’t work.”

You coordinate Iéseg’s People-Planet-Profit project – can you tell us more about it?

“This is a mandatory consulting project at bachelor’s level, meaning about 1,250 students do it at the same time, so it’s massive. For a full term, we split students into groups and match them with a company for a sustainability project. About 18 months ago, this became an interdisciplinary project. During the same term, students now have six different courses, such as digital innovation, sustainability and financial analysis, and they need to integrate what they learn in all those disciplines into the project. The aim is to show students sustainability is not a standalone discipline.”

How many companies have you worked with in delivering this project and what kind of sizes and sectors are involved?

“The project has been running since 2016 and we’ve worked with more than 35 companies, from huge multinationals to smaller family businesses and start-ups. We’ve also started to work with Certified B Corporations because we signed a partnership with the non-profit B Lab network.

“A source of differentiation in this project is that we also work with cities. Some students get assigned to small cities in the areas of Paris and Lille. These students work on urban issues of sustainability, rather than corporate issues. We are a management school and that also involves public management.”

You also help run the Grand Challenges MBA module. How does this differ from the undergraduate project?

“The Grand Challenges module is broader and is where we can really go through the big issues in sustainability today, such as understanding climate change and the implications for companies and society. We do this through small blocks of courses on key topics and then go on a learning expedition to discover how sustainability is being implemented in a specific region. The students then undertake an ‘integrative project’ and work on a transformation plan.

“The aim here is to bring together the sustainability skills they’ve learned through the different modules in relation to their professional life, which is particularly useful for executive MBA students. We also talk about stakeholders, as well as new legislation around the world. It’s about understanding how all this is going to change the way they do their jobs.”

The focus is on a different geographic region each year – why is that?

“We thought it would be interesting to do a deep dive into a specific area. This year, it was Bologna, Italy, known for its automotive industry. We stay in Europe because we try to be as sustainable as possible, but there are still so many things to be discovered. Every country has different ways of approaching these topics and individual industries have distinct challenges.

“It’s also great to get students on the ground and show them what’s happening in companies because this is not always aligned with the discourse we hear at a more macro level. Seeing how communities are affected and how local governments are managing sustainability, how they’re collaborating with companies on initiatives – all this is very much tied to a particular region and the industries based there.”

Can you tell us more about the recently launched, student-led Climate Lab?

“The idea of this course is to experiment with a student-led course, where the professor is just there as a guide. Some of our students are very passionate about climate change and they want to learn more, so we thought we’d give them the space to do it.

“The students must come up with what they need to learn and how they need to learn it. They talk to some alumni and companies and develop a learning process. It’s designed to be an elective each term and we had about 12 students in the first cohort that launched earlier this year in the grande école programme for master’s students.

“We are still experimenting and evaluating, but we’re definitely continuing it and could have similar formats for different disciplines and not just climate change. We would need to keep it to smaller groups, which would make it a challenge if we ever wanted to make it mandatory, but I think we could scale it up into our MBA programme or specialised master’s programmes.”

You initiated the Responsible Leaders project about five years ago; what are its main aims and outcomes?

“Again, we saw that a lot of students want to engage more with the school on sustainability topics. The idea for the Responsible Leaders initiative was, therefore, to give students a space to engage with us. In it, volunteers work on sustainability projects. This has been ongoing since 2018 and this year, we have about 20 students who are Responsible Leaders.

“What’s been nice is many of the projects proposed and driven by the students have come to life. For example, during Covid-19, the Responsible Leaders proposed a sustainability certificate. This is where students get points for taking electives, attending conferences and events or doing internships and thesis projects on topics relating to sustainability. It’s an engagement certificate rather than anything academic, but we want to reward that student engagement. If students achieve a minimum number of points, they receive an additional diploma when they graduate.

“Students worked on this project from start to finish and were the ones who presented it to our dean and academic commission. In addition, one of them remains a student Responsible Leader and now oversees the sustainability certificate, as well as working as an intern in our team. I think that it is extremely rewarding for students to see their proposals are implemented.”

Maria Castillo IESEG

Maria Castillo is social and environmental director at Iéseg School of Management, where she is also a senior professor in corporate social responsibility, business ethics and strategy

How to diagnose your business symptoms and address the underlying issues

Business Impact: How to diagnose your business symptoms and address the underlying issues

How to diagnose your business symptoms and address the underlying issues

Business Impact: How to diagnose your business symptoms and address the underlying issues
Business Impact: How to diagnose your business symptoms and address the underlying issues

When we go to the doctor, we typically have a clear understanding of the difference between our symptoms and the root cause. We may have a fever and chills – symptoms – but we know that the root cause is likely to be a viral or bacterial infection. We also know that we can treat symptoms, such as a headache, but that the underlying issue is likely to be something very different.

In business, however, we rarely distinguish between symptoms and root causes. Everything is seen as a problem. Hence, the first step in gaining clarity around the business issues you face is to distinguish between symptoms and actual problems. 

Symptom or problem?

Within our business, we may experience internal conflict, accountability issues, profitability issues or even high employee turnover. However, we tend to view all these conditions as problems that need to be addressed. In reality, all these common business issues are symptoms of deeper core issues. They are symptoms because they share one defining characteristic – they are outcomes. 

Conflict is an outcome of poor relationships and communication between people. Profitability issues can be the result of shortfalls in sales, pricing issues, product fit/targeting issues and many other root causes. Turnover can be the outcome of bad leadership, poor hiring practices, or improper focus, to name a few. 

Where there is a similarity between business symptoms and medical symptoms is that multiple symptoms may present themselves at the same time. In the same way a patient may experience fever, chills and congestion, a business may experience turnover, profitability and conflict simultaneously.

And while we can ‘treat’ our business symptoms with training, skills coaching and point solutions, these responses never truly address underlying core issues. For a problem to truly be resolved, the core issues must be addressed.

Seek the core problem

While we can get temporary relief from the ‘analgesic’ benefit of treating our symptoms, it is essential that we ignore the impulse to dismiss the underlying issue simply because the immediate pain has subsided.  When we do this with our health, we often find that the underlying issue worsens and lands us in the hospital. The seemingly innocuous ‘rusty nail’ can lead to lost limbs and lost lives without proper treatment. A painful appendix can be comforted in the short term with pain medications, but if it is not removed, death becomes a real possibility.

The same can be said for the many ‘rusty nails’ we encounter in our businesses. Once a symptom has been identified, it is important to continue the process of discovery until the core problem(s) is identified.

When we find ourselves treating symptoms rather than addressing core issues, there is one singular word that has the power to get us closer to the core problems we face – ‘why?’

Consider this scenario: 

  • The presenting symptom is that several new employees are too busy and unproductive.
  • The reaction is that these employees have a problem with time management.
  • The prescription is to train these employees in time management skills.

Now let’s dig deeper by asking ‘why?’ a few times:

  • Why do the employees need training in time management? Because they are struggling with time management.
  • Why are they struggling with time management? Because they don’t have time to get anything done.
  • Why don’t they have any time to get anything done? Because they spend their whole day in meetings.
  • Why do they spend their whole day in meetings? Because we need to keep everyone abreast of all the projects we have going on.

We could continue this line of questioning further, but it is instructive to think about where this line of questioning may terminate. Is the problem really time management or do we have too many active projects? The problem could be one of prioritisation. The problem could also be a lack of skill running effective meetings. It is not out of the question that the problem could potentially be tied to micromanagement or perhaps even a lack of trust between functional departments. Regardless of the scenario, simply asking ‘why?’ a few times can slow an impulsive jump to conclusions and lead us to a clearer understanding of the core problem.

Apply pressure

We like solving problems and, frequently, we fall in love with our knee-jerk reactions and solutions. This well-studied impulsive response (see Amos Tversky and Daniel Kahneman’s 1992 research on prospect theory) is useful when faced with a bear, but less useful when dealing with a business problem. This is why the final step in diagnosing the root cause or core issue is to apply pressure. 

Pressure must be applied to our hypothesis, our facts, our assumptions and last but not least, our emotions. Successful business practitioners will consider their proposed understanding of the problem and expend effort finding ways to test if their hypothesis is correct. Furthermore, facts should be vetted and verified, while assumptions must be accounted for and pressure tested. Finally, it is essential to question how our emotions may have tainted our analysis, data collection and the context under which our analysis was conducted.

Headline image credit: Oluwaseyi Johnson on Unsplash

J Vaselopulos

Jim Vaselopulos is a c-suite-level business advisor and executive coach with a proven record as a leader, strategist and expert in new business development. He is the founder of Rafti Advisors, co-host of The Leadership Podcast and the author of Clarity: Business Wisdom to Work Less and Achieve More

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10 top finance tips for entrepreneurs

Business Impact: 10 top finance tips for entrepreneurs

10 top finance tips for entrepreneurs

Business Impact: 10 top finance tips for entrepreneurs
Business Impact: 10 top finance tips for entrepreneurs

Starting a business is an exciting and challenging endeavour. As a business student or graduate, you are likely to have honed your strategic and management skills, but one area that can often be underestimated is financial management. Establishing strong financial habits from the very beginning of your business journey is crucial for long-term success. Here are 10 essential financial tips and habits that we believe every entrepreneur should adopt from day one.

1. Create a solid business plan

Before diving into the world of entrepreneurship for the first time, it’s essential to have a well-thought-out business plan. Your business plan, or business model canvas, serves as a roadmap for your company’s growth and success. It should include detailed financial projections, such as revenue forecasts and expense estimates, as well as a personal survival budget and cash flow analysis. A solid business plan not only helps you secure funding but also provides a clear picture of your financial goals and how to achieve them. With that said, a plan can only take you so far – you have to start.

2. Separate personal and business finances

One common mistake many new entrepreneurs make is mixing personal and business finances. This can lead to confusion and tax issues, while hindering your ability to track business expenses accurately. Create a dedicated business bank account and maintain a clear separation between personal and business transactions. This practice will make financial management more straightforward and improve your business’s financial transparency.

3. Monitor cash flow closely

Cash flow is the lifeblood of any business. Monitoring your cash flow is crucial for ensuring that your business can cover its expenses, invest in growth and weather financial challenges. Create cash flow projections and regularly review your income and expenses. Be proactive in managing outstanding invoices and consider implementing a cash reserve to handle unexpected expenses or periods of reduced revenue.

4. Keep detailed records

Accurate financial records are essential for making informed business decisions, preparing tax returns and attracting potential investors or partners. Use accounting software to track income, expenses and other financial transactions. Maintaining organised records will save you time and stress when it comes to financial reporting and analysis.

5. Budget wisely

Budgeting is a fundamental financial habit that helps you control spending and allocate resources efficiently. Create a detailed budget that outlines your expected income and expenses. Review your budget regularly to identify areas where you can cut costs or reallocate resources to support growth initiatives. Sticking to your budget will help you maintain financial discipline and avoid overspending.

6. Set aside emergency funds

Financial stability is vital for your business’s resilience. Unexpected expenses or economic downturns can put your business at risk if you’re unprepared. Establish an emergency fund to cover at least three to six months of operating expenses. Having this safety net in place will provide peace of mind and ensure your business can weather financial storms.

7. Understand taxes

Taxes can be a complex and often daunting aspect of business ownership. Take the time to understand the tax obligations specific to your business structure and industry. Consult with an accountant to ensure you’re taking advantage of all available deductions and credits. Proper tax planning can help you minimise your tax liability and avoid costly mistakes.

8. Invest in financial education

Financial literacy is an ongoing process. As a business student or graduate, you will surely understand the value of continuous learning. Invest in your financial education by attending workshops, seminars and online courses that focus on financial management for entrepreneurs. The more you know about finances, the better equipped you’ll be to make informed decisions for your business.

9. Seek professional guidance

Don’t hesitate to seek professional financial guidance when needed. Accountants, financial advisors and business consultants can provide valuable insights and help you make informed financial decisions. Building a trusted network of financial experts can be a valuable asset as your business grows.

10. Plan for growth

Finally, always keep an eye on the bigger picture. While managing day-to-day finances is essential, don’t lose sight of your long-term financial goals. Develop a growth strategy that includes financial milestones and objectives. Continually assess the financial health of your business and adapt your plans as needed to ensure you’re on track to achieve your goals.

Ongoing process

By creating a solid business plan, separating personal and business finances, monitoring cash flow and adopting the other habits outlined above, you should be well placed to build a financially sound and prosperous business venture. Remember that financial management is an ongoing process – continuous learning and adaptation will be central to achieving long-term success in the world of entrepreneurship.

Business Impact: Bianca Miller-Cole

Bianca Miller-Cole and Byron Cole are the authors of Rich Forever: What They Didn’t Teach You about Money, Finance & Investments in School (John Murray One, 2023)

Business Impact: Dr Byron Cole

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