In today’s digital workplace, email remains an essential tool for communication. But it shouldn’t be the only one – or even the main one! When misused or overused, email can quickly turn into what many dread—pain-mail. Overflowing inboxes, unclear messages, and constant interruptions can drain productivity and create unnecessary stress. Fortunately, with a few thoughtful habits and team-wide practices, you can take the pain out of email and turn it back into a tool that works for you, not against you.

Few companies have a simple documented ‘Email User Etiquette’. It makes sense to develop some clear guidance on how to prevent (or claw back from) an email avalanche that has the potential to bury your team – and you! If email is overused or misused in your business, here are some considerations you might wish to incorporate.

1. Set Clear Expectations for Email Use

One of the biggest issues with email is the lack of agreed-upon norms. Without them, people are left guessing how quickly they should respond or when it’s appropriate to send a message. Setting team and business-wide expectations—like replying within 24 hours, using chat groups or instant messaging for urgent matters, or avoiding weekend emails unless truly necessary—creates boundaries that reduce stress and increase efficiency. Be careful, however, that WhatsApp or other instant messaging doesn’t become the new email avalanche.

2. Be Clear and Concise

Long-winded, vague, or disorganised emails waste time. Help your recipient by keeping your emails focused. Use a clear subject line (e.g., “Project X: Final Approval Needed by Thursday”), open with your purpose, and organise your points using bullet points or numbered steps. Start (or end) with a clear call to action or statement of what’s expected next. This not only speeds up comprehension but cuts down the need for back-and-forth clarification.

3. Use “Reply All” Sparingly – if at all!

Not everyone needs to be in every conversation. Excessive use of “Reply All” clutters inboxes, dilutes attention and wastes time. Include only the people directly involved or those who truly need to stay informed. Be mindful of CC and BCC fields as well—use them intentionally rather than by default.

4. Signal Urgency Thoughtfully

A subject line that reads “URGENT!!!” but turns out to be low priority can train people to ignore future messages. Use indicators like “[Action Required]”, “[FYI]”, or “[Response Needed by Friday]” when appropriate—but sparingly, so they maintain their value. Overuse leads to important messages being missed.

5. Don’t Let Email Dictate Your Day

Checking your inbox every few minutes breaks focus and encourages reactive work habits. Instead, schedule specific blocks during the day to check and respond to email. Many productivity experts suggest two or three times per day—enough to stay responsive without being ruled by notifications.

6. Avoid Email for Complex or Sensitive Topics

If a conversation involves a lot of emotion, or back-and-forth, email is often the wrong approach. In these cases, a quick phone call or video meeting can save time and prevent misunderstandings. Email lacks tone, and messages can easily be misinterpreted. Too often, email is the wrong tool to use.  Speaking by phone or a quick chat could eliminate up to 20% of email sent – and effect a greater outcome. We could all cope with 20% fewer emails!

7. Lead by Example

Team culture starts at the top. If you’re clear, respectful, and efficient in your emails, others are more likely to follow suit. Set the tone for healthy communication and encourage open conversations about what’s working—and what’s not. Consider speaking rather than typing!

Is there Value in a Email Policy

Research shows that a significant portion of workplace emails are unnecessary. Studies from McKinsey and Harvard Business Review suggest that up to 50% of emails employees receive add little to no value and 2.5 hours per day is spent reading and responding to emails. Similarly, surveys from Adobe and IBM reveal that 40–60% of emails are considered irrelevant or clutter—often including excessive CCs, overuse of “Reply All,” or vague messages that lead to lengthy clarification threads.

Many of these messages could be replaced with quicker tools like a phone call or quick chat or eliminated entirely. By cutting down on low-value emails, teams can reclaim focus, reduce stress, and make space for more meaningful work.

Final Thoughts

Email doesn’t have to be painful. With a few smart adjustments and a simple, documented policy, your team can transform email from a source of stress into a tool for clarity, collaboration, and calm.  Meet the team at CCO.

Attracting new employees with the appropriate skills and experience has become as much of a business challenge as securing new orders! Strategies to de-risk business growth must now include an innovative approach in developing capability, competence and confidence with existing employees. Yet many traditional coaching methods focus primarily on improvement, often neglecting the deeper, underlying factors that influence behaviour and produce truly exceptional high performance individuals.

Today’s coaching models must go considerably beyond setting objectives and tracking progress. The intricate interplay between thoughts, emotions, and behaviours is as important as identifying the specific professional development themes where employees must be adept. Its arguably much easier to teach someone to manage time than getting evidence of them doing so. We all know how to improve our fitness. Yet for many, this knowledge is simply not translated into action – despite our desire for improved fitness. Current coaching frameworks must simply go beyond explaining and demonstrating what is needed. It must effect change by breaking through the barriers of what stops employees being their very best selves.

The Limitations of Conventional Coaching

Traditional coaching models often operate under the assumption that increased awareness and goal-setting naturally lead to behavioural change. While these elements are important, they frequently overlook the complexities of human psychology that can impede progress. Factors such as unconscious biases, emotional triggers, and deeply ingrained patterns are seldom addressed, resulting in changes that are oftentimes superficial and short-lived.

Moreover, conventional coaching tends to prioritise performance metrics over personal well-being, potentially leading to burnout and disengagement. By focusing solely on outcomes, these methods may fail to consider the individual’s holistic experience, which is crucial for long-term success and fulfilment.

Our Integrated Approach

At CCO, we believe that effective coaching must delve deeper. Our Coaches draw upon their own leadership experience within industry and blend this with a deep understanding of human behaviour.  We understand that people ultimately want to be their ‘best selves’ but something, not immediately apparent, has them give up, be cautious or concerned about applying what they know to make sense.  Whether its holding team members to account, addressing under performance or being courageous and ambitious, simply ‘knowing’ what to do is oftentimes just not enough. Our approach to coaching builds knowhow and broadens skillsets but more importantly, supports individuals break patterns of behaviour and go beyond the concerns which typically hold them back.  We help our coaching clients identify and address underlying issues that traditional coaching might overlook, such as emotional regulation, cognitive distortions, and relational dynamics.

Central to our methodology are our Six Agreements that make your Workplace Work:

• Acknowledgement
• Listening
• Speaking Straight
• Accountability
• Giving Support, and
• Controlling Emotions.

You could be forgiven for thinking these are ‘soft and fluffy’ skills. Yet, these are the very issues which, when absent or not skilfully practiced, are the source of chaos, error, quality non-conformance, limited teamwork and individuals not taking ownership.  These agreements serve as foundation stones that guide communication, commitment, daily interactions and foster a culture of trust and openness. By embedding these values into our coaching process, we create an environment where coaching conversations are deep, meaningful and get to the issues which inhibit your team be their absolute best.

Bridging the Gap Between Insight and Action

Understanding oneself is a critical step, but transformation occurs when insight translates into action. Our approach emphasises practical application, helping clients implement new strategies and behaviours in their professional lives. Through continuous support and feedback, we ensure that changes are not only conceptual but also tangible and impactful.

We recognise the importance of aligning personal development with organisational objectives. By considering both individual and company goals, we facilitate growth that benefits the client and contributes to the broader success of the organisation.

The Impact of Our Approach

Clients who engage with our integrated coaching model often report profound shifts in their leadership style and personal well-being. By addressing the root causes of challenges and fostering self-awareness, they experience enhanced emotional intelligence, improved decision-making, and stronger relationships. These changes lead to more effective leadership and a more fulfilling professional experience.

In contrast to traditional coaching methods that may offer temporary solutions, our approach cultivates lasting transformation. By integrating clinical insights with business acumen, we empower clients to navigate the complexities of their roles with resilience and authenticity.

Conclusion

While traditional coaching has its merits, it often falls short in facilitating deep, sustainable change. At CCO, we bridge this gap by combining clinical expertise with business coaching, addressing the multifaceted nature of human behaviour. To learn more about how coaching can improve performance, wellbeing and achieve breakthrough results, contact the team at CCO.

The Christmas season has come and gone. As we settle into the first weeks of January 2025, many find themselves reflecting on the whirlwind of emotions the past weeks have brought. For many, Christmas is a time of joy, connection, and celebration. For others, it may have been a source of stress, financial strain, or moments of solitude. Now, with the new year underway, a fresh wave of feelings emerge—hope, excitement, and perhaps the pressure to set resolutions or start afresh. At CCO – the Collaboration Company, we believe these contrasting emotions offer a unique opportunity for growth and clarity.

Acknowledging these mixed feelings is an important first step in finding balance as the new year begins. This time of year often magnifies our personal and professional realities, shining a light on both the things we cherish and the areas we find challenging. Instead of moving forward without pause, take this opportunity to reflect on the lessons of 2024. What did you accomplish that you can take some pride and satisfaction in? What challenges stretched you, and how did you respond? These reflections are not just a hollow exercise; they are the foundation for setting a meaningful course for the year ahead.

The beginning of a new year offers the perfect opportunity to reset. But rather than rushing into broad or generic resolutions, consider a more intentional approach. Ask yourself: What truly matters to me? What goals align with my values and aspirations, rather than external expectations? Goals that are personal and value-driven are far more likely to lead to lasting fulfilment.

While setting goals is essential, maintaining balance is the key to sustaining progress throughout the year. It’s tempting to move at pace into January with ambitious plans, only to find ourselves depleted by February. A more sustainable strategy involves pacing yourself and prioritising balance across all areas of life, work, personal development, and relationships. This measured approach not only boosts achievement but also makes the journey more enjoyable.

Stress management plays a pivotal role in this process. After the busyness of the Christmas break, it’s vital to pause, recalibrate, and prioritise self-care. Simple practices like mindfulness, journaling, exercise or setting boundaries around your time can make a significant difference in maintaining mental and emotional well-being. At CCO, we remind our clients that looking after yourself isn’t indulgent—it’s essential for high performance and resilience.

To support your efforts, consider practical tools and frameworks that keep you on track. SMART goals—specific, measurable, achievable, relevant, and time-bound—can provide clarity and structure. Another useful tool we at CCO avail of is the “Wheel of Work and Life” – it will identify those areas where you are currently winning, and those that require additional focus.

If you’re feeling overwhelmed or simply want to maximise your potential, seeking professional support can make all the difference. At CCO, our coaching services are designed to help you navigate the challenges and opportunities of the year ahead. Our team is here to provide the guidance and accountability you or your business need to thrive both personally and professionally.

As 2025 unfolds, embrace the chance to turn any residual festive stress into purposeful action. By reflecting on the past, setting meaningful goals, and maintaining balance, you can start the year with clarity and calm.

As Seamus Heaney reflected, “If we winter this one out, we can summer anywhere.” Let this serve as a reminder that resilience through the challenges of today can lead to opportunities tomorrow. At CCO, we’re here to help you make 2025 a year of growth, resilience, and success.

Resilience might seem like a popular buzzword these days, yet our business coaches consistently report that it remains one of the most critical areas of focus in their work with clients. Indeed, a recent review at one of our client sites highlighted resilience as one of the top qualities we can actively develop and instil within our people. We have created seven areas below to consider when attempting to build resilience within your business.

1. Embracing Challenges with a Growth Mindset

Resilience begins by seeing challenges as chances to grow. It’s natural to feel overwhelmed when goals are daunting, deadlines are close, and things don’t go as planned. However, resilient leaders and teams know that these challenges are simply part of the journey. By facing difficulties rather than avoiding them, they can tackle obstacles with a positive attitude. This mental flexibility is key to staying focused and committed, even when the way forward might occur tough.

2. The Power of Listening and Empathy

An environment where people feel truly heard is one where resilience can flourish. Listening at Level 2 to team members and empathising with their concerns builds a sense of security and trust. High-performance organisations benefit immensely from a culture of open communication, where employees feel valued and empowered to share both their ideas and concerns. This supportive atmosphere enables our people to face challenges with the knowledge that they’re part of a collaborative effort and can lean on their team when needed.

3. Transparent Communication for Stronger Connections

Open, honest communication is a bedrock of resilience. In high-performance settings, misunderstandings can lead to unnecessary stress and even setbacks. Leaders who communicate clearly and encourage their teams to do the same help create an environment where issues are addressed directly, preventing minor problems from escalating. This transparency fosters trust and encourages team members to face challenges head-on, contributing to a resilient, solution-focused culture.

4. Building a Supportive Network

Resilience isn’t a solo effort; it thrives within a network of Support. When managers and team members actively Support one another, individuals feel more capable of navigating difficult times. This network of Support is a critical aspect of high-performance organisations, where demands are often high, and stress levels can be high. Managers who prioritise team well-being and offer consistent Support build resilience across the organisation, creating a shared strength that individuals can draw on when challenges arise.

5. Embracing Accountability and Learning from Experience

Accountability is a key component of resilience. Resilient individuals and teams understand the importance of owning their actions and learning from both successes and failures. In high-performance organisations, where pressure to perform can be intense, Accountability provides a sense of control and purpose. A culture of Accountability enables teams to see mistakes as learning opportunities rather than setbacks, reinforcing resilience by encouraging continuous improvement.

6. Controlling Emotions in High-Pressure Situations

Emotional intelligence, particularly the ability to control emotions under pressure, is central to resilience. High-performance environments are often fast-paced, and stress can quickly escalate. Developing emotional awareness helps our people recognise and manage their responses, maintaining focus even when under strain. By practising emotional control, leaders and teams can approach challenging situations with clarity, reducing the likelihood of reactionary decisions and bringing about a resilient, adaptable mindset.

7. Culture of Resilience

For high-performance organisations, resilience is about more than surviving challenging times—it’s about creating a culture that supports growth, adaptability, and shared strength. By incorporating elements such as effective listening, clear communication, support, accountability, and emotional intelligence, organisations can build resilience at every level. These principles, which are reflected in our Six Agreements model, provide a foundation for individuals and teams to draw on as they navigate change and strive for excellence.

Resilience is a dynamic quality, evolving as people learn, grow, and adapt. In an environment where resilience is nurtured, teams are better equipped to face challenges, seize opportunities, and succeed together, no matter what lies ahead. Speak to one of the CCO Coaches to learn how we can work with you to develop a Culture of Resilience.

In today’s fast-paced, competitive business environment, success often requires more than just a good product or service; it demands strategic thinking, leadership development, driving performance and fostering a culture of continuous improvement. This is where a business coaching company like CCO – the Collaboration Company comes into play. But what exactly does a business coaching company do? They specialise in empowering businesses to unlock their full potential. At its core, a business coaching company provides guidance, strategies, and support to help businesses, entrepreneurs, and professionals achieve their goals, overcome challenges, and maximise their potential.

Customised Strategic Guidance

One of the primary roles of a business coaching company is to offer customised strategic guidance. Every business is unique, with its own set of strengths, weaknesses, opportunities, and threats. A business coach works closely with clients to understand their specific needs, challenges, and objectives. By doing so, they help craft personalised strategies that align with the business’s vision and goals. This might involve refining the business model, identifying new market opportunities, or improving operational efficiency. The tailored advice provided by business coaching companies ensures that businesses are not following a generic path but rather one that is optimised for their particular circumstances. CCO brings extensive expertise in conducting an initial business diagnostic assessment, which lays the groundwork for future progress.

Leadership Development

Effective leadership is crucial for any business’s success. A business coaching company often focuses on developing the leadership skills of business owners, managers, and executives. This can include improving decision-making abilities, enhancing communication skills, fostering emotional intelligence, and learning how to inspire and motivate teams. Through one-on-one coaching sessions, workshops, and training programmes, business coaching companies empower leaders to not only manage their teams more effectively but also to drive the organisation towards its strategic objectives. By honing leadership skills, businesses are better equipped to navigate challenges and lead their teams to success.

Accountability and Support

One of the most significant benefits of working with a business coaching company is the accountability and support they provide. These two areas are two of CCO’s “Six Agreements that make your Workplace Work. It’s easy for business owners and leaders to become overwhelmed with the day-to-day operations, often losing sight of their long-term goals. A business coach acts as a trusted advisor and accountability partner, regularly checking in on progress, offering constructive feedback, and ensuring that clients remain focused on their objectives. This ongoing support helps prevent stagnation and ensures that the business continues to move forward, even in the face of obstacles.

Skill Development

Beyond leadership, a business coaching company often provides training in various critical skills necessary for business success. This can include areas such as strategic planning, commercial and market focused, understanding business performance and achievement through people. By enhancing these skills, business coaching companies equip business owners and their teams with the tools they need to perform more effectively and efficiently. This skill development is often delivered through workshops, seminars, or personalised coaching sessions, allowing businesses to build the competencies required for sustained growth. CCO are experienced in teasing out where a skill deficit exists using our ‘Training Needs Analysis’ tool.

Crisis Management and Problem Solving

Businesses inevitably encounter challenges, whether they’re financial, operational, or related to market changes. A business coaching company is there to help businesses navigate these crises. With their experience and expertise, business coaches provide solutions and strategies to overcome problems, minimising damage and helping the business recover more quickly. This might involve re-evaluating current strategies, re-aligning goals, or introducing new processes that better respond to the current situation.

Conclusion

In summary, a business coaching company plays a vital role in helping businesses and their leaders achieve greater success. Through strategic guidance, leadership development, accountability, skill enhancement, and crisis management, business coaching companies empower businesses to reach their full potential. Whether you’re an entrepreneur just starting or an established business looking to grow, partnering with a business coaching company can be a game-changer in your journey to success.

By partnering with CCO, businesses gain access to expert guidance that accelerates growth, optimises operations, and ensures sustainable success in an ever-evolving marketplace.

Find out more about what we do and our team.

One of the hot topics that has recently been receiving its due consideration is the crucial area around workplace culture. A positive, inclusive, and engaging culture not only fosters workplace satisfaction but we can say with some certainty now that it also significantly impacts the bottom line. Take a couple of minutes and review the Seven steps below that summarise how improving workplace culture can help drive financial success for your business:

1. Increased Employee Engagement and Productivity

A positive workplace culture nurtures employee engagement, which is crucial for productivity. When employees feel valued, respected, and connected to their organisation’s mission and goals, they are more likely to put in their best effort. Engaged employees tend to be more motivated and committed, often going above and beyond their basic job requirements.

Research consistently shows a strong correlation between employee engagement and productivity. According to a Gallup study, companies with high employee engagement are 21% more productive. This increase in productivity translates directly to improved operational efficiency and higher profitability, something we should all be striving for!

2. Enhanced Employee Retention

High employee turnover is costly and an issue that causes concern amongst our client base when it occurs. The costs associated with recruiting, onboarding, and training new employees can be substantial. A positive workplace culture can significantly reduce turnover rates by nurturing a sense of loyalty and satisfaction among employees.

Employees are more likely to stay with a company where they feel supported, acknowledged, and able to grow. This stability not only saves on the costs of hiring and training but also ensures that experienced employees, who understand the business well, continue to contribute to the company’s success.

3. Attracting Top Talent

In a competitive job market, attracting top talent is essential. A strong, positive workplace culture can be a significant differentiator for potential employees. Job seekers are increasingly looking for companies that offer more than just a good salary. They want to work in environments where they feel they can thrive both personally and professionally.

Companies known for their positive culture are more attractive to high-calibre candidates. This allows businesses to recruit individuals who are not only skilled but also a good cultural fit, leading to better performance and innovation.

4. Better Customer Service

Happy employees lead to happy customers. When employees are satisfied and engaged, they are more likely to provide excellent customer service. They interact with customers in a more positive and helpful manner, creating a better overall experience.

Good customer service is a key driver of customer loyalty and repeat business. Satisfied customers are more likely to return and recommend your business to others, driving revenue growth and enhancing the company’s reputation.

5. Innovation and Creativity

A supportive and inclusive workplace culture encourages innovation and creativity. When employees feel safe and valued, they are more willing to share their ideas and take risks. This open exchange of ideas can lead to innovative solutions and improvements that drive the business forward.

Moreover, diverse teams, which are often a product of inclusive cultures, bring a variety of perspectives that can lead to more creative problem-solving and better decision-making. This innovation can result in new products, services, and processes that give the company a competitive edge.

6. Reduced Absenteeism

Workplace stress and dissatisfaction can lead to high levels of absenteeism, which disrupts operations and reduces productivity. A positive workplace culture that promotes work-life balance, mental health, and employee well-being can reduce absenteeism.

When employees feel cared for and have a good work-life balance, they are less likely to take unnecessary sick days. This consistency helps maintain productivity and reduces the costs associated with absenteeism.

7. Improved Financial Performance

Ultimately, all the factors mentioned above contribute to improved financial performance for the business. Higher productivity, lower turnover, better customer service, and innovation all lead to increased revenue and profitability. According to a study by the Harvard Business Review, companies with strong cultures see a 4x increase in revenue growth.

Investing in workplace culture is not just about creating a pleasant environment; it’s a strategic move that can significantly enhance your bottom line. By fostering a positive, inclusive, and engaging workplace, businesses can drive productivity, innovation, and financial success.

Conclusion

Improving workplace culture is a powerful way to boost your bottom line. It enhances employee engagement, reduces turnover, attracts top talent, improves customer service, fosters innovation, reduces absenteeism, and ultimately leads to better financial performance. Focusing on creating and maintaining a positive workplace culture is not just a matter of ethics or employee satisfaction – it’s a crucial component of business strategy that can drive significant financial benefits. Investing in your employees is investing in the future success of your company.

Why not reach out to a CCO Coach today to discuss how we might support you boost your workplace culture? We deploy several techniques such as anonymous Employee Engagement Surveys and Training on our “Six Agreements that make your Workplace Work” – the foundation for a healthy, collaborative, and positive Workplace culture.

In the dynamic landscape of modern workplaces, high-performing teams stand out as beacons of efficiency, innovation, and achievement. These teams aren’t just a product of luck or random chance; they are cultivated through deliberate practices and ingrained habits that fuel their success. Whether in business, sports, or creative endeavours, our experience in CCO has shown us that a selection of key habits consistently distinguish top-performing teams from the rest. Let’s dive into the six habits that underpin these achievements:

1 Clear Communication

High-performing teams prioritise clear and open communication above all else. They establish channels for sharing ideas, feedback, and information transparently, ensuring that everyone is on the same page. This habit fosters a culture of trust and collaboration, where team members feel comfortable expressing their thoughts and concerns without fear of judgment. By communicating effectively, these teams minimise misunderstandings, maximise productivity, and stay aligned towards common goals.

2 Defined Roles and Responsibilities

Clarity in roles and responsibilities is fundamental to the success of any team. High-performing teams take the time to define each member’s role within the team, leveraging individual strengths and expertise to drive collective progress. By understanding their contributions to the team’s objectives, members can work more efficiently and collaboratively, avoiding duplication of efforts and conflicts over tasks. This habit promotes accountability and ensures that everyone is working towards the same shared vision.

3 Capability

A High Performance Team’s capability is the cornerstone of its effectiveness and trustworthiness. Team capability encompasses the collective skills, knowledge, and resources that enable a group to achieve its goals efficiently. It involves leveraging each member’s strengths, fostering collaboration, and continuously developing skills to adapt to changing demands. By nurturing capability within the team, organisations can achieve greater efficiency, innovation, and resilience while upholding integrity and accountability

4 Continuous Learning and Development

Complacency is the enemy of progress, and high-performing teams understand the importance of continuous learning and improvement. They actively seek out opportunities to expand their skills, knowledge, and capabilities, whether through formal training programs, peer mentoring, or experiential learning. By encouraging a growth mindset and embracing failure as a stepping stone to success, these teams remain agile and adaptable in the face of change, constantly striving to raise the bar and exceed expectations.

5 Effective Decision-Making

In high-performing teams, decision-making is a collaborative process guided by data and informed judgment. Such teams empower members at all levels to contribute to decision-making, leveraging diverse perspectives to reach well-informed conclusions. They prioritise consensus whenever possible but are also decisive when swift action is required. By fostering a culture of accountability and trust, high-performing teams ensure that decisions are made with the best interests of the team and its objectives in mind.

Data driven metrics are essential for developing a high-performing team as they provide tangible benchmarks to track progress, identify areas for improvement, and align team efforts with organisational goals. By quantifying performance and outcomes, teams can measure their effectiveness, make data-driven decisions, and continuously strive for excellence, fostering accountability and driving collective success.

6 They have Fun!

Last but not least, high-performing teams enjoy some light hearted fun at work! A recent study found that the most effective team meetings were those meetings where participants engaged in a measure of appropriate joking around and good-humoured banter. Having fun builds trust within teams, lowers tension, sparks creative thinking and fuels more positive conversations. Humour helps build a stronger team, but it also reflects a successful, healthy and inspiring team. In short, enjoying being with the team and the challenge of the work is crucial in ensuring motivation levels remain high.

What are you waiting for?

In conclusion, high-performing teams aren’t born overnight; they are forged through intentional habits and practices that prioritise communication, collaboration, and continuous improvement. By embracing these six habits, any team can unlock its full potential and achieve extraordinary results in today’s fast-paced and competitive environment. So, what are you waiting for? Start cultivating these habits within your team today and watch as they soar to new heights of success!

Small and Medium Enterprises (SME’s) are businesses that maintain revenues, assets, or a number of employees below a certain threshold. They encompass a variety of make-ups, including family business partnerships and solo entrepreneurs. Family business partnerships involve multiple family members working together to run and manage the business. Solo entrepreneurs, on the other hand, are individuals who single-handedly own and operate their business.

SME’s play a crucial role in the economy as they are the predominant form of business and employment. They contribute to economic growth, job creation, innovation, and overall prosperity in their respective communities and countries. That makes them unique in the way they measure success compared to larger multinational businesses. While multinationals primarily focus on financial returns, SME’s prioritise factors beyond profitability. For SME’s, success encompasses the long-term growth and sustainability of the business, the impact it has on the community, and the legacy it leaves behind.

According to a survey conducted by PwC, SMEs and family businesses prioritise long-term sustainability over short-term profits. A significant majority (88%) of SME’s surveyed measure success in terms of long-term growth and sustainability, compared to only 68% of multinationals. This emphasis on long-term sustainability highlights the desire to build something that can be passed down to future generations, ensuring a lasting legacy.

SME’s also prioritise the well-being of their employees. A study by Harvard Business Review found that SME’s tend to adopt a more paternalistic approach to management, placing the well-being of employees above maximizing profits.

Moreover, SME’s place a strong emphasis on their local communities. The Institute for Family Business found that SME’s are more likely to prioritise environmental sustainability and social responsibility. They actively engage in philanthropic activities and support local charities, fostering goodwill and a positive reputation within the community.

In conclusion, family-owned SME’s have a distinct approach to measuring success compared to non-family businesses. Their focus extends beyond financial returns to encompass long-term sustainability, employee well-being, and community impact. These values are deeply ingrained in the culture of SME’s and play a crucial role in their long-term success. As the next generation takes over, it is vital for them to uphold these values and ensure that the SME continues to make a positive impact on society.

CCO have a strong track record of supporting and working with SME’s, helping them to grow and develop. For more information on our programmes, please get in touch with Robbie Kyle, Operations Manager at CCO –  robbie@cco.uk.com