We are celebrating the launch of our COO’s new book, Gratitude Infusion. Kerry Wekelo is giving away 15 complimentary team building or coaching sessions and donating her Wonders of Your Mind Activity book to children's hospitals for each one sold in the first week. We are thrilled our culture is based on gratitude and giving back. Gratitude Infusion is available at https://lnkd.in/e8SAg7u and message Kerry to schedule your session.
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Actualize Consulting is happy to be part of the recovery solution for global treasury and finance by participating in the Global Recovery Monitor as a member of the Treasury Coalition. Over 1,000 treasury and finance professionals are sharing their thoughts in this bi-monthly survey, which examines the current response activities and the path towards economic recovery. Results will be made available to those who participate. Take the 5 minute survey by visiting https://lnkd.in/drZX8Wm
Gratitude can seem easier to give than to receive. Steve Foran, one of the case studies of Gratitude in my new book, Gratitude Infusion, recently sat down with me to share how he learned to accept gratitude instead of brushing it off.
https://lnkd.in/gynyvwy Watch video here. You can order Gratitude Infusion: Workplace Strategies for a Thriving Organizational Culture here: https://lnkd.in/gHkJu2u FX RESET: RISK REDUCTION TRADE-OFFS & HEDGING COSTS IN THE CRISIS MARKET
Our Principal, Chad Wekelo, teamed up with Kyriba to discuss how Treasury teams are using advanced analytics and reassessing their hedging program to optimize market conditions. Click the image above to view the Slideshare, or here to download the presentation. Kunle Aladewolu, Manager, Capital Markets & Treasury at Actualize Consulting
Skilled and certified treasury professionals who have attained their qualifications through a recognised body are increasingly in demand for their particular knowledge set and ability to navigate through the critical financial, liquidity and risk management decisions facing organisations regularly. Part and parcel of a certified treasury qualification, aside from the rigorous examination of the student’s industry knowledge, are a raft of benefits which further enhance the proposition for attaining a certification, including the following:
See the full post below. https://treasurytoday.com/treasury-talent/careers/education-for-all-ttqa Paul Baram, Director, Actualize Consulting
Today marks 2 years since I joined Actualize Consulting. Coincidentally, we just hired our latest full-time team-mate (Kunle Aladewolu). As we were going through our onboarding process, I was struck again by how strong the culture we’ve built across our organisation is. Aside, in the spirit of show, don’t tell, our COO Kerry Wekelo literally wrote the book on it titled Culture Infusion. But trying to figure out if a new recruit is right for our culture, whilst important, is only part of what makes up a good consultant and thus the right person for us. I have noticed that a successful consultant has certain ingredients. Aside: I was recently watching a cooking program on TV and followed a recipe for a really easy chocolate cake. Equal parts (lets go with 4oz or 100g) of hazelnuts, dark chocolate, soft unsalted butter, flour, semi-skimmed milk, and sugar. Get a food processor going and blitz the hazelnuts till fine. Then, in order, add the chocolate, butter, flour (+ a pinch of salt), milk and finally sugar. It should be a light fluffy batter. Whack that into a non-stick baking pan that sizes such that the batter is about 2-3cm deep. Then into an oven at 180°C/350°F and bake for 25 minutes. It should come out something like a cake/brownie. It’s really good…. Back to the recipe for a consultant. For my math brain, it comes out as competency squared + curiosity + culture. Functional competency for the role itself is paramount. Fortunately, that’s easy to test for with some well-constructed questions. But how well those questions are answered and how much further into the subject matter the conversation goes is what gives insight into how someone thinks about what we do. I like to imagine a spreadsheet with columns representing all the functional areas and rows indicating depth of knowledge. If I picture their knowledge as a T (broad knowledge across most areas and real depth in at least a few), then I think we’re onto something. Consulting competency comes next. Can the person communicate articulately, both in written and verbal form? Time management skills and multi-tasking become ever more important with the work we do. Curiosity, for me at least, is the secret sauce. My own view is that we never stop learning and every project we participate in provides a learning opportunity. I see enormous curiosity to learn and a desire to develop at the heart of everyone in my team. And last but not least, trying to understand what makes people tick outside of work, how they treat themselves and others is really, really important to us. Which neatly brings me back to the culture at Actualize. In these times, I’m grateful for the positive energy, gratitude and support that we are all providing each other as we continue to deliver for our clients and take care of ourselves. So, an insight into what we look for and chocolate cake. What more do you need….? When we had to reschedule our much-anticipated annual retreat due to the pandemic, our COO, Kerry Wekelo decided to find new, virtual ways to show our people appreciation by creating gratitude videos for all of our team members. This video expresses thanks to Actualize Consulting Principals, Chad Wekelo, CPA, CFA and Matt Seu. See how we are counterbalancing the pandemic with gratitude.
In How to Manage Stress and Fear in a Post-Pandemic Workplace, Mike Petrusky speaks to change management professional Cristina Herrera, Prosci and author of The Healthy Workplace Nudge Rex Miller about what the future workplace looks like in this article for iOFFICE, LP.
When we return to the workplace, it will be different in many ways—some that are obvious, and others that are much less visible. As author David Kessler said in a recent Harvard Business Review article, the disruption of our normal routines, loss of connection and fear about the future has led to feelings of “collective grief.” As workplace leaders, we have an opportunity to earn our employees' trust when we acknowledge the difficult emotions they are experiencing. In addition to keeping employees physically safe, we need to be mindful of the need for psychological safety. Managing fear and stress in the workplace is an ongoing focus in our recent webinars and interactive livestream events. Here are some of the best recommendations we’ve heard from top leaders. Prioritize Physical Safety While Encouraging Connection Eventually the coronavirus pandemic will subside. Before offices reopen, companies will need to make changes to keep employees safe. That will include taking proactive measures like spacing desks further apart, returning to work in shifts and limiting the number of people able to gather in conference rooms and common areas. Some of those changes may be temporary or situational, while others could be permanent. However, change management professional Cristina Herrera says physical distancing doesn’t mean we have to give up everything we’ve gained from a more collaborative workplace. “The shift to a more shared environment of spaces has come with really great benefits, in terms of fostering and nurturing the tribe mentality that we are all one,” she said. “My work desk isn’t where I’ve come here to be 100 percent of the time, but to build relationships and have opportunities for innovation. We need to make sure we don’t jump too drastically to the other side, but we do need to be mindful that people are going to come into the workplace with fear. We need to make them feel safe and secure. And we need to provide them with the opportunities to take care of their own safety.” Lead With Vulnerability As researcher and author Brené Brown has said, “vulnerability is the birthplace of innovation, creativity and change.” During crises, leaders deal with unfamiliar or uncomfortable decisions and increased uncertainty. It’s time to let go of the outdated notion that the boss is the person everyone expects to have all the answers. Now more than ever, leaders have to be transparent with employees, said Rex Miller, author and guest on our recent webinar about managing stress in the workplace. When leaders are more vulnerable about what they’re experiencing, employees will feel more comfortable expressing their own fears and concerns. “Share what you’re going through, what you think is happening now,” he said. “Share how you’re learning together. Invite other voices. Leaders have to be the first to express reality, to share what it’s really like for them.” Stress can be contagious, Miller said. As many as 85% of employees report high levels of stress, he added, and 75% of employers say stress is their No. 1 concern impacting productivity. While it can be constructive to admit you’re going through a challenging time, as a leader, you also need to manage your own stress so you can be better equipped to help employees. A few basic steps leaders can take to manage their own stress include:
Stress can compound when having to learn new ways of doing things, which is why Miller recommends trying to maintain a routine as much as possible. Consider Offering Additional Mental Health Services Many companies have expanded mental health benefits in the midst of the coronavirus pandemic. In fact, a recent survey by the National Alliance of Healthcare Purchaser Coalitions found 53% of employers are now offering additional programs. New benefits range from online counseling sessions at no cost to providing employees with access to mindfulness apps. Employers are also providing expanded health care benefits, additional leave and greater scheduling flexibility. Miller recommends hosting a company-wide meeting or webinar to ensure all employees understand what benefits are available to them. First, make sure they know what additional sick leave and extended family and medical leave they are entitled to—for example, under the new federal Families First Coronavirus Response Act (FFCRA) in the U.S. Next, explain any updates your organization has made to your benefits or sick leave policy, as well as any other services you are offering. Check In On Employees Frequently COVID-19 upended routines, disrupted social lives, and separated people from their workplaces. It is not yet clear when we will return to normalcy. Or what to expect when we do. Everyone’s situation is unique and can change dramatically from one day to the next. Whether your team continues to be distributed or you are returning to the workplace, it can be difficult to gauge how well your employees are handling their stress. “Before you just go in with what you need them to do, ask them how they’re doing,” said Kerry Wekelo, CEO of Actualize Consulting. “Ask them every day. Don’t just assume that they’re okay.” How Alysia Kennedy, CFA is optimizing her new reality of working from home by sharing her love of STEM with her child.
As a mom and a consultant, I am facing a new reality of working from home. Having a love for STEM myself, I see this as an opportunity to engage my child in STEM-related activities to spark her interest in science, technology, engineering, and mathematics. Ultimately, she will decide what her future looks like, but in the meantime, we can have fun and develop strong problem-solving skills and higher-level thinking she can apply in any career. I was lucky when I realized early on that I wanted to pursue my interest in STEM. I enrolled at the Thomas Jefferson High School for Science in Technology, and I later attended the University of Virginia, where I graduated with a B.S. in Finance, Information Technology and International Business. I was happy to participate in this Q & A about women in STEM. - Why do we see fewer women in leadership roles in STEM fields? While the glass ceiling applies in all fields, it is more noticeable in STEM because there are not as many women entering the field. This leads to a smaller percentage reaching leadership roles than you might see in other female popular industries. When I worked in the engineering department of a large technology firm, this was evident. My department had a 9:1 ratio of males to females. At Actualize Consulting, women are encouraged to take active roles in whatever they want to pursue. The company supports the growth of the consultants and team members and is willing to help train them in where they want to go. There are several women in leadership roles at Actualize; the Chief Operating Officer, Kerry Wekelo, as well as three out of the five directors are women. - Is there hope? Will the leaders and innovators of tomorrow look different than who we see today? The answer to the first question is I think so, but I think it will take time. We need the cycle of a generation of women entering the field and then another generation for women to advance into leadership roles. Breaking away from gender stereotypes starts at home – parents have the power to overcome the stereotypes and introduce their daughters to STEM. Whether it is starting at a young age by exposing them to STEM toys such as the Picasso tiles (the colored magnetic tiles) or wooden blocks, Legos, a butterfly garden, and paleontology or geology set. You can take them to a local science museum and most cities have a children’s museum where the kids can interact with STEM exhibits as well. We have the power to make a difference for the younger generation of women. I know that I want all the opportunities in the world for my daughter and I would think all parents would want that for their child, whether a daughter or a son. - If we are in the midst of a shift, what’s driving it ... is it women, or is it society? I feel that we are at the beginning stages of a shift and I believe the responsibility falls on us as women. As Mahatma Gandhi famously said, “Be the change you want to see in the world.” History has taught us that women have to be the drivers of the change we want to see. There’s been more empowerment of women in recent years, and I’m hoping we can leverage that momentum and join forces to drive this change as a group. At a minimum, every woman can contribute by supporting and encouraging other women in the field. On an individual level, I think the pursuit of a STEM career also needs to be self-driven. A significant advantage that the newer generations have is unprecedented access to information. Thanks to the age of the internet, we have equal access to information on opportunities, fields of study, and types of careers that will hopefully assist with the shift to more women in leadership as well. - Why is it important to cultivate a personal/professional brand? To help advance your career and cultivate a professional brand, you need to have an online presence. Even if you do not use social media, you should at a minimum, have a LinkedIn account. Let your profile reflect your professionalism. Follow industry leaders and companies. You can publish and like pertinent articles and current industry topics that reflect where you want to be. You can further establish your online presence by writing articles and hosting industry webinars. Actualize Consulting works with you to build your professional and personal brand. The company encourages its consultants to seek training, pursue knowledge, and to give back to the industry as a thought leader through written articles, webinars, and by leading events. - What advice do you have for young women early in their careers, that can help them claim their seat at the table? Women early in their careers should be open to trying different opportunities, roles, and types of projects, even if it means asking for them. Networking and establishing a female mentor relationship are invaluable. Find a mentor, especially if you are working at a larger firm so that you do not get lost in the crowd. I know for a fact that some companies have inhouse programs that support women, which provides opportunities to meet other women in the company and grow your network. Actualize Consulting includes the question of mentorship in our goal assessments, asking if you would like to be mentored or mentor another individual. For those without access to such formal programs, I recommend they seek out mentors on their own. Your mentor does not have to be specific to your industry. The drivers behind successful women, their behavior, mindset, and steps of action will have the same theme regardless of the industry. You can learn from women both in and out of your chosen industry. Don’t feel like you have to limit yourself. Your child’s opportunities to excel in STEM are unlimited. You can increase their exposure by introducing them to STEM through toys. Here are a few you might enjoy. Cubetto – a Montessori-approved wooden robot coding toy for children powered by a tangible programming language made of colorful blocks. Children guide Cubetto through a series of maps and stories, and learn the basics of computer programming and STEM skills without the use of a screen. http://primotoys.com/ Qubits® - an easy to assemble, construction toy designed by an architect to snap together toy that teaches about modular design and geometric shapes. https://qubitstoy.com/ Wikki Stix - 108 feet of Wikki Stix in nine colors. The STEM Pak also includes a four panel step-by-step illustration of how to make the DNA Double Helix. https://www.wikkistix.com/product/stem-pak/ Q ball - With numbers 1-10 on the ball, Q ball offers fun math games for all ages. https://qballextreme.com/games-for-kids/ As Senior Manager in the Treasury and Capital Markets practice at Actualize Consulting, I enjoy designing and implementing technology solutions to solve complex business problems. If you have any questions about the implementation process for your Treasury department, feel free to contact me. Director, Paul Baram reflects on how implementing a TMS with his team, is much like working with the Avengers.
I’ve recently had a short sabbatical from work, and with additional time at home I have been re-watching superhero movies. It’s a little (lot) of a stretch, but it struck me that the most successful project teams I’ve been a part of look a lot like the Avengers. Here’s why. Iron Man’s Design Capabilities: Across the many Treasury Management Systems (TMS) we work with, there are many different data models and some TMS work much better say at bank reconciliation than valuation or payment processing. For optimum utilization, it pays to work with the design at hand and use the strengths that it has rather than customise heavily around it. Having people on the team that understand the system capabilities in detail, and the best way to configure and implement them is key. Bruce Banner’s Math Skills: It’s a much longer conversation to debate the pros and cons of time and materials versus fixed price projects, but either way, proper project accounting is an underappreciated success criterion. Particularly during a project with an extended time frame, being able to review the time and effort expended really does help inform the road ahead. It’s not enough to be able to just report on the budget spent to date, but rather the expected total budget of actuals plus remaining forecast. The Hulk’s Anger Management Capabilities: No wait; in this case, I literally mean the opposite of this. Over the long haul of a project there will inevitably be a time when things go against you. The key here is to stay calm and keep your inner hulk at bay. Count to 10 (100?), pivot to positive, and get back to your day job. Talk to your Captain to share your concerns. Thor’s Strength of Purpose: Some of the projects we work with are done in 2 months, while others can take over a year. In any event, keeping focus on the aims of the project is key. Several projects I’ve worked on have established design principles at the outset, and keeping those in mind as issues arise is a beneficial, objective way of evaluating both the impact of the issue and the importance and urgency to resolve it. Captain America’s Leadership: Most projects I’ve been a part of have had at least one often case when tough decisions were needed. Do we go live on a set date with testing 90% done, or is completing all the tests and accepting the next release window the right thing to do? An engaged, effective sponsor that understands and backs the project vision and sets the tone for how decisions should be made is as much a success criterion as anything I’ve seen. Of course, it is never just about one person; it’s always a team effort. And with that, I’m back to the Avengers metaphor. I’m grateful for the support I received from Actualize Consulting to be able to take time off, and in these times of uncertainty, I’m very happy to be back at work. I’m reminded that at Actualize I’m surrounded by talented, dedicated professionals throughout our organisation and between the 50 or so of us, we form many permutations of ourselves to form our project teams and deliver our missions. I can’t say that I’m ready to cross the Bifrost, but my batteries are fully recharged, my energy levels are high, and I’m ready to be a project hero in whatever role I’m needed. |
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