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Forbes
23-05-2025
- Forbes
How To Reframe Negative Talk In The Workplace
Stephanie Dillon is Chief Ideator at Stephanie Dillon Art. getty I've done it. You've probably done it. Whether we whisper it in the back room or broadcast it on a group text, the pattern is always the same: When we hate, we recruit. We gather the evidence. We retell the story. We embellish it just enough for dramatic tension. We say, 'Can you believe she…' And then we wait for the head nod, the 'Oh my God, yes' or the 'She's the worst.' Because outrage is lonelier when you're the only one carrying it. It took me years and a few painful reckonings to admit this impulse in myself. The truth is that thinking about someone negatively in isolation rarely satisfies us. So we invite others in. Not because we want justice. But because we want backup. Because it's easier to stay angry when someone else is angry with you. But here's where this gets dangerous: When we recruit others into our dislike, into our vendettas, our office politics or our silent treatments, we're not just hating. We're building a team—a team against someone else. And suddenly, it's not about what happened; it's about the power we now feel together. I've done this in business. I've bristled when someone's success outpaced mine. I've painted someone unkindly to make my version feel more justified. And I've invited others to paint alongside me. Why? Because, in the moment, it felt righteous. It felt bonding. It felt…easier. But really, it was fear. Fear that maybe I wasn't good enough. Fear that someone else's shine meant mine was dimming. Fear that if I didn't unite others behind me, I might be left standing alone with a feeling I couldn't fully explain. In business, we justify this behavior as 'building culture.' We call it 'protecting the team.' We say, 'I'm just being honest.' But when honesty becomes a smear campaign, when culture becomes cliquey and when vulnerability turns into weaponized gossip, we're no longer leading. We're manipulating. So, how do we stop? How do we break the cycle when hating together feels better than healing alone? Here's what I practice now: Ask a key question: Is this true—or just true to me? Most hate starts with a feeling, not a fact. Get curious about the gap. If I need to vent, I write it down—in a note or a journal. Voice memos work, too. Just don't vent in the group chat. Is it betrayal? Jealousy? Grief? Rejection? Call it what it is. Hate is usually the mask. You don't have to rewrite the narrative. You can just step out of it. Even if it's small. Especially if it's hard. The moment I do this, something in me unclenches. Because everything we co-sign and every "huddle of hate" we join shapes our reputation more than the person we're talking about. The truth is, none of us are immune to gossip. Not in business. Not in friendship. Not in families. We are wired for tribalism. But we are also wired for growth. For accountability. For radical empathy. So, today, I choose to stop recruiting. I choose to stop winking at cruelty. I choose to deal with my discomfort in the mirror, not through a megaphone. Because while it might feel good to be part of the takedown, it feels even better to be someone who doesn't need one. And that, to me, is the kind of leadership we desperately need more of: not the kind that weaponizes emotion, but the kind that knows the difference between connection and collusion. Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?
Forbes
07-05-2025
- Business
- Forbes
Beyond The Sale: How Insurance Leaders Can Win With Value-Based Care
Drew Gurley, Founder of Redbird Advisors and EVP of Growth for Senior Market Advisors, a Medicare FMO. getty If you're leading an insurance agency, you already know healthcare is shifting, and that shift is changing how you sell. Consumers aren't just looking for coverage anymore. They want a healthcare experience that works for them. They want doctors who take the time to listen, plans that offer real value and coverage that protects them from financial risk. That's where value-based care comes in. This model isn't just another industry trend. It's changed how doctors get paid and how patients receive care. Instead of rewarding providers for the number of visits, tests and procedures, value-based care incentivizes them to deliver better outcomes. That means longer appointments, more preventive care and stronger patient relationships. The result? Better health outcomes, lower costs and a system that actually puts patients first. For insurance agencies, this shift is an opportunity if you and your team know how to approach value-based care the right way. The challenge is making sure everyone can explain the benefits in a way that resonates with clients. That's where solid leadership comes in. 4 Sales Strategies That Work In A Value-Based Market To succeed in providing value-based care, your agents need more than just product knowledge. They need to understand how value-based care impacts their clients' decisions and how to position the right plans to meet those needs. 1. Train agents to lead with value, not just products. People don't buy insurance because they love policies. They buy it because they're trying to protect themselves from financial risk. The best agents don't just push products; they help clients solve problems. Life insurance isn't tangible, and most people don't wake up excited to buy it. But when our agents present it as a solution to real financial risks, it becomes something people care about. Instead of focusing on policy details, frame the conversation around the four key areas of financial risk older Americans face: • Healthcare Costs: Will they be able to afford doctor visits, prescriptions and treatments as they age? • Hospitalization Costs: If they land in the hospital, will their savings take a hit? • Outliving Their Money: Will their retirement income last? • Final Expenses: Will their family be left with unexpected bills? The key is explaining how these are real-life concerns. For example, a beneficiary with a Medicare supplement plan might feel frustrated that their premiums keep rising. A good agent won't just sell them a new plan; they'll help the beneficiary understand all their options and make a confident decision for their particular situation. 2. Shift the conversation to customer experience. Selling a value-based product means delivering a value-based experience. Clients expect more from their insurance providers, and that means your agents have to show up differently. The best agencies don't just sell policies and move on. They check in, they build relationships, and they provide ongoing support. A client should feel like their agent is a trusted guide, not just a salesperson. Internally, the same principle applies. If your agents feel valued, they'll create better experiences for consumers. Recruiting can be difficult. In my experience, the most productive hires come from referrals, and happy agents bring in other high-quality agents. If you've got a toxic team member dragging down morale, you'll lose your best people. But strong leaders make tough calls. Sometimes, that means letting go of the wrong people so the right ones can thrive. Other times, it's about the small things, such as sending handwritten birthday cards or recognizing agents who go above and beyond. Those details make a difference. 3. Use technology to support, not replace, agents. Technology can be a game changer for agents if they actually use it. A CRM system, for example, isn't just a place to store leads. It's a tool that helps agents follow up effectively, manage relationships and close more business. But here's the challenge: If your agents don't see the value, they won't use it. Leadership has to set the tone. Show them how digital tools free up their time so they can focus on what they do best: helping people. The same goes for automation. It should make agents' jobs easier, not turn the sales process into a robotic exchange. The goal is to remove administrative headaches so agents can spend more time in meaningful conversations with clients. 4. Reinforce the right mindset every day. Your agents won't naturally adopt a value-based approach just because you talk about it once. You have to reinforce it. At Senior Market Advisors, we make customer-first behaviors part of our culture. When an agent gets a glowing review, leadership doesn't just say, "Great job." They say, "This is exactly what it means to deliver customer-first service at scale." That constant reinforcement helps agents internalize the mindset and apply it to every client interaction. It's the same with training. We hammer these concepts into our salespeople because we want them to hammer them into agents. That's how we make sure they're ready for business—the kind of business that allows us all to have jobs. If your agents aren't consistently hearing about the importance of value-based service, they won't prioritize it. Make it part of your team's daily conversations. The Bigger Picture Value-based care is more than a shift in healthcare. It's a shift in how people think about their insurance, as well. Your agents must understand that they're not just selling policies. They're helping clients protect their health, finances and future. Strong leadership means making sure they have the right tools, the right training and the right mindset to succeed. When agents learn how to frame their conversations around real client concerns, they build trust and create long-term relationships. And when that happens, everybody wins. Forbes Finance Council is an invitation-only organization for executives in successful accounting, financial planning and wealth management firms. Do I qualify?
Scottish Sun
07-05-2025
- Business
- Scottish Sun
Huge UK supermarket chain is shutting ANOTHER store in just days after closing 16 locations last month alone
The chain will also be closing its popular luxury foodhalls NOT SO SUPER Huge UK supermarket chain is shutting ANOTHER store in just days after closing 16 locations last month alone A BELOVED supermarket chain is closing another one of its stores after a slew of other closures. The company previously shuttered 16 of its stores in April alone, as part of a cost-cutting strategy. Advertisement 3 Morrisons has welcomed customers for over 120 years Credit: getty 3 The chain is beloved for its low-cost, high-quality food Credit: Getty 3 Morrisons will be closing its store in Haxby Credit: Google Images Morrisons regularly goes viral for its wide range of products, including its huge Easter Bunny teddies and its low-cost branded cleaning products. However, due to financial pressures, the company will be closing its Haxbury store on May 14. Morrisons shut down 16 of its stores in April, as part of a strategy that will see the closing of 52 of its cafes, 35 of its meat and fish counters and 18 of its Market Kitchen food courts. Instead, the company is rolling out 'Tally' robots in stores which will assist shoppers in finding stock. Advertisement The supermarket has pointed the blame for its money troubles squarely at the government's decision to increase employer's National Insurance contributions. The chain also suggested that the increase in minimum wage was placing pressure on its finances. Rachel Reeves, the current Chancellor, has previously defended her economic policies by stating that they were necessary for ensuring British economic security. Ms Reeves has said that the measures will also boost the government's ability to fund Britain's public services, including the NHS. Advertisement The Government has recently won a historic trade deal with India, which will inject a staggering £5 billion into the economy. Labour's trade deal is the first agreement of this size since Brexit. How 'Morrisons 4' shoplifters unravelled £120k international smuggling ring It is hoped that the deal will help the UK weather the worst of Trump's tariffs. As costs rise, shops like Morrisons - which offer low-price groceries - have increased in popularity. Advertisement The chain allows shoppers' voucher points to be used on milk for babies, as well as offering free Mother's Day flowers and low-cost gardenware.
Forbes
29-04-2025
- Forbes
The Wiretap: The Worrying Rise Of ‘Violence-As-A-Service'
The Wiretap is your weekly digest of cybersecurity, internet privacy and surveillance news. To get it in your inbox, subscribe here. getty As if there wasn't enough to worry about concerning children and teenagers being targeted online, this week Europol warned that youngsters are being recruited by organized criminal groups to carry out 'violence-as-a-service' According to the agency, this involves ' outsourcing of violent acts to criminal service providers' by 'vulnerable young people being groomed or coerced into doing so.' Cybersecurity company Trend Micro also put out research on this front. It found that there are detailed online forums in Russia where criminals were offering to carry out physical attacks for the highest bidder. In one post, a user offered to commit 'grievous bodily harm' for $5,000. 'Torture with extortion of information' was on offer for $6,000 a day. Arson of a target's apartment was offered at $10,000. The problem has become bad enough that on Tuesday, Europol announced a taskforce to deal with the crime and published advice for parents on how to keep an eye out for signs a child is being targeted by a criminal network. Among the signs to look out for? The use of encrypted messaging apps and a surprisingly healthy cash flow. There may be benign explanations for these but if you don't know how your teen is making money, it's probably a good idea to talk to them about it. Got a tip on surveillance or cybercrime? Get me on Signal at +1 929-512-7964. getty Researchers at Israeli cybersecurity startup Oligo revealed vulnerabilities in Apple's AirPlay could be used to install malware on connected devices, Wired reports. Dubbing their attacks AirBorne, the researchers showed how they could target the software development kit (SDK) used by third-party devices to work with AirPlay so they could hijack devices like speakers or smart TVs. Apple has patched weaknesses that would've allowed attacks on its own AirPlay-enabled devices, though the company told Wired those bugs could have only been exploited if users had changed default settings. Hacks of connected devices could still be possible, however, meaning tens of millions of products may remain vulnerable. Worried about your own phone? You can disable Airplay by going to settings on your iPhone and searching for it, then turn Automatically AirPlay to 'Never.' Researchers at the University of Toronto's Citizen Lab found malware masquerading as an open source word processing and spell check app for the Uyghur language. Senior members of the World Uyghur Congress living in exile were among the targets. British retail giant Marks & Spencer has been hit by a cyberattack that's downed its online payments for five days, with a ransomware group known as Scattered Spider reportedly linked to the hack. Google put out a report on Tuesday showing how zero-day attacks (which hit previously-unknown and unpatched vulnerabilities) targeting mobile devices had gone down. Zero-day exploitation of mobile devices fell by about 50% compared to this time last year, though Google did warn that it expected to see overall zero-day attacks rise steadily over the next 12 months. That's because 'the average trendline indicates that the rate of zero-day exploitation continues to grow at a slow but steady pace,' Google's researchers wrote. TechCrunch reports on two breaches in the healthcare industry this week. One was at the largest healthcare system Yale New Haven Health, which appeared to have been hit by ransomware, potentially affecting more than 5.5 million people. The other was at insurance giant Blue Health said it had been sharing patients' private health information with Google for years because of a misconfiguration.
Forbes
28-04-2025
- Business
- Forbes
AI Is A Job Enabler, Not A Job Killer
Ruchi Kulhari is Chief Human Resources Officer of Unisys. She has over 20 years of expertise in HR strategy, implementation and metrics. getty No matter the industry, headlines have often displayed a doomsday scenario regarding AI, predicting it will replace jobs, stamp out creativity and make the human touch obsolete. Contrary to what these media headlines may say, AI is not a job killer. Instead, it has the power to transform the workforce for the better. In fact, incorporating AI alongside a skilled workforce, where attrition is low and engagement is high, enables companies to deliver better results for their businesses and serve their clients while preparing for tomorrow's dynamic challenges. AI Can Enable Faster Career Progression And Higher Satisfaction At a time when employee satisfaction is at an all-time low and two-thirds of employees are experiencing burnout, employees need help with performing tasks to keep up with the demands of today's modern workforce. This is where AI can help by taking on redundant administrative tasks or time-intensive functions such as brainstorming, note-taking, organizing files and identifying patterns in organizational processes. It is important to remember that AI was built to help humans accomplish tasks quickly, and it is up to company leaders to ensure their people know how to use the technology. Human Resources departments play a crucial role in upskilling talent and providing employees with what they need to thrive. As AI becomes more ingrained in everyday work life, companies must adapt now or risk being left behind. Building An AI-Ready Culture Currently, employees are overwhelmed by the rate of change in the business community. With technology leading many of the changes in the way people work, it is crucial that business leaders take necessary action to build up their workforce. To accomplish this, leaders must first understand how employees are currently using AI, what may slow down adoption and any concerns they may have with the technology, such as the ethical use of the technology. Through establishing this baseline understanding, leaders can then introduce tools and policies centered around AI. The next step is to invest in employee training to create a tech-enabled workforce, regardless of job titles or seniority. Through a mix of online, instructor-led and forum-based training, companies can help their employees master new skills necessary to complete their jobs. At Unisys, we do this through offering all employees base-level training and, depending on their role, advanced training. Through this approach, we are constantly evaluating how technology is changing so our employees understand how it impacts their roles. Not only does this create a culture dedicated to continuous learning, but it establishes greater trust among employees. Companies can take this one step further by providing internal platforms where employees share how they are applying what they learned from ongoing training on a daily basis. At Unisys, we host an AI Forum, where our people across both business and functional areas gather to share case studies and data on how AI is easing their daily workload and assisting in the creation of new groundbreaking solutions. Understanding When And How To Use AI AI cannot fix every business issue, and not every AI tool is the same. When deciding which AI tools to incorporate into an organization, leaders must consider the needs of their clients and employees as well as security concerns, all with the goal of ensuring that sensitive company information is not used to teach the algorithm. For example, many personnel services HR professionals provide are too important to be delegated to AI. Imagine going to HR with an important issue, like reporting a confidential conflict of interest, and instead of talking to a human, you must engage with a robot. There are times when AI is appropriate, and there are times when it is not. It is up to business leaders to ensure safeguards are in place to understand the difference. Measuring AI Integration Success Once companies decide on the right tools, they must also invest in measuring AI readiness among their employees. Luckily, many organizations already have the infrastructure in place to effectively evaluate how AI is used. Through tools like annual engagement surveys and exit interviews, leaders can receive greater insight into what is working as well as what needs improvement. AI can empower employees, but company leaders and HR professionals must ensure workers are ready to use it. With a clear strategy, organizations and workers will be better equipped to use AI and meet new, upcoming business challenges. Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
