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Forbes
2 days ago
- Business
- Forbes
Getting Noticed To Get Ahead: The Power Of Personal Presence
Stephanie Coughlan, Founder of Image Intelligence. Standing out and telling your own unique story in today's world is often challenging. With shifting work patterns, hybrid teams and the blur between online and offline interactions, I believe how we present ourselves has never been more important. The concept of personal branding has gained attention in recent years, with growing recognition of its role in shaping career growth and professional satisfaction. According to the European Research Studies Journal, "over 93% of surveyed managers said personal branding had a 'significant' or 'very significant' influence on achieving professional success." In my own experience, individuals who actively develop and communicate their personal brand can experience greater clarity in their professional direction and be perceived as more competent and confident in their roles. The Importance Of Presence And Context A strong personal brand can look different depending on the environment. Whether you work remotely and spend hours on Zoom calls, are presenting at a conference, are pitching an idea to a new client or are stepping onto a stage, your image is always speaking for you. It's conveyed through your body language, your tone of voice, the way you dress and how you show up—virtually or in person. The key is to make sure it's saying what you want it to, in a way that aligns with your values, goals and personality. If you're in a creative startup, for example, your brand might lean into energy, originality and agility. If you work in a more traditional corporate environment, it may reflect a more polished and professional image. Either way, I've found that what truly matters is authenticity, consistency and confidence. Here are a few practical details I've learned that are worth considering when it comes to showing up as your best self in professional interactions: • A professional and uncluttered Zoom background can help reinforce your credibility during virtual meetings. • A consistent photo and tone across your LinkedIn and professional bios can help others recognize and remember you. • Wardrobe details, such as tailored clothing, polished shoes and thoughtful grooming, can subtly yet powerfully enhance impressions. Why It Matters Author Alison Kluger notes in her book Brand Up 2.0 that "we are saturated with people's judgment of us. So, if we don't control our narrative and present the way we need to, we'll either be neutral or invisible." In this context, personal branding becomes a way to take ownership of how you're perceived—not through reinvention but by sharpening what's already there. During my 15 years at an iconic fashion magazine, showing up with intention—especially in terms of personal appearance—was essential and often intimidating. I realized my personal branding efforts were resonating when, at a high-profile event attended by fashion leaders and supermodels, a respected editor-in-chief complimented my look. It was a moment that confirmed I had succeeded in projecting a professional and confident image—one that felt authentic and aligned with how I wanted to be perceived. Here are a few questions you can reflect on to help determine whether you are making space to evolve your brand or letting it take shape by default: A strong online presence should mirror the same professionalism as your offline presence. Start with the basics: a clean and simple background, proper lighting and a camera positioned at eye level to maintain natural eye contact. It's important to appear clearly on-screen, with your full face visible and wearing a relaxed, approachable expression. Speak in a calm, steady manner to convey confidence and clarity. Keeping the camera on and avoiding distractions like drinking your coffee can further reinforce your professionalism. I've found that small but thoughtful details like these help ensure that digital interactions align with how you want to be perceived professionally. Visual and verbal communication play a key role in shaping first impressions. Common mistakes include misunderstanding your industry's dress code and its subtleties, wearing clothing that doesn't suit your body shape, or choosing silhouettes and colors that distract rather than support a confident presence. Overlooking the importance of grooming and hygiene can also quietly undermine the image you intend to project. To make sure your message is coming across the way you intend, both visually and verbally, focus on four key areas: appearance, interactions, grooming and hygiene, and communication. Make sure you dress in a way that suits both you and your role. A neat hairstyle, nails and well-maintained clothes all send a message that you're put-together and intentional. The way you interact with others should reflect the same level of thoughtfulness: being present and respectful and adapting your tone or approach depending on who you're speaking with. And finally, your communication—whether it's in person, over email or even on social media—should align with how you want to be perceived. When all of these elements work together, you can create a consistent, confident impression that feels authentic and professional. Final Thoughts You don't have to reinvent yourself overnight. Creating a personal presence that is authentic to you is an ongoing process, shaped by small, consistent choices over time. What matters is clarity and intention. When these are in place, the impression you leave is more likely to support your goals. Remember that whether online or in person, your presence is always speaking. Make sure it's saying what you want it to. Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?
Fast Company
01-08-2025
- Business
- Fast Company
How to lead hybrid teams of employees and independent consultants
BY Listen to this Article More info 0:00 / 6:54 After 25 years helping companies build teams, I've seen white-collar work evolve through tech booms, market crashes, and management fads. But today's shift is more foundational: hybrid teams—made up of both full-time employees and independent consultants—are becoming the new norm. That shift isn't just changing how we hire. It's redefining how we lead. This transformation isn't loud. There's no single event driving it. Instead, we're seeing the cumulative effects of digital communication, the rise of remote work, and AI accelerating the unbundling of traditional roles. Layer in economic uncertainty and a demand for agility, and you get a workplace where roles are modular, teams are fluid, and independent consultants are often at the center of mission-critical work. According to the Barton Partnership's 2024–25 Independent Consulting & Advisory in Review Report, a survey of over 8,500 independent consultants, more than half of independent consultants have been working this way for over five years. And they're not just filling gaps. Over 40% of projects covered in the report focus on strategic advisory or business transformation—core priorities, not side projects. Given the prevalence of hybrid teams, it's important managers understand how to lead them. The challenges of leading hybrid teams Hybrid teams promise flexibility and specialization. But they also create friction points. Independent consultants don't typically have access to the same tools or context as full-timers. They're rarely looped into company rituals or cultural onboarding. And because they often work across clients, they expect efficiency, not red tape. At the same time, full-time employees may not know how to integrate or collaborate effectively with project-based teammates. Who leads? Who owns decisions? What's the chain of command? If leaders don't proactively address these gaps, hybrid teams can underperform—even when every person on the team is highly capable. New rules of engagement To lead hybrid teams effectively, we need new playbooks. Below are four principles I've seen work across industries—from Fortune 500s to high-growth startups. 1. Treat consultants like partners Independent consultants may not appear on your org chart, but they're often just as vital to outcomes as your full-timers. Treat them like partners, not vendors. That means sharing strategic context, offering meaningful feedback, and giving them a seat at the (virtual) table when decisions affect their work. In one client engagement, a consultant brought in to redesign pricing models ended up shaping the entire customer segmentation strategy—because the executive team treated her as a partner, not as a temporary resource with limited ability to contribute. 2. Build clarity, not bureaucracy Independent consultants don't need training portals or team-building retreats. What they do need is clarity: What's the objective? Who makes decisions? How do we define success? For example, a global healthcare client I advised included consultants in key all-hands meetings during a transformation initiative. The move cost nothing but created buy-in, accelerated delivery, and avoided misalignment across internal and external contributors. A private equity-backed company I worked with created a one-page onboarding doc for every independent consultant engagement. It included scope, stakeholders, communication cadence, and KPIs. It wasn't fancy—but it saved hours of friction and got everyone aligned on day one. 3. Culture counts—for everyone Too often, leaders assume that culture building is just for full-time employees. But independent consultants contribute to outcomes and influence team dynamics, too. Even if they're only involved for a few months, they should understand the 'why' behind the work—what drives decisions, what behaviors are rewarded, and how the team operates. That doesn't mean inviting them to every offsite or virtual happy hour—especially when it might require unpaid time or travel. But it does mean being intentional about cultural signals. One global fintech client I worked with included independents in project kickoff rituals and team Slack channels where norms were discussed openly. Another offered every consultant a quick-start 'culture brief' with core values, communication styles, and meeting etiquette—nothing formal, just practical context to help them plug in. Small gestures like these help independent contributors feel included, aligned, and empowered to deliver—not just execute. When people understand the culture, they make better decisions faster, regardless of their employment status. For example, a global healthcare client I advised included consultants in key all-hands meetings during a transformation initiative. The move cost nothing but created buy-in, accelerated delivery, and avoided misalignment across internal and external contributors. 4. Respect the boundaries that make consulting appealing Most consultants choose independence for a reason: flexibility, autonomy, and variety. Micromanaging or overloading them with administrative burdens undermines what makes the model effective. Set expectations, provide access, and then let them deliver. One enterprise client I worked with gave consultants direct access to the systems and stakeholders they needed—no ticketing queues, no multi-step approval chains. By clearing a path and trusting their expertise, the company sped up delivery and avoided the kind of bottlenecks that often frustrate external contributors. That's what the best hybrid leaders do: they don't treat consultants like employees. They treat them like experts. The future of leadership is situational Hybrid teams aren't an experiment anymore—they're a structural change. That means leadership itself needs to evolve. Today's best leaders don't rely on static team structures or one-size-fits-all management styles. They flex. They tailor how they lead based on who's in the room (or on the Zoom call), what the mission is, and how the work gets done. Whether you're a startup founder, a team lead inside a multinational corporation, or a consultant navigating both worlds, one thing is clear: success in today's workplace requires more than staffing roles. It demands fluency across models—full-time, freelance, and everything in between. That shift might be quiet compared to other workplace trends. But it's not going away. The early-rate deadline for Fast Company's Most Innovative Companies Awards is Friday, September 5, at 11:59 p.m. PT. Apply today. ABOUT THE AUTHOR Mike Doud is Executive Vice President, North America, at The Barton Partnership, where he leads the London-based firm's strategic growth across the region. A human capital industry executive for more than two decades, he's spent his career building teams and aligning talent strategy with business results. More
Globe and Mail
14-07-2025
- Business
- Globe and Mail
Online Payroll Services Modernized by IBN Technologies
"Online Payroll Services - [USA]" IBN Technologies has launched upgraded online payroll services tailored for hybrid teams and global operations. The new solution offers secure cloud integration, real-time reporting, and automated compliance with multi-jurisdictional laborlabour laws. Serving industries from retail to healthcare, the platform enables error-free processing, reduces administrative load, and supports expansion into new markets. Miami, Florida, 14 July 2025 - In response to the growing complexity of managing hybrid and geographically dispersed workforces, IBN Technologies has unveiled a powerful upgrade to its online payroll services. The latest enhancement focuses on delivering highly adaptable, compliant, and cloud-integrated payroll solutions that cater to global businesses navigating ever-evolving employment laws and multi-region tax frameworks. With over 26 years of experience in financial process outsourcing, IBN Technologies brings a modern approach to payroll processing —one that emphasizes automation, international compatibility, and precise reporting. The enhanced online payroll solutions are tailored to serve sectors such as coordination, healthcare, retail, eCommerce, and financial services, where payroll accuracy and adherence to legal requirements are essential. The new solution integrates seamlessly with top-tier HRIS and ERP systems, ensuring secure data flow and up-to-the-minute insights. From startups to multinational firms, organizations can now manage compensation workflows with greater accuracy, visibility, and assurance. Streamline your payroll operations with expert support. Challenges that still Impact Productivity: Despite technological progress, many companies continue to encounter persistent barriers in payroll management. Familiar challenges include: Frequent changes in local, state, and international labour regulations Handling payroll across multiple countries and regional authorities Manual errors causing missed deadlines or tax penalties Disconnected systems slowing down tax submissions and payments Safeguarding confidential employee compensation data Growing administrative loads on HR and finance departments Lack of consistent payroll workflows in remote or distributed teams Why More Businesses Choose Payroll Outsourcing Outsourcing payroll to IBN Technologies brings clear, measurable benefits: Compliance Assurance – Reduce penalties with accurate, regulation-aligned processes Data Protection – Advanced security safeguards payroll and employee data Growth Support – Seamlessly scale into new markets without disruption Faster Cycles – Automation speeds up payroll and simplifies management Partnering with companies like IBN Technologies allows HR and finance teams to focus on high-impact business priorities. IBN Technologies' Online Payroll Solutions: Precision Meets Flexibility IBN Technologies' enhanced online payroll services were created to address the rising operational and compliance demands faced by modern businesses. The system automates every aspect of payroll—from onboarding and attendance tracking to compensation disbursement and tax filing—while adjusting to jurisdiction-specific regulations and legal structures. Highlighted features include: ✅ Tracking continuous updates to national, regional, and local payroll rules ✅ Calculating taxes and benefits accurately to avoid mistakes and regulatory consequences ✅ Preventing late wage disbursements and compliance-related interruptions ✅ Coordinating timely tax submissions and payments to relevant government agencies ✅ Offering employees secure, digital access to pay slips and tax documentation ✅ Reducing the increasing administrative workload on HR and accounting personnel ✅ Standardizing payroll procedures throughout multi-regional business operations Each deployment is customized to the client's structure, goals, and operating regions. IBN Technologies' payroll teams provide comprehensive guidance to ensure seamless transitions, error-free execution, and continuous legal alignment. Payroll: A Trusted Track Record of Excellence As payroll management becomes more demanding, many U.S. organizations turn to experienced partners to improve accuracy, stay aligned with labour laws, and enhance employee experience. The need for reliable calculations, timely submissions, and policy adherence makes outsourced payroll services a vital part of operational success. IBN Technologies has earned a reputation for consistency by offering adaptable system frameworks and efficient workflows that simplify onboarding and regular payroll cycles. 95% of companies that delegate payroll report fewer regulatory concerns On average, outsourcing reduces payroll expenses by 20% The firms' skilled professionals work closely with client departments to meet regulatory obligations and strict timelines—ensuring that payroll operations align with corporate priorities and contribute to sustainable success. Looking Ahead: Making Payroll a Strategic Asset Payroll is no longer a routine administrative task—it has become a foundational part of maintaining compliance, employee satisfaction, and financial clarity. As legal frameworks evolve and workforce expectations increase, businesses require more nimble, transparent payroll systems to stay competitive. IBN Technologies upgraded online payroll solutions are crafted to meet such demands. Supporting clients in the U.S., U.K., Middle East, and Asia-Pacific, they deliver: 24/7 multilingual support tailored for international teams Geography-specific legislative tracking and compliance alerts Seamless onboarding and integration from outdated systems Flexible pricing models suited to different industries and scales Whether managing a single-country team or expanding globally, IBN Technologies provides accuracy, transparency, and peace of mind—turning payroll into a powerful component of long-term growth Related Service: Outsource Bookkeeping Services: About IBN Technologies IBN Technologies LLC, an outsourcing specialist with 26 years of experience, serves clients across the United States, United Kingdom, Middle East, and India. Renowned for its expertise in RPA, Intelligent process automation includes AP Automation services like P2P, Q2C, and Record-to-Report. IBN Technologies provides solutions compliant with ISO 9001:2015, 27001:2022, CMMI-5, and GDPR standards. The company has established itself as a leading provider of IT, KPO, and BPO outsourcing services in finance and accounting, including CPAs, hedge funds, alternative investments, banking, travel, human resources, and retail industries. It offers customized solutions that drive AR efficiency and growth.
Forbes
30-06-2025
- Business
- Forbes
Digital Employees: The Invisible Workforce Of The Future
Anton Alikov, CEO and Founder, Arctic Ventures. In our rapidly evolving digital world, AI employees (also known as AI agents) are already becoming a transformative force in traditional workplaces. It is possible that in the next two or three years, digital employees will cease to be a futuristic concept and become integral members of high-performance teams in various spheres of human activity. I believe this evolution of the workforce will also create opportunities for human workers to develop new skills and take on more meaningful responsibilities that require creativity, intuition, critical thinking, off-the-shelf skills and emotional intelligence. The Microsoft 2025 "Work Trend Index Annual Report" indicates the emergence of "frontier firms" that fully integrate AI agents into their business processes, leveraging "intelligence on tap" and hybrid human-agent teams where every human employee becomes a colleague or supervisor of a digital agent. It is not yet easy to assess the market for such technologies, but the Boston Consulting Group forecasts that the AI agent market will grow by an average of 45% and reach $52.1 billion by 2030. In my own experience, the combination of digital employees and human teams can increase efficiency without seriously reducing jobs for people, and a number of both established players and startups are at work developing the technology even further. What exactly is a digital employee? A digital employee is a complex AI-based software structure designed to autonomously perform tasks that are traditionally performed by trained people. Unlike traditional rule-based bots that follow simple instructions, well-designed AI employees are able to learn and adapt to a complex environment and make decisions similar to humans. In addition to AI technologies, digital employees also use machine learning, LLMs, deep learning, robotic process automation and cognitive computing technologies to "think" and propose solutions to complex problems. This powerful combination makes it possible for them to solve a wide range of tasks that previously required the intervention of qualified people. Digital employees can analyze large amounts of data, offer solutions to problems and even make complex decisions with high speed and accuracy, avoiding human errors and providing consistent task execution. They can work 24/7 and hyperautomate entire business processes end-to-end. In my opinion, one of the most impressive aspects of digital employees is their versatility in various roles and divisions of companies. They can perform various tasks in the field of customer service, personnel and financial management, etc. This feature can make them a valuable asset in any organization, as they can be configured to support teams from different departments simultaneously. Last but not least, thanks to natural language processing (NLP), AI employees can be designed to effectively communicate with customers and company staff, including detecting context. This allows them to provide accurate and relevant answers, helping to make their interactions more natural and productive. How does a digital workforce function? As AI grows in relevance, a number of developers are striving to seamlessly integrate AI employees with their existing systems in order to increase the efficiency of their entire organization. Many modern AI platforms use low-code/no-code software and offer plug-and-play deployment options, enabling enterprises to achieve immediate benefits without as many technical obstacles. AI employees are designed to work with people, with the latter providing training, control and feedback to fine-tune processes. In my experience, this collaborative approach can significantly increase team productivity by allowing employees to focus on strategic priorities while the AI program performs routine tasks. Humans can have constant access to huge amounts of information, process it quickly and receive recommendations. This can help transform them from narrow specialists into diverse professionals with both broad and in-depth knowledge, potentially increasing their productivity. Who will be the main customer for AI employees? Based on the above analysis, a wide variety of organizations can benefit greatly from the introduction of digital workers. For example, I've observed that they are already in high demand by small businesses right now, as AI can help these companies address a variety of common problems, such as: • Difficulty finding and retaining qualified people, which can lead to a hesitancy toward training human employees • Inability to serve customers 24/7 • Challenges with scaling a business without loss of quality Many of these problems are already being solved by the introduction of digital employees, helping to turn more SMEs into strong candidates to become frontier firms. What challenges can leaders expect? Although AI employees have great potential, their implementation may still be burdened with certain difficulties, including: • Risks of security breaches and data theft • Lack of emotional intelligence in AI programs • The formation of excessive trust in digital employees, which could lead to a lack of human oversight necessary to catch incorrect AI outputs • Technical problems of integrating AI employees into legacy systems I believe overcoming these challenges will be a top priority for developers and business leaders alike in the coming years. Will digital workers be able to completely replace people? This question scares many people, but I believe the answer is no: Despite their impressive capabilities, AI employees are not able to completely replace people. Most likely, we will never see fully automated and peopleless organizations. On the contrary, I see a future in which both digital and human employees will work in tandem, using their unique strengths to achieve various synergies. As history has shown many times, new technologies can destroy jobs, but they also usually go on to create many more new jobs. Conclusion In sum, AI employees are rapidly becoming important components of many organizations. By automating routine tasks and empowering staff, digital workers are revolutionizing the way businesses operate. I encourage business leaders to look at digital employees not as AI replacements for humans but rather as a way to create powerful partnerships that can help ensure high levels of productivity, innovation and job satisfaction. Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?
Fast Company
16-06-2025
- Health
- Fast Company
5 signals that make you instantly more trustworthy at work
Believe it or not, first impressions are biological. When meeting someone for the first time, well before your résumé or title is considered, your brain and body are sending and receiving subtle signals that influence trust. In today's workplaces, where hybrid teams and digital interactions dominate, those signals matter more than ever. The good news is that you can learn to send them more intentionally. In my work developing Leadership Biodynamics, a biology of behavior approach to executive presence, I help leaders become more aware of how trust and connection are built at the behavioral level. The signals that trigger trust are not abstract: they're cues the human brain is wired to read quickly and deeply, because in evolutionary terms, deciding whether someone was safe to approach was once a matter of survival. That's still true in the modern workplace. Whether you're onboarding to a new team, pitching an idea to executives, or building rapport with clients, the signals you send, especially those of warmth, create the foundation for influence. Here are five warmth signals, rooted in behavioral science, that can make you instantly more trustworthy at work. 1. Listen With Full Attention In any conversation, your body gives away whether you are truly listening. Direct eye contact, open posture, leaning slightly forward, and subtle nods all signal active attention. These cues calm the other person's limbic system, reducing social threat and increasing openness. Research on neuroception, the brain's unconscious scanning for cues of safety, shows that listening behaviors have an outsized impact on trust. When someone perceives you as fully present, they are more likely to see you as trustworthy. 2. Acknowledge and Validate Others Warmth is not just about being friendly. It's about making others feel seen and valued. Small behaviors, such as verbally acknowledging good work, validating concerns, or thanking colleagues meaningfully, send powerful signals. In Leadership Biodynamics, I teach that validation is a key biological mechanism of social bonding. When you acknowledge another's contribution, you activate neural circuits linked to oxytocin release. This reinforces affiliation and trust. 3. Focus On Others In Conversation It's easy to let a conversation drift back to your own experiences or ideas. However, warmth signals are amplified when you keep the focus on the other person. Ask questions. Draw them out. Let them shine. Behavioral science research supports this. Studies show that people rate conversations more positively when the other person shows genuine interest and curiosity about them. This behavior is linked to increased perceptions of trustworthiness and likability. 4. Be Approachable and Easy To Relate To Approachability is a behavioral signal with deep biological roots. From a neuroscience perspective, a smiling face, relaxed tone of voice, and nonthreatening posture lower others' cortisol responses and increase approach behaviors. Even small shifts in physical demeanor can change how others regulate their own behavior in response to you. Warmth cues such as smiling when greeting colleagues or using humor appropriately make you easier to approach. As a result, you are more trusted. 5. Show Thoughtfulness In Small Actions Trust is cumulative. Seemingly minor actions, like following up after a conversation, remembering a colleague's birthday, or offering help without being asked, signal consistency and care over time. Behavioral scientists have shown that such acts trigger reciprocal altruism mechanisms in the brain. This strengthens relational bonds. In leadership terms, they contribute to what I call a positive relational 'microclimate,' a state in which trust, loyalty, and collaboration flourish. Why These Signals Matter Now In hybrid workplaces, where informal trust-building moments are fewer, warmth signals become even more important. They help compensate for the missing relational glue that office proximity once provided. The latest research on team trust and psychological safety confirms this. Teams that build trust quickly perform better, especially under uncertainty. Warmth signals are often the fastest path to that trust. It is not status or credentials, but behavioral cues that others can feel in the moment. Trust is not built by charisma. It is built by signals your biology already knows how to send. The opportunity is to send them more intentionally. The bottom line is this: if you want to become more trustworthy at work, start small. Tune your warmth signals. Listen fully, validate openly, focus on others, be approachable, and act thoughtfully. In the biology of behavior, these are the cues that connect. And connection is what drives trust and influence.
