Essential Reading! Get my 2nd book: The Lost Art of Closing “In The Lost Art of Closing, Anthony proves that the final commitment can actually be one of the easiest parts of the sales process—if you’ve set it up properly with other commitments that have to happen long before the close. The key is to lead customers through a series of necessary steps designed to prevent a purchase stall.” Buy Now Your audition to become our dream client’s partner begins at the first contact. The first phone call you make is the beginning of your audition. The first email you send is also the beginning of your audition, even if it’s something you cut and paste from a template. This first contact is when the process of evaluating you as a potential partner begins. How does the first contact establish you as the right person to hire?You are auditioning for your part when you sign in at the front desk for your first visit. How you treat the people you come in contact with, how you look, and how you carry yourself matters. Are you the kind of person that your dream client wants to do business with? Are you crisp and professional? How do you carry yourself? Are you confident? These evaluations have already begun, even though you haven’t yet said a word.The way you engage with your dream client is part of your audition. The first few seconds is your first impression. Are you smiling? The way you set up your sales call and the agenda for the call defines you as a professional—or it defines you as something less than that. It’s part of your audition. The questions you ask and the stories you tell are all part of your audition. Do you sound like the right person? Are your questions the right questions? Do your questions prove you have the chops?Every new contact is a new audition. There is likely more than one person involved in deciding whether to hire you. You are auditioning for all of them, all the time. The process continues, regardless of whether you believe that you have already passed the audition.The audition for your dream client begins at first contact and continues through all the interactions up to their decision.
Former England striker Gary Lineker believes that the current national football team lacks the mental strength to overcome difficult situations which could have reulted from a dearth of success. (Roy Hodgson quits as coach after England’s embarrassing Euro exit)England were knocked out of Euro 2016 after losing 1-2 to Iceland – the lowest ranked team in the competition – in the pre-quarterfinals. They also had average outings in the group stage where they drew 1-1 against Russia before beating Wales 2-1 and then finally settling for a goalless stalemate against Slovakia. (Full Euro 2016 Coverage)England are yet to win a major trophy since 1966, when they had won the World Cup.”There’s a degree of a lack of mental strength which maybe comes from a lack of success in recent tournaments and the pressure that comes on the England team,” Lineker was quoted as saying by the BBC on Wednesday.There is a popular perception that England players falter at major tournaments due to the relentless pressure of expectations from the public and media back home. But Linekar pointed out that top teams like Italy, Germany and Spain operate under the same kind of pressure.”But don’t you think for one minute that there is more pressure on the England team than there is on the Spanish team, the German team, the Italian team. The expectancy in those countries is higher than it is in our country. We tend to be quite realistic because we’re quite used to failure,” the 55-year-old said.advertisementLineker felt that the England team had no Plan B to fall upon when they conceded a one-goal deficit against Iceland.”Perhaps we’re not quite used to it on this scale. I’m sure once it started to go wrong and they got behind, you could sense nobody seemed to know what to do. There was no real game plan, no plan B,” the former Barcelona star remarked.”I always thought this tournament was a bit early for this lot because they’re very young and a bit inexperienced. Hopefully this doesn’t damage them too much mentally and they’ll turn it around in the future because we have got some good young players coming through.”The former Leicester City forward added that like films England now need a good director who can steer them.”They need to know on the pitch exactly what their jobs are, what they’re supposed to do in certain circumstances and I’m not sure that was the case. It’s like an actor. An actor can be as good as he likes but he still needs a really good director,” he said.
United States v Costa Rica USA upset shows why Keylor Navas is the biggest X-factor in CONCACAF Thomas Floyd @thomasfloyd10 Last updated 1 year ago 12:46 9/2/17 FacebookTwitterRedditcopy Comments(2) Mike Lawrie United States v Costa Rica WC Qualification CONCACAF Costa Rica Real Madrid United States Opinion The Real Madrid goalkeeper again rose to the occasion as Costa Rica earned a historic 2-0 win over the U.S. national team in World Cup qualifying HARRISON, N.J. — Over the past 14 months, the U.S. national team and Costa Rica have met four times: Two World Cup qualifiers, a Copa America Centenario group stage clash and a CONCACAF Gold Cup semifinal.Backup goalkeeper Patrick Pemberton started two of those matches for the Ticos. The goal differential? A whopping 6-0 in favor of the U.S.Real Madrid star Keylor Navas got the nod for the other two — a pair of Costa Rica wins by, you guessed it, a combined 6-0 margin. Article continues below Editors’ Picks Brazil, beware! Messi and Argentina out for revenge after Copa controversy Best player in MLS? Zlatan wasn’t even the best player in LA! ‘I’m getting better’ – Can Man Utd flop Fred save his Old Trafford career? Why Barcelona god Messi will never be worshipped in the same way in Argentina That’s not a coincidence.As Costa Rica earned a 2-0 triumph Friday, marking its first World Cup qualifying win on American soil since 1985, Navas made it clear: He’s the most influential X-factor CONCACAF has to offer.Sure, the U.S. boasts the electrifying quality of 18-year-old Christian Pulisic. Mexico striker Javier “Chicharito” Hernandez has shown he can poach goals with the best of them. But no player transforms a team quite like Navas.While U.S. goalkeeper Tim Howard — a proven game-changer in his own right — conceded a Marco Urena brace on Costa Rica’s only two shots on goal, Navas rose to the occasion at the other end.”He made some big saves tonight,” U.S. striker Jozy Altidore said. “He’s a top goalie. He made some big plays. We’re used to that with Tim bailing us out with some big saves, but unfortunately you can’t always have that luck.”What a kick save. #USAvCRC pic.twitter.com/Rmjx8Va1Q5— ESPN FC (@ESPNFC) September 2, 2017Navas’ first save of the night didn’t come until the 67th minute, but it was worth the wait. As Pulisic’s effort took a healthy deflection off Cristian Gamboa, Navas used a sprawling arm and foot to somehow intervene. Like many a stunning stop, it was a play that saw technique eschewed in favor of instinct and improvisation.Arena alluded to Navas’ heroics on a day Howard couldn’t follow suit, noting that the U.S. “didn’t come up with any big saves” while listing off the Americans’ shortcomings at Red Bull Arena. Although center backs Tim Ream and Geoff Cameron drew criticism for their leisurely spacing in the buildup to Urena’s 30th-minute opener, Arena wasn’t overly impressed by the final touch either.”It didn’t look like he got much on the shot,” Arena said. “Tim [Howard] perhaps lost his angle in the goal a little bit, and he was able to roll it in.”That, it turned out, was the difference on the night. With Navas in goal, Costa Rica could afford to suffocate the U.S. attack in a 5-4-1 formation and lean on their captain to step up when called upon.”When you play a big game against a good team — especially the way they’re set up — if they get the first goal, you know it’s going to take a big effort to get back in the game,” U.S. captain Michael Bradley said.Indeed, the prospect of besting Navas is a daunting one. He may be underappreciated at Madrid, where rumors of a high-profile replacement perpetually linger, but this is a player capable of heaving a team on his back. We learned that three years ago, of course, as he steered Costa Rica to the World Cup quarterfinals.The Ticos, at 4-1-2 in the final stage of qualifying, find themselves closing in on the showpiece event once more. After sitting out each of Costa Rica’s past three summer tournaments — the 2015 and ’17 Gold Cups and 2016 Copa America — Navas surely will be between the posts come next summer in Russia.At that point, the world will remember what the U.S. and CONCACAF never forgot: With Navas in goal, Costa Rica is a team no one wants to face.
Arsenal v Manchester City He hasn’t raised the bar – Wenger plays down Guardiola success Dejan Kalinic 10:24 2/24/18 FacebookTwitterRedditcopy Comments(0) Getty Images Arsenal v Manchester City League Cup Arsène Wenger Guardiola Manchester City Arsenal The Arsenal manager insisted that the Man City boss had not taken the managerial profession to a new level Arsenal manager Arsene Wenger dismissed suggestions Pep Guardiola has raised the bar in football over the past decade.Guardiola’s Manchester City are on track to win the Premier League and face Wenger’s men in the Carabao Cup final Sunday.The Spaniard has enjoyed plenty of success with the likes of Barcelona and Bayern Munich during his coaching career, including winning two Champions League titles. Article continues below Editors’ Picks Lyon treble & England heartbreak: The full story behind Lucy Bronze’s dramatic 2019 Liverpool v Man City is now the league’s biggest rivalry and the bitterness is growing Megan Rapinoe: Born & brilliant in the U.S.A. A Liverpool legend in the making: Behind Virgil van Dijk’s remarkable rise to world’s best player However, asked if Guardiola had raised the bar, Wenger played down the 47-year-old’s impact.”No, because you look at Barcelona and they are still the best team in Europe,” he told UK newspapers.”You have to accept that the modern game has changed with the recruitment of the best players in a short number of clubs.”We, as managers, can maybe impart our philosophy but this game belongs to the players because the importance of the players has become bigger than ever before.”Arsenal have won trophies in each of the past four seasons, claiming the FA Cup (2014, 2015 and 2017) and Community Shield (2014 and 2015).Wenger believes his team’s history counts for something heading into the decider against City at Wembley.”When you come through such a long way, you go to the final, you don’t want to lose it,” he said.”You want to win it. At the end of the day, you have to be cool. Because Manchester City is dominating the league in the head of everybody and so maybe we are more underdogs than in the FA Cup semi-final [last season, which Arsenal won 2-1].”We are maybe underdogs but we have to believe in our quality. The history, the fact we have done it before, shows why not do it again?”
Slopestyle Mountain Bike Champion Emil Johansson Talks Tricks, Staying Fit, and More NASCAR Driver Brad Keselowski on Crashing, Winning, and Creating a Legacy The Best Documentaries on Netflix Right Now Editors’ Recommendations Paulo MacedoRemember Ryan Sheckler?The scrawny, feather-haired 13-year-old that took the skateboarding world by storm when he crushed it at the 2003 X-Games (he became the youngest X-Games Gold medalist in history).Your recent memory might instead summon images of his MTV reality series, Life of Ryan… or a stint of bad boy drugscapades broadcasted over social media. But hey, Ryan is the first to acknowledge his past growing up in the limelight.Today, the 27-year-old is still working as a professional skater, running his own Red Bull skate competition, Hart Lines, and enjoying the perks of being happier and healthier than ever before.The Manual sat down to chat Hart Lines, favorite skate brands, and go-to style staples with the iconic skater boy-turned-man… plus the changes that turned his life around.The Manual: Hey, man! Tell us about what you’ve been up to.Ryan Sheckler: All my energy has been in training, skating, and preparing for the Red Bull Hart Lines competition in Detroit.What makes Hart Lines different from other skate competitions?It’s 100-percent street style with a never go back mindset. There was never a competition that judged the skater on a-to-b finish, and with Hart Lines once you start you can’t just go back if you mess up a trick. My goal has always been to finish the run I start. So in Hart Lines you get a one-minute run where you have to put together 10 tricks.In its third year, why do you think the event has become so popular with the best skaters in the world? (World No.1 skater Nyjah Huston defended his title at the event in early May)It shows the fun and camaraderie of skateboarding, and gives back the sport to the people doing it. It’s a reminder of why we started; that skateboarding is freedom. I wanted an event where there’s no stress from politics or sponsors.I hear you missed last year’s because a nasty injury?I had a bad knee, then tore my ACL and meniscus, and have been rehabbing like a beast. I’m in better shape than I’ve ever been; mentally and physically.So this year you’re back! (Ryan took 6th at the event held in early May) Do you ever look back over your career and think about how much you’ve changed?I went through the ring-around of being in the public eye, and at some point that became a hindrance. I started losing my work ethic. Everything was given to me. I forgot what it was like to work for a new trick, set a goal, and work toward it. I also found God.What would you tell middle-aged skaters who want to quit their 9-5 office job and pursue their passion?I would tell them to do it, and to live one day at a time.Red Bull Hart Lines Competition, Skater Ryan TaylorWhat are your top three favorite skate brands right now?Psockadelic— their motto is, “Skate socks for skateboarders who skate wearing skate socks.” Also Red Bull, of course. They’re putting on Hart Lines but even if they weren’t I’d call them out. As a company, they do so much for so many sports, from competitive dodgeball to cliff diving, you name it. And lastly, Independent Truck Company… ahh, good old Indie.Hart Lines has been in Detroit since its inception. What’s your favorite place to eat while you’re out there?Louie’s Downtown. And there are a dozen more. Honestly, I love Detroit and the city loves when Hart Lines comes to town. We get 70-year-old grandmas and 6-year-olds alike coming out to watch the contest.What is your go-to style or classic look?Plain white t-shirt, Oakley makes nice workout tees with only a small logo… I hate big logos… some plain pants or shorts, and a John Varvatos jacket. And I’ll keep the colors to black, grey, white, and maybe blue or red; the classics. World-Class Runner Caryn Lubetsky Didn’t Run Her First Marathon Until She Was 40 Zach Klein Is the Reason We’re All Obsessed with Cabin Porn
Income assistance clients in Nova Scotia who rely on a guide dog will receive more money to help meet the care needs of their trusted companions. Effective May 1, the provincial guide dog allowance for income assistance clients will go up, from $60 per month to $90. The allowance will also include an extra $300 per year to cover routine veterinary exams and care. “Guide dogs provide a valuable service to our visually impaired clients,” said Community Services Minister Denise Peterson-Rafuse. “This increase will ensure our clients are better able to meet the needs of their service animals so that they can safely and properly perform their duties.” Nova Scotia’s new guide dog allowance will be one of the highest in Canada. Working guide dogs require quality food, monthly grooming, regular flea and heart worm treatments, yearly checkups, vaccinations and other occasional needs. Because guide dogs regularly visit public places, handlers have an obligation to insure that their service animals maintain the highest possible standards with respect to grooming and medical care. The department reviewed the current rates, consulted with the Canadian National Institute for the Blind (CNIB) and decided that an increase was needed to help clients meet the care needs of their guide dogs. “CNIB applauds the province of Nova Scotia for increasing the assistance provided to individuals who rely on guide dogs,” said Lui Greco, CNIB’s Atlantic Canada government relations director. “This change in the level of support available to clients of the Department of Community Services will be better able to ensure their service animals receive appropriate grooming and medical attention.” CNIB receives yearly grant funding from the Department of Community Services. In 2011-12, more than $500,000 was provided to support programs and services that benefit people who are visually impaired across the province.
Sheryl Crow recently performed an intimate concert in her barn in Nashville as part of the MusiCares House Concert Series.Among the stars who attended the show on October 30 were Peter Frampton, Jewel, and songwriter Marc Beeson Other guests included A&R executive Tracy Gershon, Academy of Country Music CEO Pete Fisher, and Recording Academy and MusiCares President/CEO Neil Portnow.“We’ve had two people that work for me, that if it weren’t for MusiCares, wouldn’t be here,” said Peter Frampton. “It’s very near to my heart. They’ve been so incredible. You give back where you can. It’s amazing what they can do.”“Sheryl’s been a great friend to the Academy for many years,” Portnow told Billboard. “As MusiCares has evolved and developed more and more artists learned about us, loved the mission and found ways to participate. … Sheryl is very aware what the organization does and now that we’ve embarked on this program we call ‘House Concerts,’ it’s an opportunity for artists to participate in a new and different way. What Sheryl is doing is a little out of the ordinary in a good way because she’s opened up her home for us and hosted this event right here.”
TORONTO – Starbucks is closing about 1,100 Canadian locations for anti-bias training Monday afternoon in a bid to make its stores more inclusive after the April arrest of two black men at one of its Philadelphia locations.The four-hour training sessions that begin at 3 p.m. involve sharing experiences, listening to experts, reflecting on the realities of bias in society and talking about how employees can create public spaces where everyone feels like they belong.In a media sneak peek of the training, the Seattle-based company said the sessions will begin with a video message from Starbucks Canada president Michael Conway, where he notes that the exercises were triggered by a “very regretful event.” The April incident in Philadelphia — in which two men were arrested after a Starbucks employee called the police on them — prompted the company to close its 8,000 U.S. locations for training last month.“You may think this does not relate to us in Canada, but it does,” Conway said in the video. “The world is changing and we are not immune to the complexities or biases and neither are our customers or our communities.”Conway said Starbucks locations grapple with issues around homelessness, language barriers and “Canadians that simply appear very different from one of us,” but he believes the training will “only strengthen our resolve to make sure every customer feels welcome every time.”Following his introduction, employees will break into groups of between three and five people to go through a 68-page book of exercises.The materials ask employees to discuss the first time they noticed their “racial identity,” “had a friend of a different race who regularly visited your home,” “felt distracted at work because of external events related to race,” and “went to work with your natural hair without comments or questions from others.”The booklet references biases that negatively impact African American customers, but also asks broad questions around inclusion and diversity. It does not include direct references to issues faced by customers and employees of other races, of Indigenous backgrounds or those identifying as LGBTQ or having a disability.The workbook is supplemented with videos from Starbucks executives, including board members and founder Howard Schultz, rapper and diversity advocate Common and inclusion experts.Tomee Elizabeth Sojourner-Campbell, a Toronto-based consultant focusing on human rights compliance, diversity and inclusion, reviewed the materials Starbucks provides its stores with and said she thought it should be more tailored to Canada because the country has its own history of anti-black racism and challenges faced by stores are not uniform throughout the country.She also wanted to see more acknowledgment of not only race, but issues around appearance, perceptions around mobility and ability to pay for goods.“I would have expected them to actually address issues related to consumer racial profiling,” said Sojourner-Campbell, noting that the term is not even included in the glossary or list of themes the workbooks have, but was at the heart of the incident in Philadelphia.“That seems very odd to me… I think they could have directly responded to it with a series of scenarios about what to do if there is consumer racial profiling. Bias training only gets people to point A, understanding that they have some semblance of a bias.”She chalked Starbucks’ training up as a “public relations response,” but said it is a good way for the company to take stock of what it happening in its stores.“Do I think four hours and this commitment will prevent a future complaint about consumer racial profiling? It is unlikely,” she said. “The complaints are not driven by the intent of the business or the employee, but the experience of the individual.”She said she expected that the training would create “the Starbucks effect,” where other companies assess how they can be more inclusive and consider measures like Starbucks.In the wake of the Philadelphia incident, Starbucks said it is providing all locations with lists of ways they can access mental health, substance abuse and housing services and committing to ongoing education and development for staff.It also promised to tackle the circumstances that led to the training.“Whether a person makes a purchase or not, they are welcome in our spaces,” said chief operating officer Roz Brewer in training videos.“This includes the use of restrooms, cafes and patios — regardless of whether a person makes a purchase, they would be considered a customer.”Customers outside one of the coffee chain’s locations on Spring Garden Road, the largest downtown shopping street in Halifax, praised inclusion training, but said they were disappointed that it is necessary, given how progressive society has become.“Companies are seeing consequences because they’re losing customers, but it shouldn’t take that. Money shouldn’t be the motivator for people to have respect for one another,” said Matthew Williams, 26. “People just feel they can be racist and freely racist…There needs to be consequences to being racist.”Over in Victoria, B.C., Starbucks customer Pamela Manhas said she couldn’t help but feel an anti-bias session held over one afternoon will not accomplish much for employees and appears more of a company “PR stunt,” but said “if they are making an honest effort I can’t fault them for doing that.”With files from Michael Tutton in Halifax and Dirk Meissener in Victoria.
Kiev: President-elect Volodymyr Zelensky dismissed an offer by Vladimir Putin to provide passports to Ukrainians, and pledged instead to grant citizenship to Russians who “suffer” under the Kremlin’s rule. The Russian president on Saturday said Moscow was considering plans to make it easier for all Ukrainians to obtain Russian citizenship, after it earlier moved to grant passports in the country’s separatist east. Kiev has been fighting Moscow-backed rebels in eastern Ukraine since 2014 in a war that has killed 13,000. Zelensky, a comedian who won Ukraine’s presidential election last week, responded to Putin’s offer by releasing a statement on Facebook late on Saturday. Also Read – Saudi Crown Prince Salman ‘snubbed’ Pak PM Imran, recalled his private jet from US: Report”We know perfectly well what a Russian passport provides,” he said, listing “the right to be arrested for a peaceful protest” and “the right not to have free and competitive elections.” He pledged instead to “give citizenship to representatives of all nations that suffer from authoritarian and corrupt regimes. “But first and foremost to the Russian people who suffer most of all”. He said that one of the differences between Ukraine and Russia is that “we Ukrainians have freedom of speech, freedom of the media and the internet in our country.” Also Read – Iraq military admits ‘excessive force’ used in deadly protestsA political novice, Zelensky has pledged to “reboot” peace talks with the separatists that also involve Russia and the West. Putin has not congratulated Zelensky on his election, but said he is ready to talk with a new Ukrainian leadership and wants to “understand” the actor’s position on the conflict. In his Facebook post, Zelensky warned Russia not to talk with Ukraine “in the language of threats or military or economic pressure.” He previously called for more international sanctions against Moscow in response to Russia providing citizenship to residents of Ukraine’s separatist east. The EU also condemned Moscow’s passport scheme, calling it a fresh assault on Ukraine’s sovereignty and saying Russia sought to “destabilise” Ukraine after its presidential election. Putin’s decree last week allows people living in Ukraine’s unrecognised Donetsk and Lugansk breakaway republics to receive a Russian passport within three months of applying for one.
CALGARY — The British Columbia director for a First Nations consortium planning to buy a majority stake in the Trans Mountain pipeline says the emergence of a rival Alberta Indigenous bidder raises concerns about weakening his group’s all-inclusive bid.But Shane Gottfriedson of Project Reconciliation says he welcomes the interest and competition from Iron Coalition, an Alberta-based organization co-chaired by Chief Tony Alexis of Alexis Nakota Sioux Nation, which is to announce details of its intended bid today.Iron Coalition says it is the only Alberta group mandated by the Assembly of Treaty Chiefs to pursue the stake and is inviting all First Nations and Metis communities in the province to join in.Gottfriedson, a former chief of the Tk’Emlups te Secwepemc First Nation and a former B.C. regional chief for the Assembly of First Nations, says Project Reconciliation’s business model is more “inclusive” because it wants to enlist Indigenous groups from B.C., Alberta and Saskatchewan in its $6.8-billion bid for a 51 per cent stake in the pipeline project.Finance Minister Bill Morneau has said the federal government won’t negotiate the sale of the pipeline it bought for $4.5 billion last summer until after construction of its proposed expansion is “de-risked,” without saying what that means. The CBC reported he met with Iron Coalition in March.The government is to make a final decision on whether the delayed expansion can proceed by June 18.“For me, it’s good for them (Iron Coalition). I think we knew going in it would be a competitive field to be involved in,” said Gottfriedson.“At the end of the day, the No. 1 goal is to get the product to the market.”The Canadian Press
Tamil Nadu fishermen have accused the Sri Lanka Navy of damaging seven of their boats.The Press Trust of India reported that seven boats of Tamil Nadu fishermen were damaged allegedly by Sri Lankan naval personnel off Nedhunthivu in the island nation. Fisheries Department officials in Tamil Nadu said that the Naval personnel also damaged their nets, warned them against fishing in their territorial waters and chased them away.About 2,148 fishermen from this hamlet had put out to sea in 537 boats last night. (Colombo Gazette)
The numbers who are still living at home have increased by more than a third in ten years. The insurer added that high house prices were to blame. During this period the price of the average first home has risen from £146,000 to £211,000, while wages have stagnated. The research suggests that many young people are simply waiting for their parents’ home to become theirs. One in five said that the only way they would ever own a home is by inheriting one.The figures also show a gender imbalance. More men than women remained stuck at home into their 20s and 30s, with men accounting for 835,000 of the 1.23m “boomerang kids”. “We see it particularly in really expensive areas, where people can’t even afford to rent any more.”If you’re starting a family and working you expect that you will have your own space, but there’s a growing number of people who are finding themselves in compromised living situations,” he said. Dr Oliver Robinson, a senior lecturer in psychology at Greenwich University and author of Development Through Adulthood, said that men were unable to deal with the demands of living independently. The trend for men to leave home later than women is a shift which occurred in the early 1970s when cohabitation became more acceptable and young people were single for longer. “You move out of the parental home and you’re expected to be fully self-sufficient. I think that men are still less good at being fully rounded human beings,” he said. In practice, he added, this meant feeling unable to cope with basic household chores independently. Women are “better suited to modern life,” added Dr Robinson, while men have been stuck at home as a side-effect of women’s emancipation, which means they can no longer expect to have a partner to deal with domestic chores. Want the best of The Telegraph direct to your email and WhatsApp? Sign up to our free twice-daily Front Page newsletter and new audio briefings. Lindsey Rix, of Aviva, said: “The challenges of getting on the property ladder are well publicised, but it’s startling to see that one in three adults who live with parents expect never to own a property and further fifth believe the only way they will own a home is by inheriting one.” A “boomerang generation” of young people have been forced to return to their parents’ homes. High house prices, poor wages and the burden of student debt have left hundreds of thousands of millennials in an adolescent limbo well into their thirties. And figures suggest that many of them expect to stay there forever. A new analysis of ONS figures suggests that almost 100,000 millennials who live with their parents think they will never move out.The “failure to launch” phenomenon means more than a million young adults are still in their childhood bedrooms – and many of them see their parents’ home as their best chance of owning property.If the trend continues, another half a million will be living with their parents in the next decade. Analysis of ONS data by insurance company Aviva suggested that the number of young people aged between 25 and 34 who still live at home has grown to 1.23 million. A survey by the insurer found that 8 per cent of them say they see no prospect of ever leaving – meaning 98,400 young adults expect to live with their parents forever. Dan Wilson-Craw, of campaign group Generation Rent, said many young people had given up on both the housing market and the rental market because prices were too high, leading to households with several generations under one roof.
WhatsApp Luke Harper Returns To WWE Live Google+ 6/6 WWE Results: Salt Lake City, Utah* Neville def. Heath Slater.* R-Truth def. Stardust.* The Lucha Dragons def. Luke Harper & Erick Rowan and Los Matadores in a triple threat tag team elimination match.* Dean Ambrose def. Kane.* Summer Rae def. Emma.* Sheamus def. Dolph Ziggler.* Roman Reigns def. Big Show in a Street Fight match.Source: The Wrestling Observer/Figure Four OnlineRecommended videosPowered by AnyClipWWE Lists The Shields Top 10 WinsVideo Player is loading.Play VideoPauseUnmuteDuration 0:30/Current Time 0:04Loaded: 100.00%0:04Remaining Time -0:26 FullscreenUp NextThis is a modal window.Beginning of dialog window. Escape will cancel and close the window.TextColorWhiteBlackRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentBackgroundColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyOpaqueSemi-TransparentTransparentWindowColorBlackWhiteRedGreenBlueYellowMagentaCyanTransparencyTransparentSemi-TransparentOpaqueFont Size50%75%100%125%150%175%200%300%400%Text Edge StyleNoneRaisedDepressedUniformDropshadowFont FamilyProportional Sans-SerifMonospace Sans-SerifProportional SerifMonospace SerifCasualScriptSmall CapsReset restore all settings to the default valuesDoneClose Modal DialogEnd of dialog window.Replay the list Now Playing Up Next Now Playing Up Next WWE Lists The Shields Top 10 Wins Videos Articles Now Playing Up Next Adam Martin RELATED ARTICLESMORE FROM AUTHOR Videos Articles Now Playing Up Next Ronda Rousey Pinterest Netflix and WWE Studios announce The Big Show is getting his own comedy series Seth Rollins Cesaro Hopeful WWE Will Reunite The Bar Videos Articles Roman Reigns Is Back, But Not Fighting For Belts Facebook Twitter Roman Reigns Has Leukemia Now Playing Up Next Shawn Michaels SPOILERS: 6/6 Impact TV taping results from New York City to air on Pursuit and Twitch NXT Highlights: Mia Yim vs. Bianca Belair, Keith Lee vs. Kona Reeves, Damian Priest coming)
Need to knowNew legislation on the horizon could increase pay bills in certain sectors.Changes to salary sacrifice arrangements could also impact the benefits mix.Reward professionals need to communicate with employees, the wider business and government. This year will see a raft of pay and benefits-related initiatives come into force or appear on the horizon, from the rise in the national living wage to the introduction of gender pay reporting, and the increase in auto-enrolment contributions due to take place in 2018. Against a broader backdrop of Brexit and the changes outlined in the Autumn Statement surrounding certain salary sacrifice arrangements, the pressure is on those working in pay and reward roles to make the numbers stack up without damaging employee retention or engagement.Jeff Fox, head of strategic benefit consulting at Aon Employee Benefits, says: “Last year, we saw an unprecedented set of circumstances that created major headwinds for those in organisations who look after reward, which would include pay, benefits and anything to do with strategy.“Gender pay is going to be a big issue; if the information doesn’t cast things in the right light [employers] will have to make some fairly significant pay decisions, which could cause some challenges.”Employers will need to think of a sustainable way of dealing with the costs related to upcoming legislative changes, says Jack Curzon, head of scheme design at Thomsons Online Benefits. “While, in isolation, the legislation may seem like a small cost, when you add them all up throughout a year they do increase businesses’ costs,” he adds.However, different issues will impact on organisations in different ways, says Duncan Brown, head of HR consultancy at the Institute for Employment Studies. “The living wage has been very specific in terms of the sectors that are affected, and it’s largely social care and childcare where organisations have faced increased costs,” he says.“Auto-enrolment is an additional cost, and I have seen some employers not give pay awards to help fund that, but over the entire labour market they’re recognising they’re facing a risk of higher turnover so it ends up costing them more money. The evidence is that employers at the moment have been able to absorb these additional costs, either by taking lower margins or increasing prices.”National living wageA report by Incomes Data Research (IDR) on behalf of the Low Pay Commission into the impact of the national living wage, published in October 2016, found that more than half of employers (55%) had not attempted to offset the additional costs, although 85% of those in the social care and housing sectors, and 71% of those in childcare had at least considered this (see graph). The most common tool under review is to alter grading structures (13% of all respondents) or to introduce age-related pay for those aged under 25 (9%).One response could be to reduce headcount, particularly in sectors such as care, says Alison Garrow, senior associate at employment law firm Doyle Clayton. “The irony is that these higher minimum rates of pay, designed to improve benefits for employees, could result in job losses in some sectors where the organisations involved cannot afford the increased rates,” she adds.Impact on benefits strategyThere is little evidence so far that benefits are being directly impacted, although 3% of respondents to the IDR research said they had, or were, considering reducing non-pay benefits, rising to 18% in the childcare sector, where it was the most common response. However, there is evidence that some high-street retailers have cut back on perks such as paid breaks, discounted staff rates or pay premiums for weekend or evening shifts, says Charles Cotton, performance and reward adviser at the Chartered Institute of Personnel and Development (CIPD).“But employees in the retail and hospitality sector do value these things, so it could be that they are shooting themselves in the foot,” he adds.Organisations should instead focus on making employees more productive, looking at how jobs are designed, for instance.Some organisations are going out of their way to avoid cutting back on benefits. John Letizia, head of public affairs at Unum, says: “In the last few years, there has been some evidence where [employers] have not awarded significant pay rises to their employees but have increased the level of benefit provision, for example by adding new benefits to the package such as group income protection.”Despite this, there are signs that benefits packages may be reviewed to help generate savings. “Some [organisations] may take things away or change something dramatically to make an initial saving but most [employers] are actually looking to make benefits more sustainable in the future,” says Curzon. “It might be a subtle design change to make sure that they control PMI [private medical insurance] premiums, so they’ll know that it won’t be possible for them to go up by more than 15% next year.”Alongside this, organisations may look to bring in particular initiatives, such as workplace health in general, introducing low-cost benefits such as free fruit in the workplace to help prevent employees from becoming ill in the first place.The uncertainty over the long-term future of salary sacrifice arrangements also means businesses are moving away from the concept of offering certain benefits purely for tax reasons. “The conversations that we’re having with [employers] is to effectively question whether they should be basing their benefits strategy on tax savings, when those may be gone in 10 years,” says Curzon. “In 20 years, there might be no salary sacrifice [efficiencies] or tax savings at all, so, to futureproof their strategy, [organisations] need to realise that they can’t base the principles of their benefits on that.”In practical terms, this means organisations are already making changes to some salary sacrifice arrangements, says Fox. “We’re certainly seeing a cutback on arrangements where employers would share any national insurance savings with employees, because employers are essentially saving up for the future and acting ahead of the curve,” he says. “We’re also seeing a reduction in the level and extent of choice available, partly because some benefits have lost their tax benefits. They’re perhaps thinking about retaining the key ones so bikes [for work], pensions and childcare vouchers [which are currently unaffected by government change].”Employers are also less likely to implement new salary sacrifice schemes due to concern around rising costs and future changes, says Kim Hayton, HR director at FDR Law. “There is a nervousness about introducing anything new unless there is a contractual requirement in place,” she says.While pensions, bikes for work, childcare and ultra-low-emission vehicles are currently exempt from the government’s move to limit the range of benefits that attract tax and employer national insurance contribution advantages when offered via salary sacrifice, there is no guarantee that this will always be the case in the future.The changes around the tax treatment of company cars has also seen a move away from employers offering that as a benefit, accelerating a trend that was already happening in the wake of higher costs stemming from new legislation, says Fox. “It’s not just salary sacrifice; if you offer someone a cash equivalent and they take a car with it then from April they will lose their tax benefits, so employers are saying this isn’t a benefit they can sustain any more, and that they need a fundamental redesign around the product,” he says. “There’s potentially a move away from company cars anyway but certainly that cash equivalent is highly questionable now.”On the reward side, one option to cope with higher costs could be to reduce the use of overtime, suggests Garrow. “In cases of voluntary overtime, an employer should consider whether the work can be restructured so that the business is less reliant on overtime,” she says. “They may also be able to agree changes to when overtime applies with employees.”But employers need to be careful in case employees have a contractual right to overtime, in which case it will only be possible to make changes with the employee’s consent.Reward communicationWhere employers do make adjustments, it is essential they communicate effectively with the workforce. The gender pay reporting requirements could be a particular challenge, says Cotton. “[Employers] should let [their] employees know what’s been found before they read it on the government website or in the local newspaper, as well as what steps [they] are taking to reduce [any gender pay gaps],” he says. “[Organisations] may need to explain to employees that the gender pay gap isn’t the same as equal pay, and it may be that [they’ve] got issues around the recruitment and retention of women, and what [they’re] doing about that.”Meanwhile, HR needs to be stronger in resisting any pressure to overhaul reward and benefits packages, says Brown. “There’s a lot of evidence that cuts in these areas are generally quite short-termist and have damaging implications,” he says. “HR hasn’t been good enough at communicating the message that investing in people pays off, and to some extent the government has forced it on them. We have to get much better at getting value out of that additional cost.”Reward and benefits professionals also have a wider role to communicate with government, adds Monica Kalia, chief strategy officer at Neyber. “Our current difficult environment can be countered by closer engagement with employees to ensure that their opinions are being heard, as well as with government to ensure that policy changes are not made with unintended consequences,” she says. “The fact that the government is concerned with people who are ‘just about managing’ provides a great opportunity for the reward and benefit community to have its views heard.”Wild Card Brewery sees the value in going beyond the minimumWalthamstow-based micro-brewery and bar Wild Card Brewery decided to pay its staff the London living wage, as determined by the Living Wage Foundation, when the business was first set up in 2012. Andrew Birkby, one of the firm’s founders, says: “The national living wage that employers are now required to pay is below the level that the Living Wage Foundation recommends, and which we pay.”The London living wage is a voluntary rate, which is calculated according to the basic cost of living. It increased from £9.40 an hour to £9.75 an hour in October 2016, with living wage employers expected to implement the new rate by May 2017. The national living wage, which is the statutory minimum for employees aged 25 and over, is set to rise from £7.20 to £7.50 an hour in April 2017.“We do it [because it] makes commercial sense,” Birkby adds. “We think by paying our employees better than the national living wage we get more out of them in terms of productivity, staff retention and how they represent the brand. The hospitality sector has a really high turnover of staff but a lot of ours have been with us from the beginning. That saves money in terms of training too.”As a small employer, with a 15-strong team of bar staff, brewers and drivers, paying the London living wage is its main tool in attracting and retaining staff, and one Birkby believes reflects what is important to employees. “What really matters is pounds in their pocket, because they have to put food on the table and look after their families,” he explains.The investment seems to be paying off; the brewery picked up the Time Out award for the best bar in its borough in November 2016. “We had a very high rating on Google and Facebook and one of the recurring pieces of feedback is that staff are really friendly and helpful,” says Birkby. “It’s one of the things that leads people to give us a good review and keep coming back.”Wild Card Brewery intends to keep pace with any future increases in the London living wage. “It’s a stretch but what we get back from our staff makes it well worth the money,” says Birkby. Key dates:The national living wage will rise from £7.20 an hour to £7.50 from April 2017.From April 2017, the minimum wage will increase to £7.05 an hour for 21-24 year olds, £5.60 for 18-20 year olds, £4.05 for under 18s, and £3.50 an hour for apprentices.Gender pay gap reporting regulations for private and voluntary sector employers with 250 or more employees are set to come into effect from April 2017, with a snapshot date of 5 April. The snapshot date for public sector organisations is expected to be 31 March.From April 2017, the government will limit the range of benefits that attract tax and employer national insurance contribution (NIC) advantages when offered through a salary sacrifice arrangement or where the employee is provided with a choice between a benefit in kind (BIK) and cash allowance.The minimum employer contribution rate under pensions auto-enrolment will rise to 2% from April 2018 and to 3% from April 2019. Viewpoint: Executive remuneration and the future of the long-term incentive planMany listed organisations will be putting their directors’ remuneration policy back to shareholders at the 2017 annual general meeting (AGM) for the first time since 2014. Renewal of the policy comes against a background of increasing calls for executive pay restraint and the risk of another ‘shareholder spring’ if investors are not happy with what they see.One of the key areas on which remuneration committees will need to focus is whether the traditional long-term incentive plan (L-tip) remains fit for purpose. The Investment Association Working Group has urged committees to look at alternatives to see which is most appropriate for the organisation’s strategy and business needs.One of the alternative models raised by the Working Group is the annual grant to executives of restricted share awards. No performance conditions would apply to such awards with vesting being dependent only on remaining in service. As a corollary, investors would expect awards to be granted at approximately half the level of current L-tip awards in terms of value.It seems inevitable that we will see more restricted share plans put to shareholders this year although it is unlikely that we will see a dramatic shift away from the traditional L-tip. For many organisations, sticking with their L-tip will still be a valid conclusion to reach after reviewing the alternatives. Additionally, although this may militate against the move for simplicity, we can expect to see some organisations choosing to run a restricted share plan alongside an L-tip with a balance of awards under the two. It will also be interesting to see whether organisations attempt to have a more fluid policy in place so that they move between L-tips and other structures as circumstances change.Finally, organisations putting in restricted share arrangements should also think not only about increasing the number of shares that directors are expected to hold but also imposing an additional holding period following the vesting of awards.David Baxter is counsel at law firm Ashurst
Nearly half (48%) of respondents do not know how much their employer pays into their workplace pension, according to research by not-for-profit pension provider The People’s Pension.Its survey of 2,378 UK adults, including 2,009 individuals who have a pension, also found that 35% are not aware that the government contributes tax relief to their pension, and a further 55% do not know that for every £1 they save into their pension, they can receive 20p from the government. One in 10 (10%) of respondents are not aware that an employer pays into workplace pensions, as well as employees.The majority (90%) of those surveyed see the benefit of an auto-enrolment pension, while 79% believe it is now easier to save for retirement because the money comes straight out of their wages.Gregg McClymont (pictured), director of policy at The People’s Pension, said: “Auto-enrolment is a real success story, with 10 million more people now saving into a pension. It’s encouraging that the vast majority of people see the positives of saving into an auto-enrolment pension, but as we head towards April’s increases, there’s work to do to ensure savers are getting the full picture.“This year’s contribution increases should see people saving thousands more, allowing them to live more comfortably in retirement.“There is always a risk that people may choose to stop contributing if they aren’t aware of the advantages that saving in to an auto-enrolment pension brings. At a time when millions of people in the UK will be under-pensioned if they rely just on the state pension, getting this message across is crucial.”
“It’s clear to me we need to be completely integrated with our customer,” he said “We rarely go to agencies. We don’t just want to play in the data bucket or the marketing services bucket. We come up with a story that helps our customers grow. Our business wouldn’t work if we weren’t completely integrated. That starts with data, and our media and marketing services capabilities help activate. Data is the connective tissue. Our sales are completely integrated.” Lead by moderator Jonathan Knee, senior managing director at Evercore, panelists talked about how companies are valued based on asset mix. At the end of the discussion, Knee asked the panel how valuable a “portfolio of media” really is, given how much some companies are detouring into new revenue streams. “Technology has made it possible to have actual connections between multiple media, but in some cases it feels like people are putting two things together that don’t have much to do with each other,” he said. “Is [having multiple media] a coherent operating story rather than a sexy marketing story?” “The reality is those businesses were not integrated at all,” Chisholm said. “Frankly, I think we could have headed in that direction, but pure media is not something we understood very well and we liked the leveragability of the data business. We just wanted to create focus.” Peter Goldstone, CEO of Hanley Wood, used his own company’s asset mix as an example of how media, print and digital, is an important component in the overall portfolio—and it’s valuable to remember, in the context of his comments, how much strategic importance Hanley Wood has put on its data services division lately, which grew out of its 2013 acquisition of Metrostudy. However, Goldstone pointed out an important distinction: “Our advantage is we play in one market, not many markets like some other publishers.” “If the media reinforces the parts then we won’t break it down,” added Salewski. “Everything we’re doing in the media business is self-reinforcing.” Adding to that, Tony Salewski, managing director at Genstar Capital, said some private equity firms may not always understand media specifically, but they get how the whole is greater than the parts: “One of the funny things about private equity firms that don’t focus on it is they don’t understand media, publications and events. But they do understand the end market and data. The end market needs a suite of solutions.” Whether that suite is valued as a whole or separately depends on the buyer, said the panel. “With Dodge, we looked at the businesses separately and how they worked together—or didn’t—and then spit out the multiple at the bottom,” said Chisholm. Knee next turned to Bill Chisholm, managing director at Palo Alto-based Symphony Technology Group, which just sold off the media assets, including Architectural Record, from Dodge Data & Analytics (formerly McGraw Hill Construction) to BNP Media. Michael Struble, a partner at Wasserstein & Co., which, along with MidOcean Partners, owns Penton, re-emphasized the importance of connecting media to data to unlock more value. “We’ve actually used the legacy business as a way to move into the data business,” he said. “As we looked at the content so much of it had pieces of data, it just had to be packaged differently. Over time you can create some pretty compelling data propositions for your customers. We firmly believe in what Peter was saying—having an end-to-end solution. The need of those services from customers is only growing. Leveraging that content set or that audience set via marketing services has been a great way to extract more value.” Washington, D.C.—The SIIA held its combined ABM & Information Industry Summit here this week and data, organizational structure and M&A were big themes in the programming. A Monday panel on M&A revealed that media still figures heavily in publisher valuations, despite the laser focus on data and marketing services capabilities.
Amaravati: Over 200 accounts have been suspended by Twitter which were spreading fake narratives on Jammu and Kashmir situation in social media during the last week. The action has been initiated by the Twitter, after Indian government launched a probe on anti Indian campaign. Though the situation in the J&K is stable and normalcy has been restoring gradually after deleting the long pending Article 370 and Article 35 (A), the Pakistani supporters and Pakistan based protestors have launched a massive anti India campaign on social media. The All India Radio tweeted on its official Twitter handle that the organisation suspended over 200 accounts, which provoke unnecessary law and order problems with vested interests.
Etihad Aviation Group has appointed Robin Kamark as chief executive officer, Airline Equity Partners, responsible for leading and developing the Group’s minority equity investment strategy, which includes stakes in airberlin, Alitalia, Jet Airways, Air Serbia, Air Seychelles, Etihad Regional and Virgin Australia.Reporting to the group president and CEO, Kamark takes over from Bruno Matheu (who has held the role since May 2016, and is leaving for personal reasons) in October 2017, and will lead strategic developments to optimise business performance, revenues and cost synergies between Etihad Airways and its equity partners across the world. He will also provide strategic leadership for airline partners where Etihad Airways has management responsibility.Kevin Knight, group strategy and planning officer, will also work with Bruno Matheu to provide continuity across Airline Equity Partners as the group manages the transition over the coming months.Kamark will become one of the five key business unit executives within the Etihad Aviation Group, joining Peter Baumgartner, CEO of Etihad Airways; Jeff Wilkinson, CEO of Etihad Airways Engineering; and Chris Youlten, Managing Director of Airport Services. Hala, the company’s destination marketing and global loyalty unit, will announce a permanent CEO shortly.A 17-year veteran of the airline industry, Kamark has previously held a range of strategy, commercial and general manager roles at SAS Group, rising to become chief commercial officer. For the last five years, he has been executive vice president and chief commercial officer of Storebrand ASA, a leading Nordic financial services business.H.E. Mohamed Mubarak Fadhel Al Mazrouei, chairman of the Board of the Etihad Aviation Group, said: “Etihad Aviation Group continues to invest in world-class talent at the most senior level, building our executive team to lead the business into the next stage of its development.“Robin is a well-respected leader in global aviation, with wide-ranging experience at SAS Group. He performed important roles in the restructuring of that airline and has broadened his experience more recently in financial services.“Our equity partner strategy continues to be an important element of our business model, and Robin will drive the strategy by adjusting and progressing our approach.“We would like to thank Bruno for his sterling efforts over the last two and half years, as we have built and consolidated our equity partner approach.”The EAG Board is currently involved in a search for a new Group CEO. Long-serving president and CEO James Hogan announced that he would step down from the company later this year.