FYI March 2023

MARCH 2023

Advocacy

Have your say on Auckland Council’s Annual Budget pg 10

Business Spotlight Café’s awardwinning authenticity is a labour of love pg 18

Sustainability

What SMEs can do today to reduce emissions pg 22

Crime Prevention

We support our members by managing the contracted nightly security patrols of our Business Improvement District area, 365 days of the year. We conduct safety, security, and communications briefings with the North Shore Police.

Advocacy

We provide an advocacy voice to local and central government for our members’ concerns on local, regional, and national issues, and provide access to key stakeholders and decision makers who may affect your investment.

Traffic, Transport & Roading

We work with all council-controlled agencies to develop initiatives that address access and environmental concerns, including congestion reduction. We also provide information on alternative modes of transport.

Sustainability

We provide the resources and operational support to encourage business sustainability by enabling members to access food waste and inorganic waste collections along with pallet and cardboard box swaps.

Events

Our events programme provides members with an extensive range of networking, mentoring, wellbeing, training, and educational opportunities.

Member Communications

Members are kept informed of relevant news, updates and events and are provided with useful business support resources and information.

Business Directory

Our online Business Directory provides free listings for businesses operating within our Business Improvement District and allows businesses to update and manage their listing information online.

Other Services

Members can take advantage of more benefits and activities, such as our Showcase North Harbour business expo, One Day Sale, candidate employment and internship opportunities along with complimentary member hireage of the Business North Harbour training room.

Business North Harbour provides a voice for your concerns, networking opportunities for your business development, and access to key stakeholders and decision makers who may affect your investment.

4 In Brief

6 Past Events

8 Diary Dates

9 Asian Business News

10 Advocacy

12 Professional Development: Ramada Suites by Wyndham, Albany

14 Cover Story

18 Business Spotlight: Duck Duck Goose

20 The Thin Blue Line

22 Sustainability

25 Business Spotlight: Takacat

26 Property Matters

28 Transport

30 Community: Ember

Welcome from the GM

THE START OF a new year has seldom been so difficult. The now all-too-familiar challenges of achieving a sustainable financial recovery after the pandemic have been exacerbated by unprecedented weather events.

Some businesses are now facing the prospect of further disruption to their operational capability and, ultimately, their cashflow due to damage caused by the recent flooding. The harsh, and no doubt frustrating, reality for most of these businesses is that there is nothing that they could have done to avoid the devastation. Everything was simply out of their control – which, for many, has been a familiar scenario over the last few years.

Additionally, most, if not all, members are still dealing with the current cost of living crisis, high interest rates and high levels of inflation, which are showing no signs of easing. And all at a time when some relief from the ever-present obstacles to business was on almost everyone’s wishlist for 2023. For many, it continues to be a very challenging time to be running a company.

In this issue of FYI, our cover story discusses how core values feed into company culture, and how this can lead to competitive advantage or preferred employer status. We also look at the power of a multi-generational workforce and share what each generation - from Boomer to Zwants from and brings to the workplace.

In our Community section, we profile Ember – Korowai Takitini, who provide innovative, person-centred solutions for people experiencing mental distress, addiction issues, or intellectual disabilities. They are keen to offer their services to our members, giving them a chance to become employment partners for their clients transitioning back into work, plus an opportunity to have an on-site visit from their radio programme, hosted by Kent Johns.

I wish you all well, and as ever, the team at BNH and I look forward to engaging with you and your team as you enjoy the benefits of our many programmes and services.

Kia kaha

Business North Harbour General Manager

Kevin O’Leary kevin@businessnh.org.nz

Advertising Bernadette Roberts comms@businessnh.org.nz

Editor Lizzie Brandon lizzie@writesphere.co.nz

Design Lewis Hurst lewis@hurstmedia.nz

Printer PrintLounge printlounge.co.nz

The opinions expressed in this publication are not necessarily the views of the publishers.

The publishers do not endorse any person, company or organisation that advertises in this publication.

Business North Harbour, Unit 2, Level 1, 322 Rosedale Road, Rosedale, 0632.

PO Box 303 126, North Harbour 0751

OFFICE 09 968 2222

WEB businessnh.org.nz

In response to these and other issues, whenever appropriate, BNH will continue to advocate to central and local government on behalf of our members, asking our local MPs for their support in parliament for the development and implementation of any relevant business support.

Kevin O’Leary General Manager, Business North Harbour

Our 2022/2023 Gold Sponsors

Silver Sponsors

Event Series Sponsors

The stories behind our street names: John Glenn Avenue

FIVE THINGS YOU might not know about the celebrated Mercury 7 astronaut.

1. John Glenn was accustomed to feeling the need for speed!

In 1957, he piloted the first transcontinental flight to average supersonic speed, travelling from Los Angeles to New York in just over three hours.

2. His marine corps nickname was “Magnet Ass” During his military career, John Glenn flew 149 combat missions, 63 of which were in the Korean War. His F9F Panther jet interceptor twice returned with more than 250 holes from enemy fire. His aircrews all thought he somehow attracted flak!

3. He was the third person and the first American to be launched into orbit

On February 20th, 1962, aboard the Friendship 7 spacecraft, he reached an altitude of 260km and made three orbits in under five hours. During his career, John Glenn orbited the globe more than 100 times. As of May 2022, 622 people have flown in orbit after him, but there were only two before: Yuri Gagarin and Gherman Titov.

4. He had a career in politics

He served as a Democratic senator for Ohio for 24 years and stood as a presidential nominee in 1984. This bid was short-lived as it failed to gain momentum.

5. He holds the record as the

oldest person in orbit

With the Internet still in its infancy, President Bill Clinton sent only two emails: one to US troops in the Adriatic and the other to John Glenn. This was in October 1998, when the 77-year-old was aboard Space Shuttle Discovery, making history once again.

New Zealand Traveller Declaration to replace paper Arrival Card

FROM MID-2023, PEOPLE travelling into New Zealand will no longer be asked to handwrite a paper arrival card. Instead, they’ll need to complete a digital declaration.

The online traveller declaration was first introduced in March 2022, in the midst of the pandemic, to ensure adherence to the government’s Covid-19 rules but was abandoned in October when all restrictions were lifted. The system had been the subject of some complaints, primarily about glitches and delays.

According to the New Zealand Traveller Declaration website: “Customs NZ is working with other border agencies, including the Ministry of Business, Innovation and Employment, Biosecurity New Zealand, the Ministry of Health, and the Ministry of Transport, to modernise our border. This will help travellers move through our airports and improve the safety and security of New Zealand.

“This year, we will be getting feedback from travellers and airlines on new features and improvements to the New Zealand Traveller Declaration, as we get ready for it to be reintroduced.”

Pilot programmes are expected to start running in April, with a view to fully launching the system in June.

Do you have friends, family or colleagues visiting the country later this year? They can learn more about these incoming changes at travellerdeclaration.govt.nz

Tātaki Auckland Unlimited’s Business Toolkit

TĀTAKI AUCKLAND UNLIMITED works with key council, government, and private sector partners to help Auckland businesses navigate the changing economic landscape. The website features a list of useful business resources and free online tools for operational priorities, including marketing, sustainability, and health, wellbeing and safety. There’s also essential information for businesses impacted by the severe weather events in Tāmaki Makaurau Auckland.

Go to aucklandnz.com/business/grow/toolkit for more information.

NASA, Public domain, via Wikimedia Commons

Dairy vs plant-based milks – how do the environmental impacts compare?

LOOKING TO REDUCE your carbon footprint? Switching to a plant-based milk could be a positive step.

Research by Boring Oat Milk and The Agricultural and Marketing Research and Development Trust found that oat milk production in New Zealand creates 93 per cent fewer emissions than dairy milk. Furthermore, the study found that land use for farming oats is more efficient, with oats using 70 per cent less land than dairy to produce a litre.

Other vegan milks, such as rice, almond, and soy, are available too –but which one is “best”? That arguably depends on which eco-aspect you’re most focused on. For example, compared to soy milk, almond milk requires far less land but much higher freshwater use.

Therefore, although all plantbased milks have less environmental impact than dairy, there’s no clear winner overall.

Environmental footprints of dairy and plant-based milks

Impacts are measured per litre of milk. These are based on a meta-analysis of food system impact studies across the supply chain which includes land use change, on-farm production, processing, transport, and packaging.

7 happiness hacks to add to your daily routine

LET’S BE HONEST. The first quarter of 2023 has been rough on everyone. Writing for CNET, mental health, sleep, and nutrition specialist Taylor Leamey suggests these seven daily habits to help relieve anxiety and give everyday life a bit of a boost. Make relaxation a routine Meditation, calming music, deep breathing, or taking time out for a soak in the bath – whatever works for you, try to build in some guaranteed stress-free time every day.

Practise gratitude

Acknowledging the people and things we’re thankful for can help create a positive outlook on life. It also has tangible benefits, including reducing stress and lifting your mood. Take a few minutes each day for self-reflection, and perhaps keep a notebook to write down a list of things you’re grateful for.

Value social interaction

Sharing time with others can boost our mood, give us fresh perspectives and reassure us that we have an emotional support network around us. Boundaries are important too. When you’ve had enough social interaction, feel empowered to say no or move plans around when your body tells you to.

Take care of your physical health

Mental wellbeing and physical health are intrinsically linked. The three main areas to focus on are sleep, food and hydration, and exercise.

Be mindful of your social media intake

Yes, our phones can be lifelines, but hours spent scrolling, comparing ourselves to snapshots of “perfect” people, can impact self-esteem. Constant social media use has been linked to worsened anxiety, feelings of inadequacy, and unhealthy sleeping habits. Don’t begin and end your day with social media, and limit the time you do spend on there. Use the time you’re freeing up to do something that brings you joy or relaxation.

Journal your feelings

A 2018 study found that journaling for just 15 minutes a day reduced stress and feelings of anxiety. There’s no right or wrong way to journal – daily, when you’re wanting to work through something, when you’re feeling anxious – but however you use it, it can track your progress and growth over the year.

Give yourself a laugh!

Sometimes, laughter really is the best medicine. Watch your favourite TV show, sing with abandon in the shower, dance around your living room. Allow yourself the time for joy.

You can read Taylor Leamey’s article in full at cnet.com/health/ mental/7-happiness-hack-to-addyour-daily-routine

Source: Poore, J., & Nemecek, T. (2018). Reducing food’s environmental impacts through producers and consumers. Science.

One Day Sale

“MY 15-YEAR-OLD SON is into 3D printing and needed to go to the 3D printing shop in Rosedale. Since he is not old enough to drive, mum’s taxi service had to take him. I wanted to make it worth my while, so I thought we could check out a few of the shops participating in One Day Sale.

“Right across the road from the 3D printing shop, we saw some balloons and signs, so we decided to see what they had - fishing gear and stationery, an interesting combo. We came out with a few notebooks and arts and crafts. And we picked up a flyer with a map. That was it; my son was hooked (excuse the pun!) He decided we

should see how many we could visit. We had no plan other than he would read the map and tell me when to pull over. No Googling to find out what each place might have, just pure randomness and trying to work out what the warehouse might stock before walking in.

“I think all up we managed to visit 15 locations in four hours. We came home with quite a few random Xmas presents, [including] strawberries, tea, honey from the stalls at Albany Junior High, Grin mystery bag, key ring/bottle opener from BPM, [and] t-shirts from Mr Vintage.

“Thank you, Business North Harbour, for putting on a great event

that provided us with many laughs and a bit of random entertainment for our Saturday. Next time he will be old enough to drive – so he can chauffeur me around!”

Katy Doherty

Business North Harbour 20th Anniversary

23 February

BACK IN 2003 North Harbour was known as Albany Basin. Although it’s hard to find precise records of the number of businesses and commercial properties in the area at that time, what we can say definitively is that our Business Improvement District (BID) has grown significantly.

In 2012, a report to the local board by the council’s senior BID advisor stated that North Harbour Business Association (as we were called in those days) was “a significant player in facilitating and creating local economic development in the Upper Harbour Local Board area. The NHBA has 1,368 businesses and 1,172 property owners involved in the programme”.

Today, BNH is one of the largest BIDs in New Zealand, representing the interests of

more than 4,500 business and commercial property owners, with 35,000 employees.

Speaking at the celebrations, Ketien Chuor, the first female chair of BNH’s board, warmly acknowledged the sterling efforts of board members past and present, and the diligence and hard work of the BNH team.

Guests then took full advantage of the chance to network with their neighbours whilst indulging in some delicious chocolate celebration cake.

The BNH team would like to add their thanks to Ketien’s acknowledgement of the board. Even though times remain challenging, we look positively and determinedly to the years ahead, with members’ best interests always as our primary focus.

Upcoming Events

March

16-17 Inorganic Collection

Cost: $49 plus GST per cubic metre collected (Note: a minimum charge of $49 plus GST applies)

Business inorganic collections for unwanted office furniture, equipment and e-waste. Pick ups are made from your business (not the road side) and will be organised with you directly once you have registered for a collection.

17 Hato Hone St John Mental Health

First Aid Training

Time: 8.30 am-12.45 pm

Venue: Business North Harbour, Level 1, 322 Rosedale Road, Rosedale

Learn how to identify, understand and respond to signs of mental health issues in work colleagues, friends and family members.

30 North Shore Commercial Property Group | 2023 Property Forecast for Commercial Property Owners and Leasers with Ian Little (Colliers) and John Darroch (NZ Valuers)

Time: 5.30 – 7.00pm

Venue: National Hockey Centre, 159 Bush Road, Rosedale

Join us for an informative and engaging event for commercial property owners and leasers. Our expert speakers Ian Little, associate director at Colliers and John Darroch, director of North Harbour Valuers will provide valuable insights on property predictions for the coming year, and in relation to current interest rate predictions and their possible impact on the market. Plus, they’ll give you the tools to understand property valuations in today’s market. Don’t miss this opportunity to stay ahead of the curve and make informed decisions for your property portfolio.

For more information about any of these events and to reserve your place, go to businessnh.org.nz/whats-on

April

28 Business Capability Workshop | Leadership vs People Management with Camelia Petrus (Core Purpose)

Time: 12.00pm – 2.00pm

Venue: Business North Harbour, Level 1, 322 Rosedale Road, Rosedale

The terms “leadership” and “management” are often used interchangeably. Many of us wear both hats, but we need to understand the difference so that we appropriately stretch within and between the two roles.

In this interactive session, we will share the thoughts of fifteen members of Forbes Coaches Council on the key differences between a manager and leader and what it takes to transition from the former to the latter. The content of this workshop is based on the applied psychology of workplace relationships and communication based on the latest scientific insights.

Sponsored by:

North Harbour Asian Business Group

Valuable connections, partnerships, and pathways are at your fingertips

LAUNCHED IN LATE 2020, the North Harbour Asian Business Group (NHABG) has exactly the same goals as Business North Harbour overall – to help members connect, communicate, and collaborate.

NHABG events are the perfect opportunity for local Asian businesses to get to know their neighbours and meet potential partners and suppliers. Moreover, if you’re an exporter seeking to increase

北湾区亚洲商业团体

your foothold in the Chinese market, you could make some amazing connections. You’ll also hear insights and advice from industry-leading keynote speakers.

These photos were taken at our Lunar New Year celebration, proudly sponsored by BNZ. Here’s what just one attendee had to say:

“I recently attended the Asian business networking event, and it was a great

event. The organisers did an excellent job of bringing together a diverse group of business professionals, and I had the opportunity to meet and connect with people from a wide range of industries.

“I highly recommend these events to anyone who is looking to expand their network and stay up-to-date on the latest trends in the business community.”

Gu Yang, YG Financial Services

北湾佳商齐聚一堂，齐心协力共谋发展

北湾区亚洲商业团体（NHABG）于2020年末成立，与 North Harbour商业协会的整体目标相同 帮助会 员建立联系、交流与合作。NHABG的活动是当地亚洲 企业了解周边商业、结识潜在合作伙伴和供应商的最 佳机会。如果您是一位寻求在中国市场立足的出口商， 这里会有大量的商机等待着您。您还将听到行业领袖 的主题演讲，分享他们的见解和建议。

这些照片拍摄于我们的农历新年庆祝活动，活动也得 到了BNZ的大力支持。以下是一位参与者的留言： “最近我参加了一次亚洲商业交流活动，这是一次非 常精彩的体验。组织者将来自不同行业的专业人士聚 集在一起，让我有机会结识到不同领域的人士。我非 常推荐这些活动，对于任何希望扩展人脉网络、了解 业界最新趋势的朋友都是非常有价值的。”--谷洋，YG Financial Services

For more information about the North Harbour Asian Business Group, please email our ambassador Ben Yang at ben@businessnh.org.nz

Key working relationships remain strong

In the previous issue of FYI, I noted the excellent symbiotic relationship that BNH has enjoyed with Upper Harbour Local Board (UHLB) over recent years. I expressed the hope that this would continue once the new board members were sworn-in in early November. I’m delighted to report that, having presented formally and advocated to the full local board in February, this will certainly be the case moving forwards.

THE OPPORTUNITY TO collaborate with key influential stakeholders and personnel in local government when our views and opinions align is essential to optimising the chance of achieving positive outcomes. A collective voice is more likely to be “heard” by the decision-makers as, all too often, a lone voice can be easy to ignore.

I am hopeful that by the time you read this article, any business support package developed will have been implemented and proven easily accessible by those who meet the criteria.

Since October 2022, there have been no opportunities for BNH to make formal submissions to Auckland Council (AC), but an extremely important topic

• Pausing the long-term business differential strategy for one year

• Changes to other fees and charges

Several other proposals will also affect you and your property or business, so please make sure you have your say before consultation closes. BNH will be making a joint submission with some of the other Business Improvement Districts across the city as well as an individual submission on behalf of our members, but it is imperative that as many members as possible also make their own submissions.

Following the devastating floods in February, I spoke with Vanushi Walters, Labour MP for Upper Harbour, regarding the support businesses needed to help those affected get through this latest significant setback. Following our conversation, I also wrote to her and Erica Stanford, National MP for East Coast Bays, asking for their support in parliament to establish a business support package that included:

1. Financial support

2. A swift response effectively communicated

3. A simple process to access the support

is looming large; consultation on Auckland Council’s Annual Budget for 20232024 opened on 28 February. AC is facing a budget shortfall of $295 million, based upon which the mayor’s proposals include:

• $130 million savings for council CCOs (Auckland Transport, Tātaki Auckland Unlimited and Eke Panuku)

• $60 million savings for council

• A general rates rise of 7 per cent

• A reduction in the Natural Environment and Water Quality targeted rates

• Consultation on a higher general rates increase of 13.5 per cent and additional use of debt

Please follow the link to access the AC website to ensure that you make the most of the opportunity to voice your opinion:

akhaveyoursay.aucklandcouncil.govt.nz/ hub-page/annual-budget-2023-2024

Finally, BNH continues to encourage consumers to continue to buy local and utilise locally available goods and services via all our communications platforms.

Kevin O’Leary GM, Business North Harbour

•Promote your products and services.

•Pass on your experience and advice.

•Share your neighbours’ deals across your social media.

A collective voice is more likely to be “heard” by the decision-makers

Buy North Harbour is a Facebook group to help BNH members and associate members connect, communicate and collaborate

Feeling good about doing good

YOU WILL RECALL that in 2022, Driveline entered a sponsorship arrangement with Good Works Trust, the primary food bank provider on the North Shore. We provided them with a delivery van and are committed to covering all associated costs for the foreseeable future.

I’m delighted to say that, to date, this partnership has been going extremely well. Driveline team members are helping out every week at the trust’s HQ, and operations manager Sophie Gray has reported that the new van has created real value in their organisation, which is brilliant to hear.

Driveline got involved with this project because we wanted to give back to the local community. We didn’t recognise the wider benefits for those involved until much later when we saw how our whole team felt about the ongoing sponsorship. They had become part

of “the project”, feeling proud of what Driveline is committed to, what it stands for, and its overall core values as a business.

I believe this is a huge part of what helps our company build and maintain exceptionally strong and loyal relationships with employees – existing and future.

Driveline thrives on the fact that we have such a fantastic culture within our

business. Exceptional organisational culture creates success for everyone involved. It has to be maintained, though, just like a well-kept garden. Nurture, don’t force; tend, don’t neglect. (And go easy on the blood & bone!)

Driveline

Ph: 0800 275 374

facebook Drivelinefleet driveline.co.nz

Proud to be part of the project. The Driveline team with Sophie Grey of Good Works Trust.

Check-in to a culture of kindness

TRAVELLING CAN BE stressful. It’s not unusual for guests to arrive at a hotel feeling anxious or distracted. This is why, at Ramada Suites by Wyndham, Albany, while check-in is an efficient process, the staff always ask: “How’s your day? Is there anything extra we can do to help you?”

“I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” – Maya Angelou

Excellent customer service happens when staff feel confident and empowered. “When you create an environment where your employees know they are truly valued, that’s when they can flourish. And that’s when everyone –the team, our guests, and the business overall – benefits,” says Jacqui Cheal, Ramada Albany’s general manager.

A team shows its true mettle in times of crisis. During the recent floods, Ramada Albany’s location close to the motorway meant that many people turned to the hotel when they were unable to complete their journeys north or south. Jacqui recalls how proud she was of her team, dealing calmly and kindly with all the unexpected arrivals, who were obviously feeling anxious. “We couldn’t accommodate everyone, but we could make sure that there was enough tea and cookies to go around. We even had some displaced people sleeping in the meeting room.”

Hotel staff have previously described Jacqui as “the glue” that holds the team together and a manager who “helps us identify our strengths and enables us to perform at our best”. Jacqui admits that she is “passionate about staffing”. This approach arguably sets her apart in a competitive sector with a notoriously high staff turnover. The rewards speak for themselves though, with most of Ramada Albany’s staff being longtime employees, staying years rather than weeks or months. “They know I’ve got their back, which means, if mistakes happen, no-one’s afraid to speak up. Once we understand what may have gone wrong, it’s a learning opportunity. How do we fix this, and how do we avoid it happening again?”

This is how the team grows together and how an individual’s strengths can be identified and developed. “We discovered that one of our front desk team has a talent for analysing numbers and spotting discrepancies! She’s got a keen eye and gets satisfaction from it. It’s the perfect way to expand her skillset and business knowledge.”

The hotel also has a strict zero-tolerance policy towards bullying or harassment, which applies equally to staff and guests. “We have a culture of kindness here. Everyone deserves to be treated with dignity and respect.”

Furthermore, for Ramada Albany being an equal opportunities employer is far more than just a tick box, as Jacqui explains. “Diversity within our team brings many rewards for us and our clients. Different backgrounds and experiences create a rich working environment that enables us to think more

broadly and better appreciate our guests’ needs.”

Ramada Albany also likes to acknowledge employees’ cultural days and religious festivals. Days off are granted appropriately, and the sharing of traditional foods and customs is always encouraged! “The saying that a team is greater than the sum of its parts is absolutely true,” says Jacqui. “But I would add that without diversity, that team is lacking a crucial core strength, which ultimately means that they and their clients miss out.”

Contact general manager Jacqui Cheal on 09 974 4568 or manager@ramadaalbany.co.nz

ramadaalbany.co.nz

marsdenhotels.co.nz

“We have a culture of kindness here. Everyone deserves to be treated with dignity and respect.”

Harnessing the power of your core values

How company culture is linked to competitive advantage

By Lizzie Brandon

Company culture is no longer a hollow one-liner, hurriedly tagged onto the “about us” page of a website. Businesses that are serious about growing and thriving are proudly putting their core values front and centre. And in today’s challenging marketplace, organisational culture’s competitive advantage is being realised.

EVERY WORKPLACE HAS a culture –intentional or not. The shared opinions, values, beliefs, behaviours, and standards of employers and employees collectively express how that organisation conducts its business.

Recent research by SEEK found that more than three-quarters of Kiwis regard workplace culture as “important”, with two-thirds rating it even more important than a higher salary. Moreover, 67 per cent of job applicants said they’d turn down a role if they learned the company had a poor culture.

These findings echo the global picture. For more than a quarter of a century, the Katzenbach Center, PwC’s strategy consulting group, has been studying the influence of culture on business success. In 2021, the organisation surveyed more than 3,200 workers across 42 countries, including the UK, US, and Australia, to reflect on their experiences in the context of the Covid-19 crisis.

Organisations

Survey

The overall results demonstrated that the importance of company culture had only been strengthened.

Seeking to provide evidence that this was more than mere lip service, the report dug deeper into the link between company culture and competitive advantage.

The results were pretty unequivocal.

Eighty-one per cent of respondents who “strongly believed” that their organisation was able to adapt during the 12 months prior to the survey, said their company culture had been a source of competitive advantage. Amongst senior management, 72 per cent said that culture helps successful change initiatives to happen.

Crucially, respondents who said their organisation had a distinctive culture, and that culture was an important topic on the leadership agenda, were also more likely to say that revenue, employee satisfaction, and customer satisfaction increased during the pandemic.

5steps for evolving a positive company culture

Your company culture will develop, whether you want it to or not. Here are some simple steps for business owners and leaders to proactively nurture the process.

Centre it around your people

As with any other business strategy, you need to recognise where you are now before you can begin working towards your desired culture.

Involve your staff from the get-go. If needs be, at this stage, anonymously, for example via an online survey. Ask questions like:

• What do you think are our company’s core values?

• Do you feel respected by your co-workers, managers, and company overall?

• Are you encouraged to voice your opinions and ideas?

• Are we committed to diversity and inclusion?

• Do we have a culture that supports teamwork?

• On a scale of 1 to 6, how likely would you be to recommend this company to a potential new employee?

• What’s the one thing you’d most like to change about this company?

• Do you plan to stay with us in the medium to long term? If not, why?

Define your aspirations and goals

Your employees’ responses should help identify exactly how much of a gap there is between where you are and where you’re aiming to be. It could also highlight a disparity between where you are vs. where you thought you were. This “authenticity gap” was highlighted in PwC’s survey, which revealed a “perception chasm” between some senior management and their teams.

How do your staff’s perceptions of the business compare to your own?

Do their values and needs support your planned goals for the next few years? What needs to change to achieve these?

Are there opportunities to enhance your business strategy based on your team’s feedback?

The perception chasm

Question: Please indicate to what extent you agree or strongly agree with the following statements:

‘Our

C-suite/board Below management

Base: C-Suite/board: 382. Below management: 926.

Source: PwC 2021 Global Culture Survey

Articulate your core values

Start with the positive stuff. Where do the business’ core values overlap with those of your employees?

Now look at the misalignments. Are there simple things you could do that would immediately have a positive impact? For example, introducing informal Fridays, creating a friendly inter-departmental competition, or improving the workspace layout for better collaboration.

You may need to challenge existing “office norms” – embedded actions or behaviours of which some people are not even aware but which are contrary to the work environment you’re striving to create and maintain.

In particular, focus on psychological safety. As discussed in FYI, September 2021, when employees feel empowered to speak up with their ideas or concerns, innovation, loyalty, engagement, and improved brand reputation follow.

Weave your core values into the very fabric of your business. Live them! Make sure they’re in your HR policies, on your website, displayed in your premises, and integrate them into your workplace activities, like taking a day every six months to volunteer.

Recognise employee effort and achievement

Listening to your team and acting upon what you’ve heard is a significant step forward. It’s good for everyone, not least because studies suggest that happy workers are roughly 13 per cent more productive than their unhappy counterparts.

Now go further. Acknowledging an individual’s work can have a longlasting, positive effect on culture. Every team member wants to know that their efforts matter, that their contribution makes a difference. Make this a regular occurrence. It doesn’t even have to be work-specific. Raising money for charity, spearheading a recycling initiative, taking time out to support a co-worker are all endeavours worth celebrating. And, when good actions are recognised, they’re more likely to be repeated.

Start today!

Your company culture already exists. It’s going to develop further regardless of your involvement –with potentially detrimental repercussions in terms of staffing, brand reputation, and, ultimately, business performance.

So, seize the moment.

The sooner you begin that dialogue with your team, the sooner you – and they – can start reaping the rewards.

Respondents who said their organisation had a distinctive culture…were also more likely to say that revenue, employee satisfaction, and customer satisfaction increased

Realising the strengths of an age-diverse workplace

A POSITIVE WORKPLACE culture is inclusive, taking into account the values, wants, and needs of all employees. And yet, although many businesses are working on their diversity, research suggests that less than 10 per cent of organisations include age as part of their DEI (diversity, equity, and inclusion) strategy.1

In a labour market where employers are competing for top-notch candidates, this would seem to be a missed opportunity.

Multi-generational teams bring together people of different talents, perceptions, skills, and connections which, when managed effectively, can lead to greater productivity, more informed decision making, and increased capability and performance overall.

When looking to attract and retain staff across the generations, it’s worth considering what each generation values in the workplace. These factors can then be woven into the evolving company culture.

To help start the conversation, FYI has compiled this infographic based on data collated from Larson Design Group, PurdueGlobal.edu, and Mazlo.

BABY BOOMERS (Born 1946-1964)

OPTIMISTIC // STRONG WORK ETHIC (WORKAHOLIC) // ENJOY MENTORING // TEAM-ORIENTATED

What they value in the workplace

• Company loyalty

• Teamwork

• Specific goals and deadlines

• Hierarchical structure

• Respect

• The chance to share knowledge

Gen X (Born 1965-1980)

INDEPENDENT // FLEXIBLE // INNOVATIVE // STRONG COMMUNICATORS

What they value in the workplace

• Autonomy

• Problem-solving opportunities

• Flexible working

• Opportunities for personal development

• Immediate feedback

Gen Y/MILLENNIALS (Born 1980-1995)

TECH SAVVY // COLLABORATIVE // ACHIEVEMENT ORIENTATED // FOCUSED ON THE GREATER GOOD

What they value in the workplace

• Empathy from their employer

• Meaningful work

• Training to upskill

• Flexibility

• Ownership of projects

Gen Z (Born 1997-2010)

GLOBAL VIEW // PROGRESSIVE // ENTREPRENEURIAL // DIGITALLY FLUENT

What they value in the workplace

• Diversity, equity, and inclusivity

• Competitive salary

• Opportunity to express individuality/ be creative

• Working on multiple projects at once

• Mentorship

1 HBR.org: SHRM Foundation Briefing “Leveraging the value of an age-diverse workforce”

Business owner Milton Frear

that age diversity

a deliberate strategy, at least not at first. And yet, the tech and gadget firm

attracted and retained team members from every generation.

The youngest is Jack (Gen Z), who

can refer to. “It’s an enriching part of the day,” says Milton.

“It feels good to be able to pass on that knowledge.”

Equally, Mohammed (Gen X) says that having younger co-workers means the company has a broader experience and, in such a fast-

moving industry, “we’re not missing out on anything.”

Lisa (Gen X) agrees. “I feel that we have more perspectives, and there’s a better exchange of information.”

“We’ve a good balance, and I feel I’m exactly where I need to be,” adds Beth (Millennial).

The stereotype that Millennials may only stay in a role for a relatively short time is also contradicted by Sean (himself a Millennial). “I’ve been here six years, and others in my age group have a similar length of service. I don’t see any sign of anyone wanting to move on, which I think is due to the culture here.”

Award-winning authenticity is a labour of love

mi there. These small orders added up and showed how people wanted to support us. We even had donations slipped under the door.”

The couple’s gratitude evolved into a genuine desire to give back. Now, the café makes ongoing donations to Rotary and includes information about the organisation on its takeaway cups. “We want to make it easy for people to ask questions and have conversations about the projects we’re supporting.”

It was during 2020 that one of Duck Duck Goose’s customer favourites came into being, almost by accident. William Chen, the former creative director of Cuisine magazine, posted about the café’s chilli oil on his Instagram account. This, in turn, caught the eye of chef Annabelle White. Both are still regular patrons.

“We hadn’t considered that customers would like chilli oil,” reflects Willie. “It took three years before we even thought about making it!” Like other Duck Duck Goose’s offerings, the chilli oil is a labour of love, taking four days to create, involving heating and reheating, and fresh chillies, dried chillies, and spice added in ordered careful quantities.

In 2021, Duck Duck Goose was named on the Iconic Auckland Eats 100.

DUCK DUCK GOOSE’S owner Willie Nguyen loves good food.

Since emigrating from Vietnam in 2004, his career as a chef spanned crafting lavish several-course meals for national and international dignitaries at Government House to prepping corporate lunches for industry leaders in Auckland’s CBD.

However, although the corporate work was high-profile, it was not emotionally rewarding. “I hated the waste,” says Willie. “Some days, much of what we’d prepped might be uneaten. The protocol was that any leftover food had to be thrown away. It felt disrespectful. I knew I needed to change course.”

Willie and his wife, Yessica, a trained pastry chef, opened Duck Duck Goose in 2017. North Harbour seemed like an ideal location; plenty of business people needed a decent working lunch, and, with their first child on the way, the proximity of kindies appealed too.

The couple have infused their own personal touches into every aspect of the café, from the homemade dried flower posies to the wall décor and, of course, the food they serve. “These are the only truly authentic Vietnamese banh mi on the Shore!” enthuses Willie. The secret is in the bread baking, an art Yessica

has mastered. “It must be crispy on the outside, soft and malleable on the inside. A normal French baguette isn’t the same.” By mid-2019, Willie says he was already noticing a drop in confidence, with customers spending less. Then Covid hit. “We survived thanks to the kindness of people. As soon as restrictions allowed, customers used our online ordering service. Yessica would drive around delivering a muffin here, a banh

Its nominator NZ Herald journalist Lincoln Tan wrote: “A wonderful combination of flavours and textures - spicy, savoury, salty, crunchy, sweet and fresh - this is the perfect sandwich...The banh mi at Duck Duck Goose is as good as it gets.”

Never ones to rest on their laurels, Willie and Yessica have a positive focus for 2023. They’re striving to keep their prices at pre-pandemic levels whilst also innovating new menu items. “I’m very excited about our new banh mi chao, which is served with a hot skillet. To the best of our knowledge, no one else in Auckland is doing this yet. We can’t wait to share it with our customers.”

The couple have infused their own personal touches into every aspect of the café

© William Chen

©

William Chen

© William Chen

Creating cultures for success

IF A LEADER primarily focuses on operating costs, overheads and profitability over people, then everyone from the top down understands what a priority is and what matters most. This is clearly understood and felt by those being led. Regardless that a core value statement from the top states that people are our most valuable asset, the actions and focus don’t line up.

For an individual employed in this culture, their personal values and relational criteria are not the focus or priority. Any form of meaningful motivation a leader generates will only come from financial incentives that meet the employee’s needs.

So, what’s the alternative? Financial stability, profitability and managing costs are essential to any business; culturally, however, it’s just the focus and approach that needs tweaking.

A culture focused on the core values of people (belonging and importance) ultimately creates a highly engaged work-

force – harnessing individuals’ emotional and intellectual commitment to deliver high performance, and instilling a sense of ownership by engaging the hearts and minds of people rather than just buying their hands.

tions. These businesses will always be in the best position to not only retain talent but to attract it. Winning hearts and minds leads to greater input and team support which drives business success across all metrics measured.

At Dale Carnegie, we have a proud heritage of helping businesses engage and retain their people through trusted and proven leadership principles. Through sound leadership, focus and culture, we are proud to help our clients thrive regardless of the economic environment they encounter.

Individuals who bring hands, minds and hearts, with ownership and high levels of engagement, clearly offer today’s businesses a significant advantage in the marketplace.

Organisations leading from the focus of their people, creating a highly engaged culture, will always find themselves succeeding regardless of market condi-

For more information, please reach out for a confidential discussion.

Simon Weakley Director of Sales and Training

Dale Carnegie New Zealand and Pacific Mobile: 027 589 2401 simon@dalecarnegie.co.nz dalecarnegie.co.nz

Seeking to attract and retain talent? A strong business plan could be the forgotten piece in your puzzle.

Business planning is an essential aspect of any successful organisation. Here are just three examples of how a well-designed business plan can help a company create a compelling vision for its future which, when communicated company-wide, can motivate employees and foster a sense of purpose and direction. A business plan:

1. Provides employees with a clear understanding of what the company is trying to achieve, how they contribute to the overall success of the business and engages and motivates them to work towards achieving those goals.

2. Communicates the company’s values and culture. A well-crafted business plan can highlight the company’s commitment to its employees’ wellbeing and gives employees a sense of belonging.

3. Provides a roadmap for career development and advancement within the company, showing a clear path to professional growth. Investing in employees’ development creates a loyal and committed workforce that is more likely to stay with the company long-term.

Don’t miss out on the potentially invaluable opportunities that a well-crafted business plan could offer your organisation. The best time to start developing your plan is today! The Pathfinder Solutions team can’t wait to help you.

869 2356 | info@pathfindersolutions.co.nz | pathfindersolutions.co.nz

Engaging hearts, minds and hands of talent is the most sustainable source of competitive advantage.

– Greg Harris, Quantam Workplace

Introducing the North Shore’s Online Community Officer

Officer Greer Young explains her new role and offers guidance about protecting your property from crime.

NORTH SHORE POLICE Station on Parkway Drive is trialling a new initiative to better engage with our community online.

There is always a high level of interest in what Police do every day, and there is no exception if an incident occurs in your community.

My role as the North Shore Online Community Officer comes in here. Part of my job is to monitor discussions taking place on local Facebook pages and provide valuable context to what an incident may have involved, as well

as offering ongoing reassurance to the public.

Do you follow your local Police on social media?

I encourage you to follow the North Shore, Rodney & West Auckland Facebook page and the Auckland Police Instagram page to keep up to date on things happening in your community.

These pages are a source of factual, official information about incidents, along with crime prevention advice.

Please remember that posting about an incident or sharing photos on social media is not the same as reporting the incident to Police. We still need you to contact us directly.

If you see suspicious behaviour or see an offence being committed, please let us know immediately by calling 111.

If the matter you need to report has already happened, please call our 105 phone service or report online at police.govt.nz/use-105

You can also report information anonymously via Crime Stoppers on 0800 555 111.

Tackling retail crime

Police remain committed to holding people to account for offending at retail stores. For our business community, here are some steps you can take to help prevent your business from being targeted.

Install a burglar alarm

Monitored security alarms have proven to be an effective way to combat thieves. The most effective alarms are easily seen from the street, make a loud noise, and are linked to a security service that monitors and responds when the alarm is activated.

Keep your building well-lit at night

Keep internal and external lighting on at night. If this is not possible, install movement-activated sensor lights.

Install good-quality CCTV cameras for the interior and exterior

Good quality CCTV footage significantly increases the opportunity for the police to identify and apprehend burglars, shoplifters, and other criminals offending on your premises. Some cameras can be set up to send an alert to your cell phone when the motion sensor is activated.

Security glass

If you are the victim of a burglary, take proactive steps to stop someone from entering your property in the same manner, such as installing toughened security glass instead of standard glass.

Officer Greer Young

AT SPARK BUSINESS Hub

Auckland

North, we wear our core values like a badge on our sleeve. Our company culture is centred around long-term relationships – getting to know people, understanding who they are and what they’re about, and finding ways to add value.

This applies just as much for our team members as for our clients! We’ve employees in their 20s, and we’ve employees in their 60s, meaning that everyone can benefit from a broader range of experience and insights.

Here’s what a couple of our team have to say.

The organisation offers me the ability to help businesses with IT and telecommunication services and take advantage of new technology, which in turn keeps me up to date with technology. Also, I’m able to work in a region that I am going to retire to, after moving out of Auck-

land. I have had 40 years’ experience in the telco industry, so I can form relationships with people in my age group in a region with the same demographic. I also have the right background to assist my team mates with older product and how to use it, which, in turn, helps them with their customers.

Stewart Wright, SME Customer Lead

Spark Business Hub gives me a pathway to begin a career, whether that be in

sales, IT, customer service or portfolio management. It’s helping me expand my skills and grow my confidence. As a younger staff member, I feel that I can bring a different perspective to the workplace, as I am on the pulse of up-andcoming trends. In a world that is so easily changed through technology, I have the ability to connect with young entrepreneurs to expand their businesses with Spark at their heart.

Alex McCready, SME Customer Lead

To find out how Spark’s culture of people, relationships, learning, and innovation could support your business, please get in touch with us on 0800 482 746 or via HubAucklandNorth@spark.co.nz

Stewart Wright

Alex McCready

What your small business can do right now to reduce emissions

BUSINESSES CURRENTLY MAKE up around 40 per cent of the country’s energy-related emissions.

In an interview with 1news.co.nz, Georgia Brown, senior project and partnership manager at the Sustainable Business Network (SBN), said that, while large industrial organisations play a significant part, there are plenty of ways for SMEs to make a dent in their energy emissions – and added that doing so can have other positive effects.

“One of the main things is that it’s leading to cost savings. If you’re reducing your energy use, that’s reducing your emissions and the amount that you’re spending on your energy.”

Here are a few steps to help you get started.

1. Set out a plan

SMEs face several barriers when it comes to reducing emissions, such as time, capital, and resource constraints. “[But] we are in a climate of urgency, so everyone every day needs to be doing what they can to reduce their footprint,” says Georgia.

A good first step is taking a basic carbon measurement of your business, so you know where its hot spots are. You could use the free online tools in the Climate Action Toolbox (available here sustainable.org.nz/learn/tools-resources/ climate-action-toolbox/) to help with this.

2. Consider your transport options

Investigate moving to electric vehicles (EVs). As well as reducing your business’ emissions, this might also reduce your transport costs.

Make it easy for staff to get to work without using their car. Provide secure bike parking and showers for those who want to cycle to work or look to subsidise public transport.

Encourage flexible working conditions where possible, so staff can work from home at agreed times and avoid travelling to work every day.

3. Choose energy-efficient products

Take stock of where your business uses energy and make changes where it might be wasted. “Every business decision that’s being made needs to be looked at with a low carbon lens.” This is particularly pertinent when upgrading products.

“When things are coming up to their end of life or leases are ending, [businesses] really need to figure out ... what’s the lowest carbon option that we can afford and is viable for the business to take.”

Sustainability-linked loans might be helpful. “There’s so much funding out there for businesses, especially SMEs, to help transition to low carbon business models.”

To learn more about how to “live more with less energy”, check out genless.govt.nz for case studies and resources.

IN A WORLD first, Lufthansa’s new “Green Fares” product includes offsetting all flight-related carbon emissions. The fares will be available for all Lufthansa Group airline flights across Europe and North Africa; that’s up to 730,000 per year. According to the company website, the 100 per cent offsetting is achieved by “using 20 per cent Sustainable Aviation

4. Assess heating and cooling

Switching from fossil fuels (e.g., gas or coal) to electric systems is significant in reducing emissions, as is simply trying to reduce heating and cooling within the business where possible. Automating heating and cooling systems can be helpful, and you could consider insulating your office if it’s not already.

Servers can waste up to 40 per cent of the energy they use, while copiers and printers also generate heat. Keep this equipment on the coolest side of the building and use natural ventilation where possible.

5. Build sustainability into your procurement process

Just as customers can exercise their purchasing power over businesses, so too can businesses with their suppliers. What are your existing suppliers doing to reduce their emissions? Keep sustainability credentials in mind when looking for new suppliers.

6. Share your sustainability message

If your business is reducing its energy emissions, tell your customers! People increasingly want to buy from companies committed to sustainability. EECA research shows 82 per cent of New Zealanders want businesses to do more to reduce their carbon footprint.

Read Georgia Brown’s interview in full at sustainable.org.nz/learn/news-insights/ what-your-small-business-can-do-rightnow-to-reduce-emissions

And, in keeping with this issue’s overall theme, remember that organisations making genuine strides in their environmental policy are more likely to attract and retain high-class talent.

Fuels (SAF) and 80 per cent by contributing to high-quality climate protection projects.”

However, Reuters reported that Harry Hohmeister of the Lufthansa Group’s executive board responsible for Global Markets and Network said it wasn’t possible to say in general how much more expensive the tickets would be, but that they would be “noticeably” more.

Lufthansa becomes first airline to introduce fares with 100% carbon offsetting built-in

TIME magazine names Ports of Auckland’s electric tug one of its Best Inventions of 2022

SPARKY – NAMED via a 2020 public competition – is expected to save approx 465 tonnes of CO2 every year, with running costs less than a third of those for a diesel tug.

The world’s first full-sized e-tug has been recognised by TIME in its Best Inventions of 2022.

“Sparky” arrived in Auckland last July and carried out its first commercial job in September. Speaking about the e-tug’s arrival, Ports of Auckland CEO Roger Gray said: “Welcoming Sparky is an exciting day for us at the port. Sparky is the first e-tug of its type in the world and was a truly innovative project for us. Her arrival marks a big step towards the ports’ decarbonisation of operations and towards our long-term emissions reduction goals.”

It was also a “dream come true” for general manager Allan D’Souza, who led the e-tug project for the port. “Back in 2016, when we first pitched the idea for a fully electric tug, we were told we were dreaming. To see Sparky in real life like this is that dream coming true.”

Mr D’Souza explained that the e-tug is easy to spot on the water as the superstructure is painted bright green, unlike the diesel tugs. “What you won’t notice is noise or smoke; being electric, she’s a lot quieter and cleaner than our current diesel tugs.”

“E-tugs are the future for ship handling, and Ports of Auckland are proud to have led the way,” added Roger Gray.

Put these 10 items in your recycling bin every time

AUCKLANDERS ARE KNOWN to be good recyclers. But sometimes, what to put in and what to leave out can be confusing. Unfortunately, just because something displays a recycling symbol doesn’t always mean it can be recycled in your location.

Here are 10 items that can always go into your recycling bin.

1. Plastic biscuit trays – minus their soft plastic wrappers

2. Plastic meat trays – not to be confused with polystyrene trays

3. Plastic takeaway containers

4. Plastic bottles – keep the lids on

5. Glass bottles

6. Cardboard – remember to flatten it as much as possible

7. Aluminium cans – please don’t squash these

8. Tins

9. Tetra Pak – juice boxes, plant-based milk containers, soup cartons, etc

10. Pizza boxes – take out any leftover food first Remember to rinse items before you put them in recycling.

If you’re in any doubt about the best way to dispose of an item, use Auckland Council’s recycling search tool aucklandcouncil. govt.nz/rubbishrecycling/Pages/getrid-unwanted-items. aspx

SBN launches

Docket, a new sustainability tool for business

ABOUT 70 PER cent of your business’ sustainability impact comes from your supply chain.

Launched in mid-February, Docket is a free online toolbox to help your business create a more sustainable supply chain.

It’s designed to help businesses cut carbon emissions, design out waste, regenerate nature, eliminate modern slavery, and keep employees happy, safe and healthy.

Docket includes:

A quick self-assessment to see how well your business is looking out for the environment and your team

Tools and resources that can help you introduce sustainability into your business or improve on what you’re already doing Helpful ways to share your sustainability achievements with your customers networks

To see how Docket could help your business, go to sustainable.org.nz/

A culture of community

AT TURNER HOPKINS, we believe that our culture mirrors our community. Our values and beliefs are designed to create a sense of belonging and to help our staff and our clients feel good about the services we offer.

As a firm, this culture is something we have developed organically over the past 100 years, and like New Zealand’s wider community, it has evolved as we have grown and set exciting new goals for our future. Our local community, the wider Auckland community and our national and international communities are what guide us as a company.

When some of our team attended a Business North Harbour event where Julie Chapman, founder of KidsCan and Pet Refuge, was the keynote speaker, they felt moved to act with a view to supporting local children.

Principals Kate Chivers, Joy Yuan, Catherine Pendleton and Samuel Ames

have, therefore, designed a programme to provide more than 100 school backpacks filled with goodies and necessities. Kate Chivers comments, “We hear a lot about child poverty in New Zealand. The stats are shocking – right now, 187,000 Kiwi children are daily going without life’s essentials, such as adequate clothing and a hot meal.

“Julie Chapman’s courageous efforts with KidsCan have inspired us to ‘pay it forward’. If you would like to find out more about our current community action project or would like to donate something yourselves, please get in touch at backpack@turnerhopkins.co.nz or click the Project Backpack link on the home page of our website.”

Turner Hopkins (09) 486 2169 law@turnerhopkins.co.nz turnerhopkins.co.nz

Kate Chivers, Joy Yuan, Catherine Pendleton and Samuel Ames

A passion for boating and a focus on customer excellence

“IT’S FUN! IT doesn’t really feel like going to work,” says Paul Powney of his role as co-owner of Takacat. He and his wife, Helen, purchased the inflatable dinghy business in 2020 and relocated it from Silverdale to Oracle Drive the following year. “We wanted somewhere handy to the motorway. This was a new-build complex, and we liked the idea of having diverse businesses around us, so we could support each other and potentially tap into each other’s foot traffic.”

Takacat was founded in Takapuna in 2007 and is arguably something of an unsung success story with distributors in the US, Australasia, and Europe and more than 14,000 boats sold worldwide. The catamarans have a reputation for stability and efficiency, and much of the company’s domestic business comes via offline and online word of mouth.

Aside from the range and quality of the boats, Paul feels that one of the reasons for their success is a strong focus on the customer experience. “For us, it’s not just about selling. We’ve put a real emphasis on after-sales support, expanding the inventory and range of parts – not that there are that many –and accessories available.

“We always want our clients to know they can talk to us if they have any queries or issues. These are ongoing, long-term relationships that can evolve as our clients’ needs evolve.”

Paul’s passion for boats is lifelong. Having served in the Navy, he then worked for TransDiesel Ltd for more than 20 years, holding various sales and management roles. More recently Paul was CEO of the New Zealand Sailing Trust, which he found deeply rewarding. The organisation takes high schoolers on sailing journeys, providing them with challenging – but enjoyable – experiences to help develop life skills and values, such as self-confidence and respect for themselves and others.

Over the course of more than three decades, Paul has witnessed huge progress within the marine sector, notably in the materials from which the vessels are constructed and technical design aspects. “They’re so much lighter and

stronger now,” he explains. “They cut through the water more efficiently and use less fuel.” He credits the America’s Cup with at least some of the innovation. “There’s definitely a trickle-down effect, and it has ‘many legs’. The racing itself pushes the boundaries of performance. You can see this in the evolution of sail and hull design – and this flows through to commercial production where the consumer will feel the benefits of innovation.”

Paul describes the last few months as “fickle”. Enquiries generally increase with good weather. A wet winter preceded a wet summer, which has had its own hideous repercussions, meaning that boating has been the last thing on many people’s minds. However, he’s feeling a sense of optimism heading into autumn, especially as the trade shows –kiboshed by Covid for a couple of years – are back. “We’re at the Covi Motorhome, Caravan & Outdoor Supershow in mid-March and then the Auckland Boat Show a week or so later, where we’re launching a brand new accessory, the Takadock.”

As the name suggests, this is an inflatable dock that can be used as a swim platform, an extra space to fish from, or a nice, flat surface to lay out lunch.

“Here’s hoping the sun shines for all of us!”

The catamarans have a reputation for stability and efficiency, and much of the company’s domestic business comes via offline and online word of mouth.

Takacat’s newest accessory: Takadock

Paul and Helen about to enjoy another day on the water

Thinking of new premises? Bear these important factors in mind.

THERE HAS BEEN a notable amount of leasing activity during the first quarter of the year. Many businesses have been reviewing the cost-effectiveness of new premises due to hybrid working practices or being quite firm on their future requirements.

When considering new premises, investigate the market rentals in the location, and remember any additional costs for carparks and outgoings or operating expenses (Opex). This will help you plan your rental budget. Colliers can assist without obligation; these figures will be helpful when you commence your premises search.

We recommend starting the process between three and six months before your commencement date, as this allows for negotiation, legal review, test fit-out plans or any fit-out changes or build. Realistically, there may well be delays in the supply chain and delivery of mate-

Accelerating success.

rials, so this time frame should also provide adequate lead time.

It is not necessary to wait until your next Right of Renewal or lease expiry if you are looking to relocate. As a tenant, you have the right to assign or sub-lease with your landlord’s approval, which cannot be unreasonably withheld. Your commercial real estate agent can assist with that process.

Attracting and retaining staff is a top priority for many businesses at present. After all, employees want to work in pleasant surroundings and, indeed, are more productive when they do so. Around our district, many premises have cafés close by, allocated carparks and on-street parking, public transport and easy access to the motorway. These are the most common requirements requested by tenants.

Finally, I remind you that the Auckland District Law Society Agreement to

Lease, Fifth Edition 2012 (4), is the standard lease agreement. We recommend you seek legal advice prior to signing any legal documentation.

Janet Marshall is a Director at Colliers New Zealand, a business mentor at BMNZ (Business Mentors New Zealand) and a board executive with Business North Harbour and Takapuna Beach Business Association. Contact Janet on 021 684 775 or email janet.marshall@colliers.com for any assistance, whether leasing or purchasing commercial property.

GENEROUS INCENTIVES OFFERED

Options from 330 sqm to 840 sqm

Excellent opportunity to relocate your head office to this well-known standalone building. Great profile from the Northern Motorway. Neighbours include Westpac, a pharmacy, and a range of medical tenants.

Only three minutes to excellent cafes/retail and Westfield Mall.

Various options available from 330 sqm up to 840 sqm - something to suit everyone!

This Landlord is keen to assist you with your requirements.

Customised fit out may be considered, so contact Janet Marshall 021 684 775 janet.marshall@colliers.com for further information and/or to view by appointment only.

colliers.co.nz/p-NZL67015111

Janet Marshall 021 684 775 janet.marshall@colliers.com

For Lease - 51 Corinthian Drive, Albany

Business Succession Planning. Selling Shares To An Employee.

When the owner of a business is looking to move on, one option is to retain shares in the company, while selling some to an existing, usually senior employee. It is imperative that these types of business succession planning transactions are structured correctly to protect the owner’s interests.

IMPORTANT POINTS TO CONSIDER:

• Preparation of a shareholders’ agreement to record each party’s rights and obligations

• Whether the owner will offer vendor finance to the employee

• Input from banking and accounting professionals

• Life and disability insurances for each shareholder

If you are considering selling shares to an employee, get in touch with Jeremy and his team to discuss your particular situation - what you’re looking to achieve and how you might go about getting there.

Employer e-bike support schemes

MOST JOURNEYS IN New Zealand are made by private vehicles, and the majority of these in urban areas are shorter than 5km. Reducing emissions and improving the transport system’s overall efficiency requires innovative thinking about alternative sustainable ways to get around.

Therefore, as well as its public sector e-bike scheme, Waka Kotahi New Zealand Transport Agency (NZTA) offers an e-bike purchase scheme to help business owners support their employees’ environmentally friendly commutes. The upfront cost of an e-bike can be prohibitive, so this scheme enables employers to negotiate a discount from an e-bike supplier and then provide a wage advance or loan to staff, repaid through salary deductions over a set period. NZTA reports that results from organisations that have already adopted this scheme suggest that once people own

Decarbonising Transport Action Plan 2022-25

their own e-bike, they are revolutionising how they get around.

“I haven’t used my car since [buying the e-bike].”

“I can’t thank [my employer] enough for this initiative.”

“It’s now my only mode of transport to and from work.”

NZTA goes on to describe “impressive” cost and carbon savings. For example, annual savings for a single e-bike commuter, based on replacing a 12km each-way car commute, are estimated at $900 and nearly one tonne of carbon dioxide emissions.

For more information about how you can support your staff and your business’ sustainability efforts, visit nzta.govt.nz/walkingcycling-and-public-transport/ cycling/workplace-cycling-guide/ resources/employer-e-bikepurchase-support-schemes

Phase 3 of the Safe Speeds Programme rolling out now

AOTEAROA NEW ZEALAND’S first Emissions Reduction Plan (ERP) laid down the challenge: we need to reduce our transport emissions by 41 per cent by 2035 and reach net zero by 2050. To do this, we need to focus on three things:

• Making it easier to get around without a car

• Helping people and businesses make the switch to zero-emission vehicles

• Encouraging low-emissions freight options

The ERP sets targets and actions in each of these focus areas to successfully reduce transport emissions. This plan, the Decarbonising Transport Action Plan 2022-25, builds on the ERP and describes how the government will implement its transport actions in the next three years.

It outlines how government transport agencies will work together and partner with Māori, local government, businesses, and communities to embed a long-term strategic approach to reducing transport emissions.

You can download the ERP from transport.govt.nz/area-of-interest/ environment-and-climate-change/ climate-change

FOLLOWING PUBLIC CONSULTATION and engagement between February and April 2022, Auckland Transport (AT) approved setting safe speed limits on more than 1,600 roads around Auckland, including Albany, Dairy Flat, Greenhithe, Long Bay, and Oteha.

Safe speed is part of a global and national road safety movement.

AT’s safe speed programme is part of a national (Road to Zero) and international (Vision Zero) campaign to reduce road speed to save lives and prevent road trauma.

The purpose of safe speed limits is to save lives and prevent serious injuries. It is one of the fastest and most cost-effective ways to reduce road trauma.

In the 24 months following the June 2020 Auckland speed limit reductions, these roads saw a 30 per cent reduction in road deaths. In comparison, the rest of the network saw a 9 per cent increase in road deaths over this same period.

30km/h is the internationally accepted speed to greatly reduce the chances of people walking or cycling from being killed or seriously injured.

AT states: “Evidence shows speed is a factor in more than 70 per cent of injury crashes. Even when speed doesn’t cause the crash, it’s what determines whether anyone is killed, seriously injured, or walks away unharmed from the incident.”

View the full list at at.govt.nz/about-us/have-your-say/proposed-speedlimit-changes-phase-three/full-list-of-new-speed-limits-phase-three

Northern Corridor updates from Waka Kotahi NZTA

Direct link connecting the west to the north of Auckland now open

People heading north from State Highway 18 (SH18) are in for a smoother and more connected journey as they travel through Constellation Interchange as the new SH18 to SH1 direct motorway connection on-ramp opened in mid-February.

This new link supports motorists coming from the west on SH18 heading north to continue their journey seamlessly on to SH1 by using the new on-ramp.

Drivers travelling to Constellation Drive, the East Coast Bays or south towards the city via SH1 are to continue to use the current route and exit SH18 at the Paul Matthews Road off-ramp.

An 80km/h speed limit will be in place, and on-ramp lights will be operational when heavy traffic volumes are detected to improve the flow on SH1.

Stephen Collett, regional manager infrastructure delivery, Waka Kotahi, says the new link is the penultimate section of the $2.4b+ Western Ring Route programme, which has provided people and freight with a second route through Auckland in addition to SH1.

“Several major state highway projects have been completed as part of the 48-kilometre Western Ring Route across the last two decades. This piece of the puzzle completed by the Northern Corridor Improvement project is an important step towards improving the resilience and performance of Auckland’s transport network, protecting our infrastructure against the elements, and providing an alternative route in the event of an incident on SH1.

“The direct underpass connection from SH1 to SH18, which will complete the Western Ring Route work and provide a more reliable journey time for people on the North Shore and the Auckland region as a whole, will also be opening in the coming months.

“This alternative route, which is nearing completion, has created more connections, supports growth and ensures greater reliability and resilience in the transport network,” says Mr Collett.

SH18 shared path now open

The shared path running adjacent to SH18 opened in December 2022, helping make it safer to get around the Unsworth Heights community and Rosedale industrial areas on foot or by bike.

Nearly 4km of path and local connections between Albany Highway and Constellation Station mean locals are better connected to whānau and friends

as well as places of work, play, and public transport hubs. Connections to local areas are at Paul Matthews Road, Caribbean Drive, Rook Reserve, Alexandra Stream Underpass and William Pickering Drive.

Providing travel options and making it appealing for people to walk, cycle or scoot to get around their neighbourhood not only helps reduce congestion and air pollution but also creates better places to live, which supports our health and wellbeing.

What’s coming next?

Construction of the underpass is nearly finished, and work will then focus on the commissioning process, which needs to be undertaken before it can safely open. Works on the shared path adjacent to SH1, which will extend from Constellation Station to Oteha Valley Road, progress well with the team focusing on the connections and tie-ins to local roads in addition to the safety features such as lighting and handrails that are necessary prior to opening. The shared path is also the only access the construction team have to reach certain areas where there are outstanding works, so it cannot be opened until these are complete.

SH1-SH18 Underpass entrance

SH18 shared path

SH18-SH1 direct motorway connection

Supporting people to live the lives they choose; challenging the systems that hold them back

EMBER KOROWAI TAKITINI (meaning the cloak of many parts) offers innovative, person-centred solutions for people experiencing mental distress, addiction issues or intellectual disabilities. Its services blend professional expertise and real-life experience to provide support services throughout the north island. Its local base, covering the North Shore and Rodney, is in Apollo Drive.

“Our vision is an Aotearoa where all people are supported to be who and what they want to be. A society that better understands and responds to mental distress, addiction, and intellectual disability. We support people to live the life they choose, and we challenge the barriers that hold them back.”

Simon Kozak is Ember’s group marketing and communications lead and, like most of the organisation’s 300+ staff, has lived experience of addiction and rehabilitation. He’s an award-winning marketer and NZ Masters athlete (running) who has not had a drink for more than a decade.

Simon urges local businesses to “engage with the Ember brand” and learn more about their work. “We’re an NGO, and being knowable and accessible to the wider community and nurturing our reputation with business is critical for us,” he explains. “With greater engagement comes increased recognition, which leads to an increased chance of being awarded funding, which means we can help more people to create more positive outcomes.”

Locally, Ember’s services span four areas:

• Community support, including groups and workshops

• Residential support

• Intentional peer-led support, focusing on key goals to achieve an overall plan

• Supported employment to help the transition back into the workforce

The supported employment service could be of most interest to Business North Harbour members.

Adhering to a detailed process, Ember’s consultants work with potential employers to match a candidate’s strengths and skills, balancing these with where they may require extra support. For example, if someone functions first thing in the morning, they may be better suited to an early shift. Or, if someone has been a victim of intimidation, they may perform better as part of a quieter, smaller team. There’s ongoing monitoring and support too.

“It’s important to realise that our clients aren’t ‘those people’, separate from your everyday life. These are people that you know,” says Simon. “They come from a cross-section of society, and many had successful careers and professions before they had their intervention or reached out for help.”

Ember welcomes enquiries from organisations wishing to investigate the possibility of becoming an employment partner.

In addition to supported employment, Ember is offering two Business North Harbour members the chance to have a free wellness workshop for their staff, led by the Take It From Us (TIFU) team. TIFU is a radio station owned by Ember that broadcasts every Tuesday. It is presented by health coach and former sports journalist Kent Johns and always features a subject expert. It has recently launched a workshop series.

What’s behind the idea?

Simon explains that there is a demand from businesses for initiatives that can make a relevant contribution to staff wellbeing in and outside the workplace. “TIFU brings Kent Johns together with a massive catalogue of guests who are either experts in their field or ordinary Kiwis, using their lived experience of mental health or addictions to benefit others.”

How does it run?

• Suitable for business units or teams of 15 to 100.

• Kent Johns, plus one relevant guest, visit the business site.

• One hour total: 30 minutes talk, followed by 30 minutes Q&A / discussion, designed to be an informative and entertaining hour of “chat show format”.

What topics could it cover?

The aim is to tailor sessions to fit with topics that are currently top of mind in the organisation. For example:

• Alcohol and how to help a mate out

• Mental health and young people

• Sleep and exercise

• From self-harm to success on the sports field

For more information about Ember’s support services, including its supported employment programme, go to ember.org.nz/services

To listen to Take It From Us, go to planetaudio.org.nz/take-it-from-us

For a chance to have a FREE Take It From Us workshop at your business, email simon.kozak@ember.org.nz ember.org.nz

Simon Kozak

Company Values Count in Business

I OFTEN SAY that your people are your biggest asset. Whatever your business strategy, happy, productive staff will help drive your success.

It is your organisation’s culture that makes for motivated, engaged staff. Organisational culture can be defined by many things, but one key contributing factor is your company values.

Our own values were established years ago and remain the driving force behind our team’s attitude towards their work, their motivation, and their longstanding relationships with clients and candidates.

We live our values every day. The staff embody them because they are genuine and represent who we are, what we do, and how we treat others. They are highly visible throughout the office and a daily reminder of how we conduct ourselves.

Many businesses will have identified the most suitable values for them. But

if you are small or just starting out, you only need four or five that reflect what’s important to you, your team and for the customer experience.

A useful way to use your company values is in the recruitment process. Simply, prepare questions that are relevant for each value. For example, if one of your values is empowering through shared knowledge, then ask the candidate for an example of how they’ve done this throughout their career.

Using the language of your values when interviewing will help you choose the right people for your company. In return, each candidate receives a snapshot of what your company is all about and what it will be like to work with you.

Having genuine values that your staff can live daily will make for a cohesive, happy team, a thriving work environment, and a company that customers want to do business with.

Lisa Hill Managing Director

ON 7 FEBRUARY, BNZ was proud to support Business North Harbour’s (BNH’s) Lunar New Year celebration. This was a fantastic opportunity for our team to celebrate with our clients and professionals and welcome Deloitte to the BNZ family. The event was held at BNZ Albany Partners Centre and was well-attended by more than 50 people.

BNH’s general manager Kevin O’Leary welcomed guests, and the other keynote speaker was Jenny Liu from Deloitte. Both Kevin and Jenny shared their insights on the importance of cultural diversity and inclusion in the workplace.

There was also a range of activities, including cultural displays and traditional foods, and guests had the chance to show off their artistic flair at the Chinese calligraphy workshops.

The event was a great success. Many attendees remarked on the great networking opportunities and the chance to learn more about BNZ’s values and culture. We were thrilled to receive so much positive feedback about the callig-

raphy workshops, which allowed participants to learn more about traditional culture and create their own works of art.

We are grateful to everyone who attended our Lunar New Year event and helped make it a success. Events like this help us build stronger, more inclusive communities, and we were delighted to see the positive impact it had on our clients.

We would like to thank our clients for their continued support and welcome Deloitte to our family. We are committed to creating a more inclusive workplace and community, and Business North

Harbour’s Asian Business Group events are a great way to bring people together and celebrate our differences. We look forward to supporting more events like this and building even stronger connections with our clients and professionals.

Special mention to Mark Henry, Senior Partner; Philip Buys, Senior Partner; Franky Wang, Head of Asia Business Activation; Lengxi Liu, Client Director Property.

Tiffany Shan Partner - Business - Acquisition

0800 275 269 |

tiffany_shan@bnz.co.nz