David Watt's Linkedin Analytics

Great Hires Don’t Just Fill Roles, They Change Businesses … The best hires aren’t just qualified; they’re transformative. Yet many companies still hire based solely on skills, overlooking potential impact. The truth? One exceptional hire can reshape your entire organisation. Here's how: - Culture Boost: Elevates team morale and engagement. - Strategic Vision: Drives clarity, innovation, and growth. - Leadership Strength: Inspires others to step up and improve. Great talent can come from anywhere, often outside your usual networks. Don't miss out. Have you ever made a hire who completely transformed your business?

Making Money Doesn’t Always Mean You’re Succeeding … When I was 19, my first business started brilliantly, cash rolled in every week, and I thought I'd cracked it. I hadn't. Despite steady earnings, the business failed within months. Why? Because I was young, ambitious, and didn't ask for help. I made fast decisions without guidance, grew too quickly, and underestimated the importance of structure and strategy. Making money felt like success. But without the right advice or foundations, it wasn't sustainable. Growth is exciting, but the best entrepreneurs know when to slow down and ask for help. What's the most important lesson you've learned from growing your business?

Gen Z Wants Impact Now, Are You Ready? … Many business owners struggle to understand Gen Z employees. But it’s simpler than you think: Gen Z wants immediate impact and visible results. Their world is built on instant access, information, communication, and feedback. Waiting months or years to feel they’ve made a difference won’t retain them. - Recognise quick wins and celebrate often. - Provide regular feedback to show immediate impact. - Clearly demonstrate how their role matters from day one. Adapt your approach, and Gen Z’s energy becomes your business advantage. How are you engaging and motivating your Gen Z employees?

Your Gen Z Employees Are Watching, Are You Showing Them Their Impact? ... Gen Z doesn’t just want a job, they want a sense of purpose and immediate recognition. Traditional approaches won't keep them engaged. If you wait until yearly reviews to acknowledge their contributions, you've already lost their attention. To truly engage Gen Z, consider these approaches: - Frequent check-ins: Regularly show them how their daily tasks directly support larger goals. - Immediate recognition: Celebrate small successes often. Positive reinforcement drives motivation. - Transparent communication: Clearly explain why their role matters in the bigger picture. Gen Z's desire for instant feedback isn't an entitlement, it's the key to their productivity and loyalty. How often do you celebrate the small wins with your Gen Z team members?

Your Next Hire Should Shape Your Future, Not Just Solve Today's Issues … Hiring often feels like solving immediate problems. You have a vacancy, you fill it quickly, and business goes on. But short-term thinking can hold your business back. The best businesses think differently. They don't just hire for the job description, they hire for the future of the company. How can you hire with long-term impact in mind? - Look beyond immediate needs: Seek candidates who offer skills and insights you’ll need next year, not just next week. - Hire attitude and potential: Skills can be taught, but character and vision can transform your team. - Invest in retention: Great talent needs nurturing. Create clear paths for growth and career development. Great hires aren’t just a quick fix, they're your business's future. How far ahead do you think when hiring for your team?

Keeping Great Talent is Harder Than Hiring It … Hiring great talent is just the beginning. Keeping them, that’s the real challenge. Many companies invest heavily in recruiting star employees but underestimate the importance of retention. Top talent will always have options. If you're not actively investing in their growth, engagement, and satisfaction, someone else will. Here’s how to keep your best hires for the long term: - Give them purpose: Make sure they clearly see their impact and contribution. - Develop their skills: Offer clear paths for professional growth and personal development. - Reward their efforts: Recognition matters, celebrate their successes regularly. Great people don’t just stay, they choose to stay. Make sure your business is their first choice. What’s your best strategy for retaining your top talent?

The Best-Run Businesses, Big or Small, Have One Thing in Common … Scaling a business isn’t just about hiring more people or increasing revenue. The real differentiator? The systems you put in place. I’ve worked in businesses with just two people and one with thousands. The difference in scale is massive, but the principles of running them successfully remain the same. Structure, efficiency, and organisation matter at every level. When we built our company from two to five and eventually merged into a larger organisation, it wasn’t just luck or talent that got us there, it was the systems we built along the way. The right CRM, clear processes, and a structured approach allowed us to grow in a way that was sustainable. I’ve seen huge organisations with global reach that lacked basic operational systems. And I’ve seen small businesses outperform their size because they had the right frameworks in place. Growth isn’t about how big you are, it’s about how well you run what you have. What’s one system or process that’s made the biggest difference in your business growth?

If You Want Gen Z to Stay, Show Them They Matter … Retention isn’t about perks. Not for Gen Z. They’ll walk away from a role if they can’t see where it’s going, or how they fit into the bigger picture. This generation was raised on speed, access, and connection. They’re not waiting around to feel valued. So how do you keep them? - Give them a voice. Involve them in decisions that affect their work. - Create progression pathways. Even if promotion isn’t immediate, show them what growth looks like. - Invest in mentoring. Pair them with leaders who understand their pace and potential. When Gen Z feels seen, heard, and supported, they stay, contribute, and thrive. What’s one way you’re building a real connection with your Gen Z team?

In Events, The Toughest Challenges Bring the Strongest Connections … Anyone in the events industry knows that things don’t always go to plan. Venues fall through, budgets get cut, and unexpected crises hit. But the professionals who thrive in this industry know one thing: resilience and relationships keep events alive. Why Some Businesses Survive Tough Moments, and Others Don’t: - They invest in relationships, not just transactions. Clients remember who stood by them in tough times. - They stay flexible. The best teams adapt fast when things don’t go as expected. - They build trust. Events only happen because people rely on each other to deliver. Success in this industry isn’t just about execution, it’s about the connections you build along the way. How have relationships helped you navigate challenges in the events industry?

Scaling Fast Feels Great Until It Doesn’t … Every business owner loves the thrill of rapid growth. More clients, bigger teams, new premises, everything feels possible. But fast growth without solid foundations can turn exciting times into stressful ones very quickly. I've learned this the hard way. When growth outpaces your infrastructure, the cracks appear, cashflow tightens, overheads rise, and suddenly your once-thriving business is at risk. The lesson? Grow intentionally, not impulsively. Make sure every new step you take, every hire, every contract, and every expansion, is backed by careful thought, clear agreements, and trusted advice. Build your foundations as you build your business. Growth should feel like progress, not panic. Have you ever grown too fast, and what did it teach you?

The Most Powerful Growth Strategy? Knowing When to Slow Down ... Ambition drives business, but patience sustains it. Many business owners see growth as a race. They expand quickly, push hard, and believe that slowing down means falling behind. But growth isn’t always about speed; it’s about knowing when to pause, stabilise, and strengthen. Businesses that prioritise rapid growth above all else risk burning out their teams and overstretching resources. But those who take the time to put the right foundations in place, strong systems, clear agreements, and effective teams, achieve lasting success. The most successful companies I've seen understand this: growth isn’t always about how fast you can run, it’s about how smartly you pace yourself. Taking time to consolidate before the next big leap isn’t slowing down, it’s getting ready to go even further. When growing your business, how do you balance ambition with stability?

Success in Events Isn’t Just About Skill, It’s About Showing Up … Every event professional has faced a moment when walking away would have been easier. The stress, the setbacks, the last-minute changes, this industry tests you. But the ones who build lasting success are the ones who keep showing up, no matter what. What Separates Those Who Stay from Those Who Leave? 1. They don’t back down from challenges. The hardest moments teach the best lessons. 2. They focus on the bigger picture. A bad event doesn’t define a career, how you respond does. 3. They build relationships that last. When you invest in people, you’re never in this alone. This industry isn’t just about planning great events, it’s about resilience, trust, and showing up when it matters most. What’s one lesson the events industry has taught you about resilience?