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 <div data-pmr-editable="" class="medium-editor-insert-plugin">From the deck of the Merchant Navy to the helm of Vetcel, <a href="https://www.vetcel.com/about_us.php">Chris Bainton’s</a> career has been anything but conventional.&nbsp;“I left school at 15,” Bainton recalls, his journey beginning on the open seas before a transfer to the Royal Navy, where he served until after the Falklands. His post-naval career saw him at the wholesale Veterinary Drug Company company in York.It was a pivotal moment when his boss, Alan White, directed him to switch to the veterinary side of the business. “I don’t want you to ask any questions, just do it,” White insisted. Bainton, admittedly clueless about veterinary science, agreed, a decision that saved him from redundancy when the human pharmaceutical side shut down a month later.Bainton’s tenure in the veterinary drug industry was marked by growth and resilience. Despite not having a degree, which Alan’s successor expected and led to a parting of ways with the company after White’s passing, Bainton’s entrepreneurial spirit thrived. “Within two years, I became his biggest customer,” he states with a chuckle. This <a href="https://www.vetcel.com/">marked the beginning of Vetcel</a>, a company that started with a modest turnover of £5,000 in April 1984 and skyrocketed to nearly £6 million.Bainton’s approach to business was as unique as his career path. Rejecting the cooperative model for its lack of cost control, he and his directors established a profit margin that has stood the test of time. “We were asked to stay within a budget of 1 1/2% gross and 1/4 to 1/2 a percent net,” he explains, a target they continue to meet four decades later.As Bainton prepares to retire, he reflects on the relationships built and the industry’s evolution, from personal partnerships to corporate acquisitions. His legacy is not just in the numbers but in the community he fostered and the adaptability he continues to champion.Vetcel’s EvolutionBainton’s vision for Vetcel emerged from a period of uncertainty and a desire to innovate within the veterinary pharmaceutical industry. After leaving the Veterinary Drug Company, Bainton found himself contemplating a drastic career change. However, fate had other plans when a group of veterinary surgeons sought his expertise to develop a collective buying model, giving smaller practices a competitive edge against larger entities.Bainton’s initial strategy focused on a single type of medicine, but he quickly realised the need for a broader approach. “Just constraining ourselves to one level of medicine wasn’t going to work,” Bainton explains. The company swiftly expanded its purchasing scope, catapulting its turnover and establishing Vetcel as the largest client of vet drugs within two years.Despite professional differences, Bainton and his White’s successor, Andrew Davidson, maintained a mutually beneficial tolerance. This professional relationship paved the way for Vetcel’s expansion, as Bainton was headhunted by wholesalers eager for a slice of the burgeoning business. Vetcel’s partnerships with these wholesalers remain strong to this day.The company’s financial model, initially met with scepticism, was solidified over pints and Guinness beer mats—further demonstrating Bainton’s unconventional yet effective approach. That very model has sustained Vetcel for 40 years, with Bainton’s accountant, Fraser, by his side until retirement. Chris fondly recalls the first time he met Fraser, who was bewildered by Bainton’s business model. “But he didn’t throw me out!” Chris says with a laugh.Leadership Insights from Chris BaintonAs Chris looks back on his career, he shares that he holds a pragmatic view of leadership. “To be a good leader, you need to take those that you are leading with you,” he asserts. For Bainton, the essence of leadership lies in involving the team in the business plan and moving forward from an informed position. “That helps you to lead because everybody knows where we’re trying to get to,” he explains.Drawing from his military background and a leadership course where he excelled, Bainton believes leadership is “90% common sense.” He challenges the notion that common sense is rare, emphasising the importance of guiding a team with clarity and practical wisdom.Bainton is candid about his discomfort with certain modern management practices, particularly positive discrimination. “Discrimination of any kind is automatically abhorrent to me,” he states firmly. In his view, rewarding hard work and diligence without regard to gender or other personal attributes is paramount. This philosophy is reflected in Vetcel’s diverse team, with a balanced representation of male and female working directors.Empowerment is another cornerstone of Bainton’s leadership style. He encourages decision-making autonomy, asking his team members which option they would choose rather than imposing his own. “Why would I try and second guess somebody who’s actually on the ground in that particular environment?” he questions, highlighting the value he places on trust and empowerment within his team. Bainton’s approach to leadership is one of inclusivity, common sense, and empowering others—factors that will undoubtedly influence Vetcel’s future direction.Envisioning a Legacy: Chris Bainton’s Humble ReflectionsIn the twilight of his career, Chris Bainton, the retiring Managing Director of Vetcel, reflects on his journey with a blend of pride and humility. “Starting a company from scratch and taking it to a £60 million business wasn’t bad,” he muses, acknowledging the remarkable growth under his leadership. Yet, Bainton is quick to downplay the financial metrics, suggesting that “it’s just numbers” and the true success was evident within the first two years.Bainton’s perspective on his legacy is not one of personal achievements but rather a shared triumph. “I can’t lay claim to the sole ownership of driving the business,” he states. This sentiment resonates with his earlier views on leadership, where he emphasised the importance of taking people with you and empowering them to make decisions.As Bainton prepares to step down, his legacy at Vetcel is not merely the financial prosperity but the culture of inclusivity, empowerment, and common-sense leadership he fostered. It’s a legacy that transcends numbers, embodying the values and principles that guided his tenure as Managing Director.</div>

Discover the extraordinary journey of Chris Bainton, from the high seas of the Merchant Navy to the helm of Vetcel, in our captivating feature. Follow Bainton's remarkable career  and leadership evolutions, from his humble beginnings to pioneering Vetcel into a £60 million enterprise. 

Charting Success: Chris Bainton's Leadership with Vetcel

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 <div data-pmr-editable="" class="medium-editor-insert-plugin"><a href="https://www.leadersgb.co.uk/members/joanne-watson">Jo Watson</a> went from the bustling world of finance to the nurturing halls of <a href="https://scallywagsmedway.co.uk/">Scallywags</a> as its Company Director.&nbsp;“My background is all in business and finance,” Jo begins, recounting her early days immersed in the intricacies of reinsurance, mortgages, and life insurance. With qualifications in business studies and accounts, she was a financial force from the tender age of 18.But it was the birth of her first daughter that marked a turning point. “I decided to set up a business consultancy that provided more family time,” she explains. Leveraging her expertise, Jo assisted businesses in honing their marketing strategies and scrutinising their financial health. “There’s a lot of people who are very good at their profession,” she observes, “but actually running a business can be a completely different kettle of fish.”Her foray into National Lottery grants revealed a knack for numbers that transcended mere financial planning. “I’m very maths minded,” she admits, a trait that served her well in navigating the complex world of grant applications. It wasn’t long before local authorities took notice, propelling her into the realm of childcare with a request that would change her life’s direction.With a government grant and a vision to provide quality child care in deprived areas, Jo embarked on a whirlwind project that transformed a soft play centre into an outstanding day nursery in just five months. “I absolutely loved it,” she says, her passion for the venture evident.The success of her first nursery led to the creation of Scallywags, a 117-place day nursery that quickly earned accolades for its excellence. But Jo’s journey didn’t stop there. Her commitment to her team and the community is clear as she shares, “I gifted directorships of another nursery to the three managers at Scallywags. I wouldn’t be where I am now without them.”Jo’s Business AcumenFor Jo, the most daunting task was launching three nurseries from the ground up, particularly her largest one, which started as nothing more than a field. The financial journey was fraught with risks, from securing bridging loans to shouldering debt. “Risk-taking is a huge part of being a business owner,” Jo reflects, acknowledging the nerve-wracking nature of entrepreneurship. Jo’s commitment extends beyond business success to making a meaningful impact on children’s lives, regardless of their background. “It’s a gift that I can give,” she says, driven by a family ethos of helping others. This philosophy shapes her approach to childcare, where she strives to provide the best start in life for all children.Her mother’s influence as a councillor specialising in children’s welfare resonates with Jo’s belief in the importance of early years education. “By the time a child’s 5, they’re growing towards being hardwired,” she explains, underscoring the critical role of early childhood development in shaping future perspectives on education and life.Jo draws parallels between her educational experiences and her mission in childcare. She celebrates the changes in the education system that now afford every child the opportunity to achieve a GCSE, levelling the playing field. Similarly, her nurseries aim to offer equal opportunities, especially in the more deprived areas where government funding and her team’s dedication can make a profound difference.Cultivating Community and ValuesJo views her work as more than just education—it’s a social mission. “It’s a complete social experience,” she explains, highlighting the importance of teaching children basic social skills, such as dining etiquette, which they might not learn at home. This approach is about more than just manners; it’s about preparing them for the wider world.For Jo, instilling British values is paramount, especially in a multicultural society. “I am the grandchild of an immigrant,” she shares, revealing a personal connection to the diverse backgrounds of the children she serves. Her nurseries celebrate cultural differences, teaching children to appreciate various traditions while fostering a sense of unity. Her nurseries introduce children to different languages and cultures, with language teachers and themed weeks that immerse the children in global traditions.Jo’s commitment to her social vision is evident in her hands-on approach. Despite not working directly in the rooms, she remains deeply involved in the nurseries’ operations. Her dedication even led her to complete a Level 3 NVQ in childcare, further demonstrating her resolve to provide the best for the children under her care.Leadership Through Vision and Empowerment: Jo Watson’s PhilosophyWatson’s definition of leadership emerges as a blend of vision, empowerment, and empathy. “Before you start anything, you must have a vision,” Jo asserts. She believes in bringing people together, leveraging their strengths, and fostering a collaborative environment where everyone’s contributions are valued.Jo’s hands-on experiences have shaped her inclusive approach to leadership. “There is nothing at my nursery that I would not do,” she states, reflecting her willingness to lead by example. This ethos has cultivated a strong community spirit within her team, evident in the low staff turnover and the loyalty of her employees.Her leadership extends beyond professional duties; it encompasses a commitment to the well-being of her staff and their families. The Scallywag Company Director has implemented a robust mental health support system, ensuring that her team can access counselling services and never miss important family moments. “We have a very strong mental health support system at nursery,” she explains, highlighting the importance of support and flexibility in the workplace.Jo’s philosophy is also influenced by the Danish concept of ‘hygge’, which she integrates into the nursery’s ethos. Hygge focuses on creating a warm, welcoming environment that promotes well-being and contentment, akin to the comfort one feels on a cosy, rainy day at home. This approach aims to make children feel secure and happy, which Jo believes is the foundation for effective learning and development.</div>

Jo Watson, Company Director at Scallywags, exemplifies transformative leadership from finance to childcare. Her journey from business acumen to creating nurturing environments for children showcases her dedication to early education and community values. Discover how Watson's vision and financial expertise have shaped Scallywags into a beacon of excellence in childcare.

Jo Watson: A Journey from Finance to Childcare Excellence

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 <div data-pmr-editable="" class="medium-editor-insert-plugin"><a href="https://www.leadersgb.co.uk/members/matt-bungay">Matt Bungay</a>, the current Head of Apprenticeships at City, University of London, began his professional journey not in the hallowed halls of academia, but in the heat of the kitchen. “I started my career as a chef, a French patisserie chef,” Bungay recounts.The birth of his eldest son marked a turning point for Bungay, prompting a quest for work-life balance that many parents will find familiar. “I realised I wanted to have a bit more of a work-life balance and not be a chef anymore,” he admits. Despite his love for the profession, the demanding hours were not conducive to family life, leading him to hang up his chef’s hat.Transitioning from the kitchen to the classroom, Bungay was approached by HIT Training to become an assessor, leveraging his extensive knowledge to train the next generation of chefs. It was a role that he relished, finding joy in imparting wisdom to budding culinary talents. His knack for teaching and leadership quickly became apparent, propelling him through the ranks to manage and train assessors himself.Bungay’s career in apprenticeships continued to evolve, leading him to create his own apprenticeship provider within a recruitment business, spanning 17 different brands and industries. His expertise then took him to the insurance industry as a Director of Training and Commercial Apprenticeships. Yet, it was the allure of degree apprenticeships that ultimately drew him to City, University of London. “Degree apprenticeships are the pinnacle of apprenticeships,” Bungay asserts.Joining City on a six-month contract, Bungay embraced the risk, leaving behind a directorship for the promise of shaping his own destiny within the university. His vision was grand: to develop multiple apprenticeships across various industries and to pioneer new ones, such as the VR Apprenticeship in the creative industry. “It’s an ongoing project,” he says, “but we’ve now gone from being a project to business as usual and a key part of the university.”Today, Bungay leads a team of over eight, with a wider network of apprenticeship staff across the university’s faculties, totalling around 27 individuals. His role has expanded from creator to leader, and he now serves as a strategic advisor to the senior leadership team. “I see an opportunity and go for it,” Bungay reflects. “I’m always looking for the next thing, trying to be ahead of the game.”Navigating the HeatReflecting on the recent launch of the VR apprenticeship, Bungay draws parallels between the high-pressure world of culinary service and the challenges of his current role. “It took me back to being a chef at service at the busiest time, which was my favourite. I loved service.”The rapid pace of the VR apprenticeship’s development, from conception to onboarding apprentices in a mere three weeks, was thanks to Bungay’s ability to thrive under pressure. He believes that the skills honed in the heat of the kitchen are transferable to any leadership position. “If you can run a commercial kitchen, you can run anything,” he asserts confidently.His culinary background, particularly as a patisserie chef, has endowed him with a multidisciplinary skill set that he applies to his leadership style. “You have to be multi-skilled,” Bungay notes. “If you can do that, you can change your way of thinking.” His motto of consistency and authenticity has been a guiding principle, earning him the trust and following of those he leads.Bungay’s adaptability extends beyond the kitchen to his understanding of diverse cultures and religions, a crucial aspect of his work in education. “Equality and diversity are key,” he emphasises, highlighting the importance of inclusivity in apprenticeships. These programs provide access to degree courses for individuals who might otherwise be unable to afford them, embodying the transformative power of education.The Gateway to Practical Education and Career ProgressionBungay, with his extensive experience in recruitment, understands the value employers place on practical skills. “Everybody wants a degree that’s tangible, that can apply to the real world,” he states. Apprenticeships, according to Bungay, offer this practicality without the burden of debt.At City, apprenticeships are not just about obtaining qualifications; they are a strategic tool for career progression. The arrival of Sir Anthony Finkelstein as president marked a pivotal shift for City, steering it towards a focus on business practice and the professions. “Apprenticeships align with that absolutely perfectly,” Bungay remarks. He highlights the solicitor apprenticeship as a prime example, enabling students to pursue a career in law who otherwise could not afford it.Bungay praises the university’s professors for their willingness to develop new programs tailored to specific sectors. “We’ve created an apprenticeship which means they can use the levy to upskill their leaders within film, TV, and performing arts,” he says. This innovative approach extends to the use of VR technology, allowing apprentices from across the country to participate in London-based courses.Bungay also touches on the broader impact of apprenticeships on the learning and development landscape. With increasing employer awareness of the apprenticeship levy, there is a growing recognition of its potential to expand training budgets and create bespoke programs at various levels. Looking at the NHS as an example, Bungay notes that apprenticeships are integral to their workforce plan, with one in five employees being an apprentice. Crafting a Legacy Bungay, who has been nominated for two prestigious awards, reflects on his journey from chef to educational leader, emphasising the transformative power of apprenticeships.“I’ve been very lucky,” Bungay begins. His philosophy is simple yet profound: “Never be afraid to go for it, to ask the question, to believe in yourself that you can achieve it.” He sees his role as empowering others to reach their potential, instilling in them the courage to pursue their ambitions.As a leader, Bungay’s legacy is shaped by his passion and thoughtfulness. “I would like to be remembered as a passionate, thoughtful leader that really cares about what he’s doing,” he says. His connection to the service industry remains strong, drawing parallels between the dedication of chefs and his current work. “The best chefs are the ones that really care.”Bungay’s approach to leadership is centred around team dynamics and the belief that success is a collective effort. “You’re only as good as your team,” he asserts. Matt Bungay’s legacy, therefore, is not just in the programs he has developed or the awards he may win, but in the lives he has changed and the industry he has invigorated with his unwavering belief in the power of apprenticeships.&nbsp;</div>

Matt Bungay's journey from being patisserie chef to Head of Apprenticeships at City, University of London, has seen him become a key figure in UK apprenticeships. What's more, his story of career evolution and commitment to practical learning showcases the impact of apprenticeships in providing real-world skills and equal opportunities for career advancement.

From Patisserie to Pedagogy: Matt Bungay’s Culinary Journey to Apprenticeships

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 <div data-pmr-editable="" class="medium-editor-insert-plugin">Philippa Webster, the Founder and Lead Consultant at Interpersonnel, has carved a niche in the HR consultancy world with her remarkable career trajectory and dedication to providing robust HR solutions. “I did a range of things,” Philippa reflects on her diverse career path. “I worked as an advisor in the House of Lords library for a while.” Her early career was marked by a keen focus on research, laying a strong foundation for her analytical skills.Philippa eventually ventured into HR, a move that would define her career. “I set up my consultancy with the aim of offering HR services to small businesses,” she explains. However, she soon realised that her services were not just beneficial to small enterprises but to “any size business” that lacked HR knowledge or capacity in specific areas.Over the years, Philippa’s consultancy has grown, supported by associates with specialised skills, reflecting her commitment to delivering comprehensive HR solutions. “In the last six years or so, I have been focusing on investigations,” she says, highlighting her shift towards a more specialised HR role.Philippa’s expertise is sought after in complex situations where companies lack internal HR expertise or face sensitive issues such as grievances against high-level executives. “I’m mostly parachuted in by an employment lawyer or approached by the company if they know me already,” she states, emphasising her reputation in the field.Discussing the challenges she faced, Philippa notes the importance of deciding whether to pursue general HR or specialise. “It was a case of being a Jack of all trades and master of none, or specialising in one area,” she muses. Her choice to focus on investigatory work has led her to develop a robust, rigorous approach, ensuring her findings are “Tribunal Ready.”With a wealth of experience in handling “interesting characters” and complex cases, Philippa likens her work to “putting a jigsaw puzzle together.” Her meticulous investigations ensure concrete findings, underscoring her role as a critical problem-solver in the HR landscape.Navigating HR in the Modern WorkplaceIn the evolving landscape of human resources, Philippa has been at the forefront of addressing the challenges and changes brought about by the modern workplace. Her insights into the transformation of HR practices post-COVID are both enlightening and indicative of the adaptability required in today’s work environment.“One of the key changes has been COVID,” Philippa states, acknowledging the pandemic’s significant impact on HR cases. She highlights the emergence of long COVID and its implications on employees’ capabilities, noting the severity of ongoing ailments like PTSD and mobility issues that directly affect job performance.The shift to remote work has introduced new dynamics in employee interactions, with Philippa recounting a case over Zoom. “That was very new,” she admits, delving into the nuances of investigating such allegations. The setup of a person’s home office, the positioning of screens during virtual meetings, and the perceived lack of direct communication were all factors she had to consider.Philippa emphasises the importance of companies attempting informal resolutions before escalating to formal investigations. However, she notes that sometimes “they may miss a part of the process,” leading to appeals and the need for her expertise to rerun or mediate the process.Reflecting on the broader HR landscape, Philippa discusses the necessity of redefining HR setups and reassessing skills and capabilities within organisations. “We’ve looked at the HR setup and helped to redefine it,” she explains, highlighting her involvement in restructuring and training initiatives, especially in response to significant IT changes.As the world of work becomes increasingly remote-dominated, Philippa’s role in guiding companies through structural changes, particularly in IT, becomes ever more crucial. Her work ensures that organisations are equipped with the right skill sets and training to adapt to new processes and technologies.Philippa Webster’s expertise in HR not only addresses the immediate challenges of modern work but also shapes the future of how companies manage and support their workforce in an ever-changing digital age.Philippa Webster’s Vision for Her LegacyPhilippa envisions her legacy to be one of unwavering professionalism and pride in the field of human resources. “It’s so important to get it right,” she insists, highlighting the dangers of inexperienced HR professionals providing misguided advice. Webster’s ethos is clear: “Be professional; if you don’t know, you don’t know and just say you need to go and find out.”Looking ahead, Webster acknowledges the transformative impact of technology on consultancy. She also recalls how traditional income streams like writing articles and pamphlets have dwindled with the advent of blogs and podcasts. Now, she sees artificial intelligence (AI) as the next frontier that will reshape the industry. “AI will have an impact on income streams,” she predicts, noting that tasks such as policy writing and checks may increasingly be automated.However, Webster also sees AI as a tool that can aid consultants, suggesting a symbiotic relationship with technology. “We’re going to use AI for positive purposes,” she states, recognizing the potential for AI to streamline processes and enhance consultancy services.In her concluding thoughts, Webster advises her peers to remain vigilant and adaptable: “You need to keep your eye on the ball because if you don’t, there could be professional consequences.” Her legacy, as she envisions it, will be defined by a commitment to professionalism, a strategic embrace of technological advancements, and a proactive approach to the evolving landscape of HR consultancy.</div>

Philippa Webster, the seasoned HR consultant at Interpersonnel, brings a wealth of experience and a unique investigatory focus to modern HR challenges. With a career spanning advisory roles to specialised HR solutions, Webster's approach is both rigorous and adaptable, ensuring businesses are "Tribunal Ready" and equipped for the digital age. 

Philippa Webster: A Portrait of Determination and HR Expertise

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 <div data-pmr-editable="" class="medium-editor-insert-plugin"><a href="https://uk.linkedin.com/in/stephen-o-brien-a507b615">Stephen O’Brien</a> is a renaissance man. The founder, investor, and entrepreneur has a career that is a result of a rich tapestry of experiences all dedicated to growth and development, but not without doing well in return. One of Stephen’s current ventures, Twenty2 International, “is an investment vehicle and a consultancy vehicle that was established just over two years ago now,” He explains. Its inception came on the back of an exit from one of Stephen’s previous outlets called Tiva. Established in 2007, Tiva was not just any business; it was a pioneering force in cloud services and IT reselling, catering to a diverse clientele ranging from small businesses to large corporate enterprises and government bodies across the UK. The decision to part ways with Tiva was not taken lightly. “It was a bittersweet moment when I finally walked out the door,” O’Brien admits. However, the sale of Tiva to a Canadian organisation seeking to expand its UK and European portfolio marked the beginning of a new chapter for O’Brien, one that would see him transition from business owner and entrepreneur to investor.With the financial capacity and time afforded by the sale of Tiva, O’Brien set his sights on international horizons, investing in a number of projects that span beyond the UK. His approach to investment has been characterised by an open-mindedness that has seen him delve into tech apps and SaaS (Software as a Service) startups. Yet, it is his largest investment to date that truly demonstrates his flair for diversification—a chicken farm in Abu Dhabi.This is no ordinary farm, however. It represents a strategic move to address the UAE’s reliance on imported poultry, which stands at a staggering 94%. The farm, aptly named “As It Should Be,” aims to produce high-quality chickens locally, leveraging advanced agricultural technology to overcome the challenges posed by the desert environment.What drew O’Brien to this project was not just the potential for lucrative returns but the “technical ability of how the farms are run as well as the culture of the organisation.” It’s a venture that promises to revolutionise poultry farming in the UAE, driven by technology and a vision for sustainable, local production.Investment Philosophy: The Human Factor Stephen has a discerning eye for potential—not just in business models, but crucially, in people. “Before I even start looking at the sort of financials of any particular pitch deck or business plan, I want to get to know the individual or the individuals,” O’Brien states, underlining the personal approach that has served him well over three decades of entrepreneurship.Reflecting on his own evolution from a 23-year-old pitching his first startup to the seasoned investor he is today, O’Brien emphasises the important factors of success. “It was all about people and culture,” he says, revealing that his investment decisions hinge on the environment and the team behind a business. “If you’re going to scale a business, you’re going to need to surround yourself with a good group of people.” For Stephen, the synergy among the people involved is paramount. The blueprint for success, according to O’Brien, doesn’t require constant reinvention but rather a keen understanding of what works. “You don’t need to constantly look at remodelling what you’ve currently got,” he advises. It’s about identifying successful patterns and enhancing them, not starting from scratch each time.O’Brien’s philosophy extends beyond business to personal growth, influenced by his experiences in business and as a family man. “We always want to be better tomorrow than we are today,” he asserts, a mantra that has guided him through both triumphs and challenges. This continuous pursuit of improvement is what he seeks in the businesses and individuals he invests in—a shared commitment to never resting on one’s laurels but always striving for more.Scaling AmbitionsReflecting on his entrepreneurial journey, Stephen candidly shares the challenges he faced scaling his business. “I had no fear of setting the business up and I had no fear of growing,” he asserts. The real test, however, was scaling the business to meet his ambitious year-on-year targets without a clear exit strategy.O’Brien’s approach to business was deeply rooted in inclusivity and shared success. He established an incentive share scheme, ensuring that when the time came to sell the business, everyone would benefit, not just himself. “I wanted to share the wealth,” he explains.Recruitment posed a significant challenge, with O’Brien observing a decline in the calibre of candidates, not in terms of intelligence, but in the social awareness and character traits he sought. The UK’s competitive technology sector made recruitment even tougher, as companies were willing to pay top dollar for average individuals due to a limited talent pool. Managing expectations around incentives and benefits became increasingly complex.The pandemic presented a universal challenge, but O’Brien believes the spirit, culture, and community feel he had nurtured helped his company navigate the crisis. With a diverse business portfolio and a strong relationship with Microsoft, Twenty2 International was well-positioned to pivot and seize new opportunities, bouncing back stronger.Stephen’s Guide for Aspiring EntrepreneursMoving on from the pandemic experiences, Stephen shares invaluable advice for young investors and leaders drawn from his own experiences. “Surround yourself with people who are better at things than you are,” he advises, emphasising the importance of recognising one’s limitations and complementing them with the strengths of others.O’Brien gives an example from the start of his career. “The one lesson I learned within those first six months was to bring somebody in from a financial control point of view who knows more than I knew,” he recalls, highlighting the significance of building a trustworthy and skilled financial team.For O’Brien, letting go of control in certain areas was not a sign of weakness but a strategic move towards growth. He stresses the need for entrepreneurs to overcome the fear of delegation, which he sees as a common barrier to success. Cash flow, he notes, is the lifeblood of a scaling business, and profitability on paper means little without liquidity in the bank. Stephen’s approach was to ensure his finance team was not only efficient but also felt included in the company’s journey, fostering a sense of collective responsibility.Transparency and shared goals are also central to Stephen's leadership style. He made it a point to share the company’s objectives with every team member, believing that a unified approach cultivates a strong team spirit. “Share the plan with everybody,” he insists. A pivotal moment in O’Brien’s career was the introduction of a profit share scheme, which reinforced the sense of collective success within his company. Even when the company faced setbacks, O’Brien’s candid approach and ability to use honesty as a motivational tool were key to maintaining trust and morale.And when the going gets tough, Stephen highlights the need to “remain calm, objective, and measured.” Even during the most challenging times, he believes that leaders must maintain their composure and the ability to motivate their team.Drawing inspiration from sports leadership figures like Alex Ferguson and Clive Woodward, O’Brien emphasises the significance of having a solidified team culture that starts at the top. “It’s about building a culture where everybody matters. I knew that with such a culture, wealth would take care of itself.” This belief in the power of a people-first approach is what propelled Twenty2 International to its remarkable £85 million success.Nearing the end of the conversation, we touch on how Stephen’s personal story of resilience and ambition, rising from a challenging background to become a successful entrepreneur, serves as an inspiration. In this regard, he calls for more proactive support for aspiring leaders, emphasising that leadership potential isn’t solely determined by academic achievements but also by other valuable traits.Overall, Stephen O’Brien’s advice to young investors and leaders is to focus on creating an environment where honesty, transparency, and a shared culture thrive. By doing so, leaders can harness the collective energy and dedication of their teams to drive success and overcome any obstacle. “It’s not rocket science,” O’Brien reflects, “but the formula is relatively simple: be right with people, and you’ll always get the best out of them.” In this regard, Stephen’s career speaks for itself.</div>

Stephen O'Brien, a successful entrepreneur and investor, has a wealth of experience. In this feature, we cover his investment philosophy, his unique approach to business growth, and his advice for aspiring entrepreneurs. Learn about his diverse investments, including a high-tech chicken farm in Abu Dhabi aiming to revolutionise poultry farming in the UAE.

Dan Williams

Articles published by Dan Williams - Page 2

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