Tag: Business Risk Analysis Key Skills

Business Risk Analysis Key Skills Development

Business risk analysis is a crucial component of any successful business strategy. Whether you are a small business owner or part of a large corporation, understanding and mitigating risk is essential for maintaining profitability and longevity.

To effectively analyse business risk, there are several key skills that are necessary. In this article, we will explore these skills and how they can be applied to your business.

Financial Analysis
The ability to analyse financial statements and data is a foundational skill in business risk analysis. Financial analysis allows you to identify trends and potential risks in your organisation’s financial health. This skill requires an understanding of financial metrics such as revenue, profit margins, cash flow, and debt ratios.

Critical Thinking
Critical thinking is the ability to objectively evaluate information and make informed decisions. In business risk analysis, critical thinking is essential for identifying potential risks and evaluating potential solutions. This skill requires an ability to consider multiple perspectives and weigh the pros and cons of different options.

Communication
Effective communication is key to successful business risk analysis. This skill allows you to clearly articulate your findings and recommendations to key stakeholders in your organization. It also enables you to gather information from others and build consensus around risk management strategies.

Industry Knowledge
Having a deep understanding of your industry is essential for effective business risk analysis. This skill allows you to identify trends and potential risks that are specific to your industry. It also enables you to stay informed about changes in regulations or other external factors that could impact your business.

Data Analysis
Data analysis involves collecting and analysing data to identify patterns and insights. This skill is essential for business risk analysis because it allows you to identify potential risks and opportunities based on data-driven insights. It also enables you to evaluate the effectiveness of risk management strategies over time.

Risk Management
Effective risk management involves identifying potential risks and implementing strategies to mitigate them. This skill requires an ability to evaluate the likelihood and impact of different risks and develop strategies to minimise their impact. It also involves ongoing monitoring and evaluation to ensure that risk management strategies are effective.

Adaptability
Finally, adaptability is essential for successful business risk analysis. This skill allows you to respond quickly to changes in the business environment and adjust risk management strategies accordingly. It also enables you to identify new opportunities and potential risks that may emerge over time.

Business risk analysis is a complex and multifaceted skillset that requires a combination of financial analysis, critical thinking, communication, industry knowledge, data analysis, risk management, and adaptability. By developing these skills and applying them to your business, you can identify potential risks and opportunities, implement effective risk management strategies, and ensure the long-term success of your organisation.

UK Budget 2024

What is in the UK Budget 2024

UK Budget Announcement Summary

Find out what the latest UK budget means for you and your business.

£25 billion extra costs for UK business taxes and National Insurance contributions from employers from April 2025.

Record increases in public spending and taxes that will produce highest ever tax burden in UK. Allegedly due in part to £22 billion black hole from last government. £40 billion increase in UK taxes – biggest ever in cash terms. Increase in spending is over £70 billion over course of parliament, partly funded by tax increases and most of the rest by extra borrowing (or cutting government spending for some departments in real terms). Despite spending increases forecasts for long term growth being very low -only 1 to 2 percent GDP and a downgrade from where previously forecast to grow in longer term. Bank of England may have to delay possible interest rate cut due to this government borrowing record amounts to inject in short term into the economy without producing any real extra growth in economy long term.

Key Points Of UK Budget 2024

  • Funding for 2 scandals : Infected Blood Scandal (£11.8 billion) and Post Office Horizon Scandal (£1.8 billion).
  • Office for Budget Responsibility OBR says inflation around 2.5% inflation for next couple of years.
  • OBR says UK GDP will be 1.1% in 2024 and 2.0% in 2025. Anything after that is just fairytale story – and not even a good one!
  • Fiscal rules to include Stability Rule: UK will not borrow to fund day to day spending with longer term conditions. Around £26 billion deficit for couple of years.
  • Some government departments will have less money to spend in real terms due to inflation.

Tax

  • Minimum Wage : 6.7% increase in minimum wage. Over-21s to rise from £11.44 to £12.21 per hour from April 2025. Rate for 18-21-year-olds to go up from £8.60 to £10.
  • Carers Allowance to increase, increasing the amount carers can earn before they lose carer’s allowance – can earn up to £10000 a year without losing any of allowance.
  • Increasing protection of people from unfair dismissal
  • Triple Lock Pensions : to be protected – 4.1% increase in pensions over next couple of years.
  • Fuel Duty : Fuel duty to freeze for another year so the 5p cut to fuel duty due to end April 2025 will continue to April 2026.
  • National Insurance : keep National Insurance at same level on personal tax levels.
  • Employers National Insurance : Rate to increase by 1.2 % to 15% and lowered the level at which it becomes payable by employers – from £9100 to £5000.
  • Small Business : increasing employment allowance re Employer’s National Insurance.
  • Inheritance Tax : Inheritance tax threshold freeze extended by further 2 years to 2030. Changes to what is included which will increase tax on some people. Unspent pension pots also subject to the tax from 2027. Exemptions when inheriting farmland to be made less generous thereby increase tax on farming in UK.
  • Capital Gains Tax : increase from 10% to 18% at lower rate and from 20% to 24% at higher rate. Capital gains on residential properties unchanged at 18% and 24% respectively.
  • Tobacco: tax to increase by 2% above inflation and 10% above inflation for hand-rolling tobacco.
  • Vaping : New tax of £2.20 per 10ml of vaping liquid from October 2026.
  • Soft Drinks Duty : to review thresholds for sugar tax on soft drinks and consider extending it to include “milk-based” beverages.
  • Road Tax : From April 2025 electric vehicles will start paying road tax.The amount levied on new EV owners will remain frozen at £10 for their first year “to support the take-up of electric vehicles”. After that point, they will pay a standard yearly amount based on the lowest existing category – currently about £190 – that will increase in line with retail price inflation. Petrol, diesel and hybrid drivers face significant increases.
  • Air Passenger Duty : to increase £2 per person on economy flights. Private Jets duty to increase by 50%.
  • Business Rates : 75% discount on rates till April 2025 will reduce to 40% from April 2025.
  • Alcohol Duty : to rise in line with RPI the higher measure of inflation but cutting draft duty by 1.7% – equivalent of reduction of 1p on pint.
  • Corporation Tax : to stay at 25% until next election. Paid on taxable profits over £250,000.
  • Abolish Non Dom Tax
  • Fund Management :
  • Stamp Duty : increasing tax on second homes from tomorrow from 2% to 5%.
  • Levy on oil and gas industry to increase.
  • VAT to be added to private school fees from April 2025.
  • Income Tax : no extension of threshold freeze on income tax and National Insurance from 2028 which will rise in line with inflation.

Spending

  • Spending to increase by 1.1%
  • Tripling funding in Breakfast Clubs
  • Extra £300 million for Further Education
  • Strategic Defence Review published next year but funding increase in interim.
  • Mayors : increase in funding and increased autonomy on spending.
  • Devolved Nations : some tinkering around the edges on funding.

Investment

  • Public Investment : changing rules to new Investment Rule.
  • Capital Spending : must secure ROI at least as high as on Gilts.
  • Aerospace, Automotive, Life Sciences, Creative industries to receive investment uplift.
  • Broadband to get more funding.
  • Funding for house building including Affordable Housing including local authorities retaining 100% of receipts on council home sales. Social housing providers to be allowed to increase rents above inflation.
  • Money to fund removal of cladding.
  • Transport : increasing investment. Funding for upgrades. HS2 changes to include link to London Euston. Several other new transport projects to begin. Commitment to deliver upgrade to trans-Pennine rail line between York and Manchester running via Leeds and Huddersfield.
  • Potholes : increase investment funding.
  • Bus Cap : £2 cap on single bus fares in England to rise to £3 from January 2025.
  • New Green Projects : extra investment
  • Warm Homes Plan : extra investment
  • Education Buildings : increasing funding by £6.7 billion and increasing budget for school maintenance budget.
  • NHS : increasing funding by £22.6 billion  for day to day spending plus funding for Capital Spending on NHS buildings plant and equipment. Waiting times to be no more than 18 weeks.

Come back for more updates following additional business risk analysis of UK Budget 2024.

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Skills Scarcity: The Grip on Growth in 2024’s UK Business Landscape

Unpacking the UK’s talent crisis: How skills shortages threaten business growth in 2024.

Skills and labour shortages holding back your business growth or threatening your ability to maintain existing levels of business activity in 2024?

The year 2024 dawns with a familiar unease for many British businesses. Is the UK having a labour shortage? Not just having one, but grappling with a multifaceted talent crisis threatening to stifle growth and even imperil existing operations. While economic forecasts paint a cautiously optimistic picture, the ground beneath is riddled with the gaping fissures of skills and labour shortages. This article delves into the anatomy of this crisis, identifying the biggest skills gaps and their impact on various sectors, while offering actionable insights for businesses to navigate this treacherous terrain.

The Stark Reality: Numbers Don’t Lie

Yes, the UK is undeniably experiencing a severe labour shortage. As of November 2023, over 1.1 million job vacancies remained unfilled, a figure only slightly down from the record highs witnessed earlier in the year. This deficit stretches across industries, with sectors like hospitality and leisure (35.5%), construction (20.7%), and healthcare (19.5%) bearing the brunt. Even more disconcerting is the narrowing gap between vacancies and unemployment numbers, implying a mismatch between available personnel and required skillsets.

The Roots of the Crisis: A Multifaceted Maze

This predicament stems from a confluence of factors:

  • Demographic Shifts: An ageing population and declining birth rates create a shrinking pool of young talent entering the workforce.
  • Skill Gaps: Rapid technological advancements demand new skillsets, leaving traditional workforce demographics with inadequate adaptability. This is particularly evident in the need for digital skills, data analytics, and cyber security expertise.
  • Wage Stagnation: Wages failing to keep pace with inflation discourages potential entrants, particularly in low-wage sectors like hospitality and care.
  • Working Conditions: Concerns about job security, unsociable hours, and demanding workloads deter candidates from joining certain industries.

The Sectorial Pinch: Where Does it Hurt Most?

The ramifications of these factors play out differently across industries:

  • Hospitality and Leisure: This sector faces a double whammy – reduced EU migration and a reluctance among domestic workers to accept low-wage, often precarious jobs. The result is a persistent shortfall in chefs, waiters, and housekeeping staff, impacting tourism and the wider economy.
  • Construction and Manufacturing: Skill shortages in critical trades like carpentry, plumbing, and welding hamper project completion and infrastructure development. Additionally, a lack of digital skills impedes automation and productivity gains.
  • Tech and Innovation: The UK struggles to keep pace with the burgeoning demand for software developers, data scientists, and cyber security professionals. This talent deficit stifles innovation and threatens the UK’s potential as a tech hub.
  • Healthcare and Social Care: A critical shortfall in nurses, care workers, and mental health professionals puts immense pressure on an already overburdened system. This gap in care provision directly impacts patient well-being and the sustainability of the NHS.

Navigating the Maze: Strategies for Survival and Growth

The current landscape doesn’t spell doom and gloom. Businesses can adopt proactive strategies to overcome the talent crunch:

  • Invest in Upskilling and Reskilling: Train existing employees to acquire new skills relevant to future demands.
  • Rethink Recruitment Practices: Broaden your talent pool by considering candidates from diverse backgrounds and offering flexible work arrangements.
  • Focus on Employee Well-being: Competitive wages, strong employer branding, and a positive work environment can attract and retain top talent.
  • Embrace Automation: Invest in technologies that can augment existing workforce capabilities and bridge skill gaps.
  • Collaborate with Educational Institutions: Partner with universities and vocational schools to foster skilled talent pipelines.
  • Advocate for Policy Changes: Lobby the government for immigration reforms and investment in training programs to address critical skill shortages.

A Call to Action: Collective Responsibility, Collective Success

The UK’s skills and labour shortages require a multi-pronged approach. Businesses, educational institutions, and the government must collaborate to bridge the gap.

Bridging the Gap: A Collective Endeavour for UK Business Sustainability

While the challenges seem daunting, a collective spirit of innovation and adaptation can turn the tide. Embracing upskilling, rethinking recruitment, and advocating for policy changes are crucial steps for individual businesses. However, the onus doesn’t fall solely on their shoulders.

Education Systems Need Revamping: Curriculum needs to evolve to address industry demands, focusing on digital skills, adaptability, and lifelong learning. Universities and vocational schools should collaborate with businesses to create internship programmes and tailor courses to meet specific talent needs.

Government Intervention is Key: Policy reforms focusing on immigration, talent visas for critical sectors, and targeted investment in training programmes can significantly impact the talent landscape. Streamlining visa processes and attracting skilled professionals from abroad can provide immediate relief. Additionally, investing in vocational training facilities and apprenticeships can create pipelines for skilled workers in high-demand fields.

Collaboration is the Cornerstone: Building partnerships between businesses, educational institutions, and the government is vital. Forums for knowledge sharing, joint training initiatives, and industry-aligned curriculum development can create a synergistic ecosystem fostering future-proof talent.

Looking Beyond 2024: The skills and labour shortages are not merely a 2024 challenge; they represent a structural shift in the workforce landscape. Businesses must adopt a longer-term perspective, fostering a culture of lifelong learning and continuous skill development within their workforce. Embracing remote work and flexible work models can attract a wider talent pool and enhance employee retention.

In conclusion, the UK’s skills and labour crisis presents a formidable obstacle, but not an insurmountable one. By embracing innovation, rethinking recruitment, and fostering collaboration, businesses can not only navigate the current turbulence but also build resilience for the future. A collective effort from businesses, educational institutions, and the government, coupled with a forward-looking vision, can unlock the potential of a skilled and thriving workforce, propelling the UK towards a sustainable and prosperous future.

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Why is it so hard to get staff?

What are the effects of shortage of staff?

10 Tips for Recruiting Hard-to-Find Staff in the UK in 2024:

  1. Rethink your employer brand: In a tight market, your company culture and values matter more than ever. Showcase what makes you unique and attractive – flexible work options, strong ESG (environmental, social, and governance) commitment, diverse and inclusive environment, etc.
  2. Target niche talent pools: Look beyond traditional job boards and focus on communities where your ideal candidates gather. Attend industry events, partner with professional associations, engage with universities and colleges for early talent, and leverage social media groups.
  3. Revisit your job descriptions: Ditch generic postings and craft compelling narratives that highlight the role’s impact, growth opportunities, and team dynamics. Use clear and concise language, focusing on essential skills and experience.
  4. Embrace alternative recruitment methods: Consider targeted advertising on niche platforms,employee referrals with attractive incentives, or even talent competitions specific to your industry.
  5. Offer competitive compensation and benefits: Research market rates and factor in the rising cost of living. Go beyond salary with attractive benefits packages like flexible hours, remote work options, generous healthcare plans, and skill development opportunities.
  6. Prioritise a streamlined and engaging candidate experience: Make the application process seamless and efficient. Provide regular updates and feedback, and utilise virtual interviews and assessments to reach broader talent pools.
  7. Focus on diversity and inclusion: Actively seek candidates from underrepresented groups and ensure your recruitment process is free from bias. Partner with diversity recruitment agencies and showcase your commitment to an inclusive workplace.
  8. Leverage employee advocacy: Encourage your current employees to become brand ambassadors. Share employee testimonials, success stories,and company culture insights through social media and internal channels.
  9. Invest in candidate relationship management (CRM): Track your recruitment efforts and build relationships with potential candidates, even if they don’t fit the immediate need. This can create a talent pipeline for future positions.
  10. Be open to new ways of working: Consider alternative work arrangements like freelance, contract, or part-time positions to attract talent with specialised skills or those seeking flexibility.

Remember, attracting top talent in a competitive market requires a proactive and personalised approach. By following these tips and demonstrating genuine care for your employees, you can increase your chances of finding the hidden gems you need for your UK team in 2024.

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Are you ready for 2024?

Whatever unfolds in 2024 is not going to be good for the global economy but that does not mean it can’t be good for your business – if you are prepared!

Sharpening the Saw: Risk Management in a Perilous 2024

As the calendar edges towards 2024, casting a long shadow over an already turbulent 2023, businesses find themselves teetering on the precipice of an increasingly dangerous economic environment. Inflation roars, supply chains sputter, and geopolitical tensions crackle like live wires. In this landscape, the ability to anticipate, navigate, and mitigate risk transcends mere competence – it becomes an existential imperative. Enter the age of the sharpened saw.

The metaphor, popularised by Stephen Covey in his seminal work “The 7 Habits of Highly Effective People,” speaks to the vital need for continuous renewal and self-improvement. In the context of business risk management, sharpening the saw translates to the proactive honing of skills, knowledge, and strategies to effectively manage and mitigate potential threats. It’s about staying ahead of the curve, not merely reacting to the blows as they land.

But why is this so crucial in 2024? The answer lies in the confluence of multiple, potent risk factors. The global economic slowdown, fuelled by rising interest rates throughout 2023 and inflation created by overprinting of money by central banks, threatens to dampen consumer spending and cripple businesses across industries. Supply chain disruptions, exacerbated by ongoing geopolitical tensions, continue to cast a long shadow, making it difficult to secure essential materials and ensure smooth operations. And lest we forget, the ever-present spectre of climate change lurks, unleashing its fury in the form of extreme weather events and resource scarcity.

This perfect storm of risks calls for a new breed of business leaders – not simply risk averse, but adept at navigating turbulent waters. These leaders recognise that knowledge is not power, but risk intelligence. As the ancient Chinese philosopher Sun Tzu observed, “Know the enemy and know yourself; in a hundred battles you will never be in peril.” In today’s economic battlefield, the “enemy” is not a singular entity, but the ever-shifting sands of risk itself. Understanding these risks, their interconnectedness, and their potential impact requires continuous learning, strategic foresight, and a data-driven approach to risk assessment.

This is where sharpening the saw comes into play. Businesses must invest in their people, equipping them with the skills and knowledge needed to identify, analyse, and mitigate risks. This includes:

  • Scenario planning: Developing a range of potential outcomes based on different risk scenarios and stress-testing strategies to ensure resilience.
  • Data analytics: Leveraging data to identify patterns, predict trends, and make informed risk management decisions.
  • Cybersecurity awareness: Recognising the growing threat of cyberattacks and implementing robust cybersecurity protocols.
  • Crisis communication: Preparing for and effectively communicating during times of crisis to maintain stakeholder trust and mitigate reputational damage.

Investing in training programmes, risk management software, and fostering a culture of risk awareness are all essential steps in sharpening the saw. As the Roman philosopher Seneca wisely said, “Luck is what happens when preparation meets opportunity.” In the volatile economic landscape of 2024, preparation is not simply prudent, it’s a matter of survival.

Sharpening the saw extends beyond internal efforts. Building strong relationships with key stakeholders, including suppliers, partners, and regulatory bodies, can provide invaluable insights and early warning signs of potential risks. By fostering an ecosystem of collaborative risk management, businesses can collectively weather the storm and emerge stronger on the other side.

The road ahead will undoubtedly be fraught with challenges and uncertainties. But for those who choose to sharpen their saws – to proactively manage risk and continuously adapt to new threats – the future, though perilous, holds the promise of resilience and growth. Remember, as the German philosopher Nietzsche declared, “He who has a why to live can bear almost any how.” In 2024, our “why” should be the preservation and growth of our businesses, and our “how” should be the relentless pursuit of and proactive mitigation. Let us sharpen our saws, face the uncertain future with courage and foresight, and emerge from the economic jungle not merely unscathed, but thriving.

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Managing Key Person Risk

How do you identify a key man risk? How do you manage key person risk? What is key person risk? Key person risk examples.

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Examples of failures to protect business from loss of key persons

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Sky News Report 15 September 2023 : Only around 61 percent of prison officers planned to be on shift turned up for their shift at Wandsworth Prison on the day Daniel Khalife escaped from prison.

Key person risk, also known as key man risk, refers to the potential threat to an organisation’s operations or financial stability that arises when a key individual or individuals (often top executives or key employees) are unable to perform their roles due to unexpected events such as illness, resignation, or death. This risk can have significant negative impacts on a company’s performance and value.

Here’s how to identify and manage key person risk:

  1. Identifying Key Person Risk:
    • Dependency: Identify individuals who are crucial to the functioning of your organisation. These may include founders, top executives, or employees with specialised skills that are difficult to replace.
    • Impact Assessment: Consider the potential impact if a key person were to become unavailable. Would it disrupt operations, affect client relationships, or harm financial performance?
    • Concentration: Assess if too much authority or responsibility is concentrated in the hands of a few individuals.
  2. Managing Key Person Risk:
    • Succession Planning: Develop and implement a robust succession plan. Identify and groom potential replacements for key individuals.
    • Cross-Training: Encourage cross-training and knowledge sharing among employees to reduce dependence on specific individuals.
    • Insurance: Consider key person insurance policies that can provide financial protection to the company in case of a key person’s incapacity or death.
    • Contractual Safeguards: Use employment contracts, non-compete agreements, and non-disclosure agreements to protect critical information and relationships.
    • Diversification: Aim to diversify leadership and responsibilities so that no single individual is irreplaceable.
    • Monitoring and Review: Regularly reassess and update your risk management strategies as the organization evolves.

Examples of Key Person Risk:

  1. Small Business Owner: In a family-owned business, the owner may hold critical relationships with key clients. If they become incapacitated, it could lead to client loss and financial instability.
  2. Star CEO: A tech company’s success might be highly dependent on a visionary CEO who is responsible for product development and strategy. If this CEO leaves suddenly, it could disrupt the company’s direction.
  3. Expert Consultant: A consulting firm relies heavily on an expert consultant with unique industry knowledge. If that consultant becomes unavailable, the firm might struggle to deliver services effectively.
  4. Portfolio Manager: In a financial institution, a portfolio manager who handles a significant portion of client investments may pose key person risk. If they leave, it could lead to client withdrawals and financial losses.

Managing key person risk is essential for business continuity and long-term success, as it helps mitigate the vulnerabilities associated with the reliance on specific individuals.

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Managing Key Person Risk

Strategies for managing employee shortages

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How do you attract recruit and retain top talent?

What is it about your business culture or reputation that should attract more job applications? How do you engage with your employees and fulfil their career progression aspirations? How well do you communicate with your existing employees and with those whom you wish to attract to your business? What opportunities are there for your employees to learn and develop their skills whilst improving your business development?

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How are you handling your talent shortage?

Have you overlooked the potential of your existing employees to fill your own skills gaps? Could you adjust your job descriptions to attract people who have the potential to grow into roll you need to fill? What could your business do in the short-term to manage what may be a short-term problem?

If you are not filling up your boat fast enough, what are you doing stop it leaking!

Many businesses under value the talent they have in their business already. The cost of replacing existing talent can include a higher salary to attract staff who leave, lost business waiting to fill job vacancies and the dissatisfaction of the employees left within the business.

  • Do you know if you have a problem of staff retention? There is a tendency for business leaders to blame the people who have left the business when the problem is how business leaders manage staff retention.
  • Do you know if you’re wages and benefits are competitive in the marketplace? A leaky boat could become a sunk boat! You may need to adjust your business priorities to prevent future issues becoming catastrophic.
  • Could better use of existing staff not only improve the business, but boost the confidence and loyalty of existing staff to stay with the business for the long haul.
  • What other changes apart from P can your business make to encourage existing staff to stay and attract talent? many people know value flexible working opportunities over higher pay and that may keep your existing staff or attract new employees.

The fuller engagement of employees in the journey of the business can pay dividends in terms of staff retention and avoidance of service quality issues.

Upskilling your workforce is essential for retaining and attracting new talent.

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You may need to change your approach if resourcing is causing business development problems. The cause of your skills gap maybe your own doing or maybe a marketplace issue. Either way your skills gap will need to be addressed if it is to stop impeding your business progress. What is your plan to fill your skills gap?

Strategies for managing employee shortages

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Risk Diversification Is A Protection Against Ignorance Of Your Key Business Risks

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What is risk diversification? Diversification is for idiots explored. What are the dangers of over diversification in business? Concentration of effort on key risks builds better business protection and can grow a business faster with less uncertainty. Diversification is not good or bad – horses for courses! There are benefits of diversification, but not at expense of liquifying your business success.

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If you do not know how to manage business risks you need to diversify your risk management strategy more to protect your business from your incompetence.

Of course you should hedge your bets in business decision making if you do not know what you are doing! Do you know your key business threats and opportunity’s ? Are you sure you know? If so go ahead full steam. If you do not know then maybe you should understand your business risks better before managing your business risks to maximise your business performance?

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If you know how to analysis your business risks and truly value your business assets, then maybe you should invest most of your time and money in what you know rather than uncertainty! If you want your business to perform averagely maybe you should spread your risk decisions, or alternatively, if you want maximum performance from your existing resources you should focus on what’s best for your business? Spread your business investment wider if you feel more comfortable with that but do that knowing you do not truly understand your key business risks.

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Risk Diversification Is A Protection Against Ignorance

Risk events analysis is useful but not always productive

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You cannot change what happened but you can learn from it. However dwelling on past mistakes is not productive.

  • Mitigate negative impact of risk event and secure any benefits from risk event. Good can often come out of bad.
  • Learn lessons from risk events and move on quickly
  • Do not dwell on risk event impact as constantly punishing people from mistakes of past can be very demoralising and negatively impact on future business performance.

After the risk event make sure your risk management plan for future seeks to ensure it does not happen again but do not over do the risk controls. Reflecting on the lessons from the risk event facts is important but do not let emotions and pain of risk event change the risk perception of future likelihood of recurrence especially after some additional risk controls adopted maintained and reviewed.

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