Don’t give up too easily on your growth plans. There’s Another Way.

With rising employment costs, many business owners are facing an impossible decision—cut back on staff or put growth plans on hold. You’ve likely spent hours debating what to do, only to conclude that reducing headcount is the only way forward.

That’s exactly where one business owner found themselves… until a conversation with Adrian Hargreaves changed everything.

Rather than making cuts, Adrian suggested a different approach: make better use of the talented, loyal team already in place.

Not by working harder or longer—but by thinking differently.

What if everyone in your company became a sales and marketing person?
What if, instead of just a few people focusing on growth, every employee contributed to finding and seizing opportunities?

This isn’t about adding pressure—it’s about:
Training everyone in customer-focused thinking
Encouraging idea generation across all roles
Uncovering hidden skills and talents
Providing real, tangible support to drive business growth

At Hargreaves Marketing, this is the conversation we have with business owners. The intent is real. The results are possible. And the support is there to help build in-house sales and marketing capabilities—whether you have one marketer, a mixed team, or an established department.

It just needs the right client. Are you ready to explore a different way of managing your business resources and developing new advanced capabilities through new creative and critical thinking sessions? Let’s talk.

Business coaching can be a game-changer for SMEs—but only if you choose the right kind. Many business owners sign up for coaching expecting tailored advice, only to end up in generic, one-size-fits-all programs that barely scratch the surface of their real challenges.

Let’s break down the key differences so you can make an informed choice.

Off-the-Shelf Coaching: Fast, Structured… but Generic

Who provides it? National coaching franchises, government-funded business support programs, and companies selling ‘plug-and-play’ coaching models.

How it works:
Follows a fixed program—one that new coaches can be trained on quickly.
Focuses on general business principles rather than your unique situation.
Often free or low-cost, but limited in depth and impact.

Who it’s best for: Startups or new business owners needing basic guidance.

Independent Coaches: Personalised, Deep Expertise, Real Impact

Who provides it? Experienced professionals who blend coaching with consulting and hands-on support.

How it works:
Starts with a deep dive into your specific business challenges.
Tailors strategies, tools, and frameworks to fit your needs.
Provides a mix of coaching, consulting, and implementation support.

Who it’s best for: SMEs looking for serious, long-term growth and transformation.

How to Choose the Right Coach for Your Business

Do they offer a tailored approach, or do they follow a set program?
Do they have real-world business experience?
Will they challenge and support you, or just hand you a workbook?

Final Thought – Choose Coaching That Moves Your Business Forward

If you want real impact, don’t settle for off-the-shelf coaching. An experienced, independent coach can help you navigate challenges, develop strategy, and drive meaningful growth.

Have you ever worked with a coach? What was your experience? Share your thoughts below!

Consultants often get a bad reputation. Maybe you’ve heard stories of big firms sending in teams of fresh-faced graduates who charge a fortune but leave behind reports that gather dust. It’s no surprise that many SME owners (and their teams) fear the word consultant.

But here’s the truth: not all consultants are the same.

Big Consultancies vs. Independent Experts

The Big Firm Approach

• Large teams, often with young and inexperienced consultants.
• Expensive, structured engagements with generic solutions.
• More focus on strategy than on hands-on support.

The Independent Consultant Approach

• An experienced professional working directly with you.
• Personalised, tailored advice that fits your business needs.
• Practical, hands-on support to help you implement change.

What Does This Mean for SMEs?

If your business has ever struggled with growth, efficiency, or strategy, the right consultant can be an asset, not a burden. The key is choosing someone who understands your business, works collaboratively, and focuses on delivering real results.

How to Spot a Consultant Who Can Actually Help You

They listen before they advise.
They have hands-on experience, not just theories.
They focus on practical solutions, not just PowerPoint slides.
They work with your team, not above them.

Final Thought: Don’t Let the Big Firm Stereotype Put You Off

A skilled independent consultant can bring valuable insights, act as a sounding board, and help drive real change—without the big-firm price tag or bureaucracy.

Have you ever worked with a consultant—good or bad? Share your experiences in the comments!

Many small and medium-sized business (SMB) owners take a “spend-as-you-go” approach to marketing. While this might seem flexible, it often results in inconsistent spending, missed opportunities, and wasted resources. A structured marketing budget, however, ensures that every pound is invested strategically and contributes to long-term business growth.

Yet, some business owners hesitate to create a formal budget because they worry it will leave a record of past decisions—especially if a campaign doesn’t deliver the expected results. In reality, a budget is not a liability; it’s a tool for making smarter marketing decisions.

The Benefits of a Marketing Budget

1. More Strategic Spending

Without a budget, marketing spend can become scattered and ineffective. A structured plan ensures money is allocated to the right channels, maximising results.

2. Better Performance Tracking

A budget allows you to measure return on investment (ROI), learn what works, and continuously refine your marketing approach.

3. Avoiding Waste

Spending on the wrong strategies can drain your resources. A budget helps focus investment on tactics that deliver real results.

4. Planning for Growth

Successful businesses don’t just react—they plan ahead. A budget ensures that your marketing efforts align with your revenue goals, helping your business grow sustainably.

Addressing Common Concerns

• “A budget keeps a record of past failures.”
  Reality: A record of past decisions isn’t a risk—it’s a valuable learning tool that helps refine future strategies.

• “What if a campaign doesn’t work?”
  Reality: Not every campaign will succeed, and that’s fine. The key is using your budget to track performance and improve over time.

• “Will a budget limit my flexibility?”
  Reality: A good budget is adaptable. By setting aside contingency funds, you can seize unexpected opportunities without losing financial control.

Final Thoughts

While all approaches need to be considered in terms of what is right for your business, and all decisions need to be assessed for risk, adopting a marketing budget is for most progressive companies best practice. The exceptions are for example where there may be good reasons from a self preservation point of view not to adopt budgets if it goes against the culture and internal politics.

For companies seeking a more sophisticated approach a marketing budget isn’t just about managing costs—it’s about making smarter investments. Instead of worrying about documenting past decisions, embrace it as a way to improve, grow, and achieve better results.

Start planning your marketing budget today and give your business the structure it needs to thrive!

Why Capability Development Matters

Your business can only grow as fast as the capabilities within it. If your team lacks the skills and adaptability to meet new challenges, growth will stall. Capability isn’t just about training—it’s about applying skills effectively in real-world situations.

The Link Between Learning and Business Growth

Competitive Advantage

Businesses that continuously learn and adapt stay ahead. Market conditions change fast, and those who develop their capabilities can respond smarter and faster than competitors.

Employee Engagement & Retention

People stay where they grow. Employees want to feel valued and equipped to succeed. Investing in development increases motivation and reduces turnover.

Innovation & Problem-Solving

A more capable workforce fosters innovation. Capability development encourages creative thinking and continuous improvement.

Operational Efficiency

When employees have the right skills and knowledge, they work more efficiently, reducing costly mistakes and improving productivity.

How to Embed Learning in Your Business

Make Learning Part of Daily Work – Encourage knowledge sharing, mentorship, and on-the-job learning. Create an environment where learning is welcomed.
Shift from Training to Capability Building – Traditional training doesn’t always stick. Focus on real-world application, coaching, and continuous feedback.
Use Technology Wisely – Online learning platforms, microlearning, and AI-driven tools make learning more accessible.
Develop Leadership at Every Level – Equip managers to be coaches, not just supervisors. Leaders should model learning behaviors and create opportunities for team growth.
Measure & Adapt – Track learning initiatives and their impact on performance. Adjust strategies based on what works best.

Final Thoughts

Businesses that invest in their people don’t just grow skills—they build confidence, agility, and resilience. Want to future-proof your business? Start building capability today!

#BusinessGrowth #ContinuousLearning #Leadership #Innovation

Recently I had the pleasure of interviewing international governance expert Dr Peter Crow. The transcript is provided in the flipbook below.

Rather than talking now about what you can read in the transcript, what I would like to say is how the experience has reconfirmed my belief in the value of meetings, reflection, walking, thinking, discussing, respectfully challenging, and learning.

These activities are in my opinion essential qualities for business people because they provide the necessary platform for writing, visualising and verbalising thoughts. Often it is only by going through these advanced communication processes that we understand better. Correcting ourselves or allowing ourselves to be advised differently by others is a strength, not a weakness.

The alternative is to choose a snippet of information, reach a conclusion, and make important decisions without seeking further consensus. That, as anyone with any experience in the workplace will be able to tell us is too often a route to disaster.

This leadership interview with Dr Peter Crow is what I hope will be the first of many within the Articulate Strategy Well series.

Governance is a specialist area that can be misunderstood. My thanks to Peter for his time and professionalism throughout the process and of course helping me to have a better understanding of the subject of governance which has been his life’s work.

While the large companies constantly seek market insight so they can report accurately to investors several times a year, some smaller companies can go for quite some time without keeping a close eye on their markets. 

The revenue results of many of the big tech companies including Apple and Amazon show what can happen when the market changes. Yes, it happens to even the biggest and the best. Think how many university students studying business and marketing must have used these big tech companies as the basis for their thesis. This post is not a criticism of big tech companies or suggesting that we have been foolish to admire them and learn from their methods. Nor is it a criticism of any specific company or person. This post is about making a simple point and that is that we should always be getting market insight.

When I talk about the importance of markets with leaders, I sometimes get a cool response. The reason for this is that the focus is always on today and the short term. The mind is on the next set of results due this week, this month, this quarter. That is their focus. Markets are distant abstract topics. They are some distance away. You can’t influence them. “The markets will do what the markets will do” is one phrase I remember. Another one is, “I just want to see people talk about their sales figures. I want people to look me in the eyes and tell me how they are going to hit target.”

As leaders, when we say or think things like that, we are not only just thinking short term, but we are also at the far end of being passive. We are effectively saying that there is nothing we can do to control the markets, therefore let us not waste time thinking about them. We are also putting all of the ownership of the problem onto others.

The problem with this mindset is that it is both untrue and dangerous. As companies, we can change the markets by launching new products and services that are successful. Even if we can’t change the markets, we can anticipate some of the likely changes and either take action in advance or be more prepared to take action when it is required.

An interesting thing about market insight is where I just introduce it as a small element within a workshop on a larger sales or marketing related theme. Suddenly, the very people who it was assumed would have little to offer have plenty to contribute. These people often are closest to the customer. They know things and they are in the right circumstances prepared to share that information. At this point, the discussion can go one of two ways. We can have a highly insightful and productive discussion, or we can have nothing. Yes, absolutely nothing.

So, we can have either a great discussion or no discussion and the funny thing is that the very same people are capable of either delivering great insight or no insight. How can that be?

The answer is very simple. It is not a people issue, but a leadership issue. If people feel that they can talk openly and that their observations and comments will be valued and considered, then they will be more inclined to provide feedback. However, if they feel that their comments will be taken as simply an excuse for a lack of performance or seen as being disrespectful of the management team’s strategies, then they will probably have little or nothing to say.

So, there you have the choice. Let’s label them:

• Company A: Absolute fear, therefore no useful communication and therefore no feedback.
• Company B: Open communication without fear to get great insight.

That’s not to say that with the first option (Company A), everyone will sit in silence. The day will pass with some good humour, there will be some breathless, upbeat presentations along the line of, “despite the challenges, I WILL hit target…” Then everyone will drive home, spend another month working hard, and all the while “Company A is getting ever nearer to the abyss.

While Company A drifts, Company B is driving forward with a range of initiatives. Seeds have begun to sprout following the valued feedback session. Where the people at Company A are “just keeping their heads down,” at Company B they are collaborating with other like-minded enthusiastic people. There is purpose. There are new goals. Processes are being improved. Functional capabilities are being built and people are learning the new skills that they will need. There is belief, excitement and confidence.

Why? Because unlike with Company A, at Company B, there is a future.

The future is what we make it and the future starts with great insight. If you want the insight, you only have to ask. Just make sure first that you have created the right ecosystem for valued open communication without fear.

Adrian Hargreaves is a sales and marketing consultant and owner of Hargreaves Marketing Ltd, based in Blackburn, Lancashire. Hargreaves Marketing offer a market insight service called “Talk Markets.”