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Several Portuguese banks have started closing accounts belonging to cryptocurrency exchanges for “risk management” reasons. Yet the country’s central bank also appears to have cleared financial institutions.

A long list of Portuguese banks are fermenting cryptocurrency exchange accounts.

according to report espresso and salary of Company and Bloomberg, some of the major banks in Portugal are fermenting the accounts of cryptocurrency exchanges in Portugal.

The trades are all registered by the Central Bank of Portugal, which controls the national cryptocurrency trading platform. The identity of the exchanges at this disclosed: cryptology, Disturbs The room and Portuguese Digital assets, Santander .

Indeed, Portugal has earned a reputation as a haven for cryptocurrencies, but it does not impose any capital gains tax on cryptocurrencies. But over the past few months, the government and the financial sector seem to have wanted to regulate the crypto in agreement with other EU nations.

Bonus: Elizabeth Warren offers to end the incursion of cryptocurrencies into banks.

The reason for closing lied bank risk management

As a reminder, the central bank of Portugal is said to have declared that financial institutions have the power to do what they thought. However, she added that he closely watched the case. In addition, the decision will depend on the risk management policies that the banking establishment puts in place.

A spokesperson for Santandermeanwhile, added that she usually acts “according to his perception of the risk” and that decisions to close, open or maintain accounts depend on “multiple factors.””

CryptoLoja I would have explained that I had always complied with money laundering protocols as they should. He pointed out: “We now have to rely on the use of accounts outside Portugal to make the exchange work.”

Disturbs the coins I claimed his own accounts were closed earlier this year. He added that his efforts to open accounts with other domestic lenders had also proved unsuccessful. Portuguese Digital assets reports a similar situation.

Rock Guimaraesfounder of Disturbs the Coin, to what I quoted as lamentable: “Well, that’s not an official explanation, some banks don’t just say they don’t want to work with crypto. It is almost impossible to start a business from crypto in Portugal today.”

To read: Blackrock has called on Coinbase to offer crypto services to institutional investors.

That’s probably not ideal for Instagram and its new approach to sorting content, as it seeks to follow the runaway success of TikTok.

As you may recall, earlier this year Meta CEO Mark Zuckerberg signaled upcoming changes to the approach to how it sorts content in user feeds, with a Go from your home feed curated by your social or following graph to more AI-recommended posts displayed, “even if the content wasn’t posted by a friend or someone you follow.”

This change has been most evident on Instagram, where more and more of your main feed is now dominated by posts – mostly short video clips – from profiles you don’t follow, which has made it harder to follow the content of those you have actually chosen to follow in the app.

This approach has been a big hit for TikTok, expanding the amount of engaging content it can show users to scroll through. But many Instagram users are less than happy with the new experience, with nearly 100,000 of them signing a new Change.org petition calling for Instagram to go back to how it was.

The petition was started by influencer and photographer Tati Bruening, who wants the app to return to its photo-sharing roots.

And a particularly influential voice has now also added his voice to these calls.

Kylie Jenner is one of the most influential voices among young users, with over 360 million followers on IG alone. When she speaks, people listen, and already her endorsement of the petition has helped spark thousands of other sign-ups in support.

And if the story goes by the past, Instagram should also listen to what Jenner is saying.

In 2018, Jenner tweeted this comment regarding Snapchat’s redesign, which many were also upset about:

This comment preceded a sudden drop in Snap shares.

As reported by Vox:

“Jenner’s ambivalence about the app seems to have an immediate effect on Snapchat investors. By the close of trading on Thursday, Snapchat’s stock had fallen 6%, an estimated loss of between $1.3 billion and $1.6 billion market value.”

Vox further notes that several factors played into this decline, it’s not just Jenner’s comments. But they were a big deal – although a similar Change.org petition to return Snapchat to its original format also attracted more than 1.2 million supporters at the time.

And it worked, sort of. Snapchat has re-enabled some features and refined its approach as requested by users. Jenner’s comments, along with the petition, therefore sparked a change.

Will it happen again this time?

Really, it’s kind of annoying to see Instagram drift further and further away from its original format, especially since it’s clearly being driven by TikTok and its desperate attempt to maintain relevance.

In many ways, that makes sense. Short video is the fastest growing content format on IG, and as user habits change and Instagram continues to lose engagement time to TikTok, it clearly needs to evolve to meet changing expectations.

The question then becomes, do people really want a TikTok-like experience on Facebook and Instagram, or does each app serve a different purpose?

And if so, should Meta just accept that usage of its apps will likely decline in favor of TikTok, at least in some elements?

It seems unlikely that Zuck and Co. are willing to compromise, especially with their online ad business, which likely means Instagram won’t back down, per se, despite this new push.

But there could be impacts. Again, when Jenner speaks, many, many people listen, which could ultimately drive more users to TikTok, the opposite of the intended effect of Instagram’s changes.

“My generation has decided that it is unbelievable not to give young people the opportunities that we had because it makes our assets, our houses, our diplomas, our stocks more valuable. It’s bad for society and reflects badly on the generation in charge. What is happening in higher education is just one manifestation of that selfish mindset.”

So says Professor Scott Galloway, who has a long history as a pioneering thinker and controversial truth-speaker. He has predicted future trends and criticized socially damaging systems and organizations since he completed an MBA from UC Berkeley’s Haas School of Business in 1992. He founded Prophet, a branding and marketing consulting firm. He launched RedEnvelope, one of the world’s first e-commerce sites. Along the way, Galloway established a digital intelligence company and an activist hedge fund. More recently, there have been influential books, podcasts, and digital newsletters. In 2019, he opened an online higher education startup, Section4.

Since 2002, Galloway has also been a Clinical Professor of Marketing at New York University’s Stern School of Business. There, he teaches MBA students brand management and digital marketing. Much of his research focuses on the so-called Big Four: Apple, Facebook, Google and Amazon, and specifically how the ambition of those tech titans has triggered seismic social and economic change.

Business leaders can certainly learn much from Galloway’s forceful views and predictions. In April 2021, he published his thoughts in a controversial newsletter, No Mercy / No Malice, exposing his thoughts on what is wrong with higher education: “America’s most important industry. It is the vaccine against the inequalities of capitalism, the lubricant of upward economic mobility, and the midwife of gene therapies and search engines.”

Today, after the Covid lockdowns, he laments a “huge missed opportunity”. Leading universities have largely refused to follow a hybrid teaching model that would increase admissions, giving more students a better education and greater career opportunities.

The disappointment of the universities limiting the offer

“The most disappointing thing is that elite universities have decided to double down on their luxury positioning and limited offerings,” says Galloway. “If they adopted the technology, they could put half of their sessions online and, in theory, multiply the offer overnight. However, they soon discovered that online learning looks and smells the same, which means that differentiation does not exist.”

He suggests that America’s elite universities are “the ultimate luxury brand for the wealthy in China, the Gulf and Europe,” who will pay large sums to increase the chances of their children attending.

“By creating the illusion that an association with a brand, such as Bottega Veneta, Ferrari or Tequila Ley, makes someone a better and more successful person, irrational margins can be made. The strongest brands in the world are not Amazon or Apple, but Oxford, Stanford or MIT, because no one pays $300 million to put their name on the side of Apple headquarters,” he says.

These generous endowments have led to what Galloway calls the Rolexification of some college campuses, with higher salaries attracting supposedly better teaching staff and no expense spared for facilities. Also, to maintain that exclusivity, admission fees have been reduced in recent years, he says.

“When I applied to UCLA in the 1980s, the acceptance rate was 74%. This year, it’s likely to be around 6%,” Galloway continues. “I thought that universities would take advantage of their brands, resources and technology during the pandemic to absorb the market. But I couldn’t have been more wrong.”

It points to a worrying side effect. “Now, there is so much overflow of people rejected from elite universities that second-tier universities demand similar prices, effectively charging a Mercedes price for a Hyundai.”

Paying a high price for a college education

Galloway donates his entire NYU salary to the university and has contributed millions of dollars to both NYU and Berkeley for immigrant student scholarships. “Here’s the thing,” she says. “These universities are technically private organizations, but not for profit. And nonprofits generally have a social mission of public service.

“These companies no longer have a public mission because they are not increasing their income from freshmen despite the money coming in. Therefore, they should lose their non-profit status. It is like a homeless shelter that turns away 90% of the people because they have decided to limit the number of beds despite having the resources and skills to accommodate everyone.”

But with greater diversity increasingly prioritized by business leaders, a growing list of organizations have identified the modern problem with a college degree: Most graduates will be saddled with debt and need training anyway, and sought alternative routes to tap into a much larger talent pool. .

“The most significant thing that’s happened in higher education in recent years hasn’t really happened in higher education,” says Galloway. “Companies ranging from Google to [the private equity firm] Apollo to Xerox has said, ‘We’re going to create a significant number of jobs for people who don’t have traditional college certification.’

“It is encouraging that many large companies have recognized that if they are only going to hire from elite universities, they have decided that, for example, they are not going to hire single mothers. There just aren’t many single moms picking up diplomas and walking the stage at Harvard or MIT.”

Urging business leaders to be more open-minded about their approach to hiring, Galloway admits that he, too, was “guilty of fetishizing and recruiting from elite universities” early in his career. “He loved us, he made us feel good about ourselves. But as long as the best organizations continue to fetishize those places, we’re never going to break this cycle.”

Changing mindsets around higher education

Then there is the matter of the current high cost of attending an elite university.

As Galloway points out: “My seven-year college education cost $7,000, so it was a no-brainer for me, the son of a single immigrant mother. It meant that an ordinary kid got a remarkable certification and resulted in prosperity and opportunities that I didn’t have access to before.

“There is a general feeling that college is not the return on investment that it once was.

But while some people will start to do the math, the certification that prepares you for life, making you more attractive to potential peers and employers, is still very powerful.”

Section 4 could be a viable and cheaper alternative to university. It certainly scores well on the cost and acceptance fronts, says Galloway, offering “courses at 10% of the price of an MBA and with 1% friction, as there’s no complicated application process.”

And while Section4 thrived during the pandemic, when people had more time to study online, he admits the platform has become more suitable for mid-career professionals looking to expand their skills alongside their colleagues. “We have transitioned from a B2C company to a B2B company and found, after the pandemic, that universities have become more proprietary that their professors give talks for us.”

So what is Galloway’s key message? “There is a bigger issue here in the US and Europe as to whether we want to continue to adopt this rejecting, almost nimbyistic mentality,” she says. “Regulators and university leaders need to start planting trees whose shade we may not enjoy. Admission rates need to be expanded, as do housing opportunities for youth.”

Business leaders would do well to heed Galloway’s warning.

Procrastinator may just be a buzzword. It is the permanent struggle to fight against the force of inertia inherent in every human being. Or procrastination has harmful consequences in relationships with others because it puts the person to be permanently late and therefore under the judgment and gaze of others

” It’s too complicated…. I won’t be able to do it…I promise I’ll start tomorrow…I’ll do it in the evening…during the week… I did not have the time… “. Do you usually make such offers? Yes, you know that you are a “procrastinator”: a person who tends to answer later than that to get it done. And when you are a business leader, it is better to try to stop this bad habit as quickly as possible at the risk of finding yourself in a dead end!

According to Diane Ballonad Rolland, in her book I stop procrastinating! I published with Eyrolles editions “The way of kaizen, used by Japanese companies for fifty years, is probably one of the most effective strategies, and certainly the softest, to believe in change and achieve a goal. By adopting the path of kaizen, he also uses the philosophy of “small steps”, everything, I mean everything becomes possible, accessible, within our reach! »

and she adds “Procrastination most often arises from the discouragement that we have all felt one day before the magnitude of a task to be accomplished, which suddenly seems “insurmountable” to us…. »

Here are some useful tips to free yourself from procrastination.

Be ready to change behavior

Like a person who is determined to lose weight, you must be motivated, be ready to change your behavior and prepare the ground to get there. You agree once again that you will have to exert effort in the coming days to meet the rails and you are empowered to stick to the daily schedule.

Start with your organizer

Like old times, make a to-do list for the day. Start by choosing the most important and difficult ones before moving on to the most important ones. Do not forget anything on the list. Remember to discover the activities of the longest in several stages and to respect a time limit for each of them. For example, instead of putting “send an email to customer X”, put instead “send an email to customer X at 11 am”. At the end of the day, you’re going to feel fierce looking at the list.

Prioritize two-minute activities

In his book “Getting Things Done”, David Allen advises to give priority to activities that smoke less than two minutes. For example, send an email, print a report, ask a customer to follow up, do the dishes right after the meal, sort the trash cans, etc. These are usually the tasks that you repeat every other day. So strive to produce every next 120 seconds.

Keep it simple

An overly complicated organization can mean drudgery for your subconscious. In this case, you will no longer want to complete a task. Don’t wait for the perfect moment or the perfect product or the perfect project, in short, don’t be a perfectionist. Avoid thinking that everything you do has to be perfect.

Keep calm and focus on a task

To be productive, you must not be distracted by other things. As soon as you start an important task, concentrate as much as possible to finish before starting another one. Don’t be distracted by the smiley notification of messages from your smartphone. It is recommended to put your laptop on silent or temporarily cut off your internet connection. This will avoid being tempted by the urge to read the latest publications every 3 minutes on social networks. You can read your messages during the break.

Take real breaks

At work, try to really take a breather during your breaks. This allows you to be concentrated and efficient the rest of the day. You can also devote the mini breaks in the course of working hours to a quick coffee or a snack to get some news. In this case, try to time the time for a voluntary break (5 to 10 minutes). Be careful, since the timer is ringing, really get back to work.

Team work

If you can’t center yourself on Seoul, go to the others. Sometimes working in a team can stop procrastination. As a team, ideas materialize and work better. Each member motivates the troop and contributes to the attention of the objectives. A competition is established and stimulates everyone not to fall behind.

Give yourself rewards

Imagine realistic rewards commensurate with effort. Say for example, if I manage to finish this file, I treat myself to a coffee, a cake, sushi for lunch, a weekend in Spain, etc.

Looking for ways to improve the performance of your web copy and generate more leads and sales for your business?

Social media has changed the way brands connect with consumers, providing a two-way dialogue that allows companies to share information, establish trust and build a community around their offerings.

In essence, social media has given everyone a means to share their opinion, and they want to know that brands are listening to them and responsive to their needs.

This new collection of tips from Quuu aligns with this shift, with five tips on how to use social media connectivity to maximize your sales opportunities.

Some good basics for your content process – check out the infographic below.

I have run an inclusive recruitment and executive search firm and a diversity, inclusion and equity consulting practice for over 14 years. Two questions keep coming back. First: where can we find diverse talent? And two: how do we increase our recruitment of diverse talent?

Having established what exactly is meant by “diverse talent” (generally referring to people whose identity falls within the protected characteristics of the Equality Act), I begin to point out the obvious: there is a war on talent. Every business wants the best people. Organizations become savvier and more alive because they have to work hard to improve this talent. Companies that have grasped this concept are leaving their competitors behind.

The talent market is full of exceptional professionals from diverse backgrounds who are all up for grabs. The challenge isn’t whether you’re fast enough; it’s about whether you prepare enough.

A constant challenge

The advice my teacher gave me during review periods and before impending class deadlines still stands: “If you don’t prepare, you will prepare to fail.” The same goes for attracting and recruiting talent. If you don’t prepare your workplace to proactively and effectively respond to attrition, you will lose your chance to find the best people to grow and grow your business.

Unless you’re a particularly lucky – or incredibly unique – organization, your need to find talent will be an ongoing activity throughout the year. Understanding this means holding yourself accountable for open, proactive, and consistent research to find and engage talent from diverse backgrounds.

You may be thinking, “Yes, Jo, we know all that.” Yet here we are. Organizations such as my consultancy are in constant demand to help companies large and small find top talent, diverse talent, talent that organizations struggle to find.

I can’t promise to solve all your cyclical recruiting problems in one column, especially because I would need to dig deeper into your HR strategy to understand your specific needs. But I can definitely point you in the right direction with practical, anecdotal advice from a passionate, proactive and constant talent scout.

The search for the best must be a continuous exercise

First: Have a people strategy contributed by all stakeholders involved in your recruitment process and establish your collective attraction and recruitment values.

The emphasis on proactivity and consistency must be at the heart of this strategy. Only by committing to constantly striving for the best will you stay ahead of your competition.

There’s no harm in constantly mapping the market for your organization’s critical roles. Try to establish who is in your industry and who is on track to be the best in your industry; this allows you to quickly respond to existing talent and establish a talent pool for future roles.

Set your terms and get everyone on the same page

Next, your team must answer critical questions. Do you practice accessibility, equity and inclusion in your attraction and sourcing approaches? What do these terms mean to you and your current employees? Is there consistency in the process and value of these terms – and how do you know?

Once clear definitions of these terms are established and effective stakeholder management ensures that each influencer knows why it matters to others, we move closer to creating a strategy that everyone feels invested in. and can see the delivery value.

Where to start looking for diverse talent

Then the in-depth work can begin. Be prepared to search in places you wouldn’t normally consider. Ask yourself, “If I applied for my dream job and hadn’t found one yet, what could I do?”

For me, it could be one or more of the following:

• Join a social media interest group that could create networking opportunities

• Follow social media accounts and thought leaders who share opportunities or have deep expertise in the field

• Attend career-related events. I’m not talking about job fairs, I’m talking about discussions on leadership or career progression, for example

• Establish which organizations I could engage with for their sector-specific webinars and free discussions with industry peers

• Find out if there are any organizations – charities or otherwise – that exist to support talent with their inequity

Once you identify these organizations or spaces, become strategic in creating meaningful and mutually beneficial relationships with them. They will be able to vouch for your exact value of diversity and provide you with a mutually beneficial way to connect to their talent pools.

The above approach will take time; building trusting relationships and establishing your talent pools does.

To search for talent different from your existing profile, you must also recognize that you are looking for in-demand skills, not just “disadvantaged” candidates. You should recruit this talent based on the same values ​​you use for other “traditional” candidates.

spread the word

Additionally, I’m always surprised how few CEOs, senior leaders, or people considered influencers in their industry share open job opportunities within their organization on their own professional social media platforms.

Can your colleagues promote your work, especially those in the positions named above? I’m sure they wouldn’t be short of cold calls and hookup requests from potential talent.

Thinking this way can also inspire you when it comes to Google search terms. The saying “Google is your friend” will be extremely helpful at this point. Using smart and specific search words will attract a large number of organizations connected to talent pools at all stages of their careers. Again, invest in understanding their talent and their place in your business.

When you do this level of research as a starting point, you can become proactive in creating opportunities to meet talent throughout the year, encourage speculative and informal discussions with them, and know who to turn to when that role becomes unavoidable. appears.

Meeting talent doesn’t have to be a cafe. This could be inviting people to a lunch meeting, an internal event, or a talk given by a senior executive in your company. Start asking potential new hires to come check out your company to show you’re serious about hiring them. Good news also travels fast, and your best promotion is word of mouth, so this approach has multiple benefits.

Crucial questions for your recruiters

Finally: Put your research cabinets to the test. Many recruitment agencies have suddenly become incredibly passionate about diversity and inclusion. They have mastered creating storefronts that present the compelling and compelling story of their commitment to inclusive hiring. In fact, some are incredibly hardworking and proactive talent scouts. Others are not.

So, when briefing a recruiter, ask them right away to describe how they integrate diversity into their talent pool? How do they plan to reach diverse talent? Who were the last five people placed at work and what were their origins? Do they have the names of individuals that immediately come to mind? We would ask for this kind of detail for so many other things in our lives – we should apply it here too.

Why not take it a step further and ask the talent you attract organically what recruitment firms they know about, which recruiters they use and why, and which job boards they typically use? Don’t be afraid to ask your colleagues these questions. Again, word of mouth is as valuable to you as talent.

Avoid falling into the trap of using job boards that seem to cater to diverse talents. Again, the work is required by you. Who uses the website? Will advertising your role on this website ensure that your opportunities are seen by the wide range of talent you want to engage with? There are some successful job boards that specifically target diverse talent, and they do it very well. Make sure you know the difference and don’t assume that diverse talent will only use those that advertise themselves as diverse job sites.

Don’t be afraid to include a communication plan in your strategy: all of these activities take time. They force you to try out as many unique recruiting opportunities as possible with as wide a range of talent pools as possible. It may not be an instant result, but how great would it be if you were ahead of the competition when a position became available, because you were intentional, consistent and proactive?

Want to be ahead of the competition? Stay engaged, relentlessly pursue the ambitions of your people, go a little further and work a little smarter.