FNZ raises US$1.4bn in new capital

FNZ raises US$1.4bn in new capital

FNZ, the global wealth management platform, today announces that it has secured US$1.4 billion in new equity funding from Canada Pension Plan Investment Board ("CPP Investments") and Motive Partners ("Motive"), in one of the largest ever primary equity raises in the wealth management sector. The fundraising values FNZ at over US$20 billion as it continues its record of innovation and geographical expansion.

FNZ combines technology, infrastructure and investment operations in a single state-of-the-art platform that frees its institutional customers to create hyper-personalized and innovative products and services that are seamlessly aligned with the needs of their clients.

This investment reflects both CPP Investments' and Motive's confidence in FNZ's business model and future growth prospects both geographically and through market consolidation. The capital raise will help FNZ further accelerate its growth through increased R&D, as well as driving growth in markets that FNZ have recently entered, in particular North America. CPP Investments is investing a total of US$1.1 billion.

Since its foundation in 2003 in New Zealand, FNZ has demonstrated exponential growth. In the last five years, it has grown assets under administration over seven-fold from US$212 billion to over US$1.5 trillion. The company now partners with over 650 large financial institutions and over 8,000 wealth management firms in 21 countries including abrdn, Allianz, Aviva, Barclays, BNP Paribas Cardif, BNZ, Colonial First State, Generali, Jarden, Lloyds, Momentum, NAB, Quilter, Swedbank, UOB and Vanguard. This growth is set to continue as FNZ accelerates its market penetration, targeting a greater share of the c.US$100 trillion global wealth market.

The company has consistently attracted strong investment interest and CPP Investments and Motive Partners represent the fifth and sixth external shareholders in FNZ. In 2018, CDPQ and Generation Investment Management acquired a majority stake in the company, in a partnership built around long-term and sustainable investment. They were joined in 2021 by Temasek, enhancing FNZ's reach into Asian markets. All investors remain long-term and committed shareholders, alongside more than 800 employee-shareholders. No investors will be selling any secondary shares in the transaction.

Commenting on today's transaction, Adrian Durham, Founder & Group CEO of FNZ, said: "Today's announcement represents a resounding endorsement of FNZ's track record and future strategy. The company has successfully demonstrated exponential growth in the scale and depth of customer relationships and geographic expansion with platform revenues more than quadrupling in the past three years to over US$1billion per annum, whilst also growing profitably and sustainably.

"Our growth trajectory shows no signs of slowing down, and we are delighted to welcome CPP Investments and Motive Partners to FNZ and look forward to working with them as we further invest in and enhance our core platform, delivering substantial incremental benefits to our customers and their clients."

Hafiz Lalani, Managing Director, Head of Europe, Direct Private Equity at CPP Investments, said: "FNZ offers a unique, end-to-end value proposition which enables the world's leading wealth managers to provide personalised, transparent and accessible solutions to enhance consumers' long-term savings while reducing cost and complexity. FNZ has seen considerable success and we are excited to support FNZ and its leadership in continuing to deliver on their vision to expand FNZ's global footprint, while at the same time delivering attractive risk-adjusted returns for CPP contributors and beneficiaries.

"Partnered with Motive, we believe we bring a unique combination of long-term capital and specialised expertise in the wealth management sector. We look forward to being a strategic and value-added partner to FNZ and to joining the business' existing investors."

Rob Heyvaert, Founder & Managing Partner at Motive Partners, who will join the FNZ Group board as a Non-Executive Director on completion, said: "We could not be more excited about our collective opportunity to work alongside the FNZ team. Since FNZ's inception, its growth trajectory has been extraordinary, and as we combine our strength of expertise, knowledge and access to the global financial services ecosystem, we have the opportunity to deliver an exceptional value-proposition to wealth and asset management customers all over the world to meet growing demand."

FNZ is the global platform provider in the wealth management sector, partnering with over 650 of the world's leading financial institutions and over 8,000 wealth management firms. With over 4,000 employees in 21 countries, FNZ's mission is to open-up wealth, empowering all people to create wealth through personal investment, aligned with things they care about the most, on their own terms.

FNZ combines technology, infrastructure and investment operations in a single state-of-the-art platform that frees its institutional customers to create hyper-personalized and innovative products and services, that are seamlessly aligned with the needs of their clients. To date, FNZ has enabled over 20 million people, from all wealth segments, to invest in an effective, simple and transparent way, making wealth management accessible to everyone.

Canada Pension Plan Investment Board (CPP InvestmentsTM) is a professional investment management organization that manages the fund in the best interest of the more than 20 million contributors and beneficiaries of the Canada Pension Plan. In order to build diversified portfolios of assets, investments are made around the world in public equities, private equities, real estate, infrastructure and fixed income. Headquartered in Toronto, with offices in Hong Kong, London, Luxembourg, Mumbai, New York City, San Francisco, São Paulo and Sydney, CPP Investments is governed and managed independently of the Canada Pension Plan and at arm's length from governments. At December 31, 2021, the Fund totalled C$550.4 billion.

Implications of Facebook to Meta Name Change

Implications of Facebook to Meta Name Change

We already know Mark Zuckerberg would like all Facebook users to call his company using a brand new name- Meta. Facebook has endured troubled times in recent years. How does this company's originator plan to turn the tide?

At the recent Facebook Company's Connect conference, Mark Zuckerberg had this to say: "We're today widely regarded as a social media company; people think of us as a company that builds the technological means to connect people. Well, isn't it time to adopt a wholly new company brand? We want to encompass everything else we do. Let's reflect on who we are- reflect on what we plan to do." Zuckerberg said this just before making public Facebook's new name- Meta.

No one doubts that Facebook ranks among the world's most iconic brands. Once upon a time, this used to suit Zuckerberg just fine. Think of it- In 2019, the digital mega entrepreneur slapped the dominating Facebook name on the company's other brands- Instagram, Messenger, WhatsApp, and Oculus. Hopefully, this would remind everyone that Facebook wasn't merely Facebook. Instead, it comprised a family of apps. But there's something else coming up. Zuckerberg says: Our brand is tightly linked to a single product. I don't think this can possibly represent everything we're currently doing. Of course, this cannot reflect what we'll do in the future either. In view of this, we expect our new name to signal the future. We want to go beyond social media; yes, let's go beyond the bad news."

Generally, companies tend to go for a rename for certain select reasons. There are times when a name change signals new business ambitions. This was the case when Apple came up with the iPhone- thus, the company needed to change its name from Apple Computer. Sometimes a name merely symbolizes a reflection of corporate restructuring. Again, this was the case when Google changed the parent company name to Alphabet. So, in a moment, Larry Page became the Alphabet-not Google- CEO. What was the idea? The corporate giant was clarifying that its business was moving ahead- beyond merely the search business. And sometimes, a company basically wishes to distance itself from a brand gone rogue. This was the case when the famous cigarette-maker Philip Morris changed names to Altria way back in 2001.

So, Facebook's rebranding to Meta carries some characteristics of all three. The new company wishes to define itself as a metaverse enterprise. It doesn't want to be merely known as a producer of social media products. And rather than simply oversee the Facebook app, Mark Zuckerberg now wants to have his imprints on the new larger company's pursuits. Of course, Zuckerberg also wants Meta to get away from the big bashes of Facebook- Facebook blunders that have had the company taking blows left, right, and center. Yes, Zuckerbeg wants a company that will not be synonymous with skepticism, mistrust, genocide, and conspiracy theories.

Analysts, however, say that if Zuckerberg's company wishes to move beyond many years of backlash, it must do much more- a new name is certainly not enough. They note that a new brand constitutes key decisions, behaviours, actions, graphical elements, and digital interactions. So, "if Meta still looks like Facebook, runs its operations like Facebook and sounds like Facebook, chances are most people will see it as just that- a ressurected Facebook." The CEO and founder of Rebrand Anaezi Modu says.

For a company that hopes to bring its billions of people on board into Metaverse, the question of brand perception certainly matters. As noted, Facebook has lately been in a trust crisis. Many have expressed their displeasure with Facebook's policies. Many won't trust Facebook to keep their data. Due to various scandals, many try to use the platform much less than they used to. And none of these challenges can be casually wished away by merely renaming the company to something else.

Of course, despite the bad tidings, billions still use Facebook products on a regular basis. Yes, as one analyst noted, the more intimate a person becomes with a brand, the more willing the person becomes to pay for its services and the less the person becomes willing to do without it. Yes, this means there's a business and ROI importance to intimacy.

The Makings of a Good Manager

The Makings of a Good Manager

The big question has often been asked: What identifies a good manager? Does a good manager use his charisma to make people follow him? Does he have to flaunt an overpowering personality and use it to have things done? Is a good manager simply empathetic? Of course, in the era where many are obsessed with matters efficiency while being advocates of practices that are employee-friendly, it's crucial for a manager to develop the necessary skills and perfect personality. But what does this really mean? There's no question about it- history has-over time- proven that many organizations do well under good managers. Certainly, every ship needs a good captain. Without it, the crew is always at risk; it may run into one iceberg after another. As Paul Glen said: "A great manager derives satisfaction from doing everything to help others- he wants to make others productive. He isn't interested as much in making every person be the most effective in the room.

A successful manager doesn't merely do everything himself. He doesn't just carry the team together. No, a successful manager enables his team members to do more. Hence, a good manager masters the art of making challenges so interesting and solutions so constructive that every team member is eager to get to work and face the challenge. In the same vein, a great manager doesn't intimidate others. Instead, he inspires and motivates the team to accomplish its goals; yes, a great manager lights a fire inside the people- not under them. As such, as John C Maxwell said: Leadership isn't all about positions, titles and flowcharts; it's about a life influencing another. So, good management is much more than hierarchy and skills development; a great manager focuses on how he uses his talents and privileges to make a difference in his company.

Obviously, a great manager needs to develop a complex cocktail of qualities. These range from identifying latent potential to striving to be understanding towards all team members. In this context, a great manager is a great leader. He doesn't merely motivate, inspire, and coach everyone towards success-he provides constructive feedback, mentors, supports, and offers resources to help them meet their obligations. A good manager always considers the best interests of those under them. They always operate transparently and are ever ready to help a team member complete a task he may be struggling with.

Good managers are empathetic. This also means a good manager isn't emotionally distant or indifferent to the subordinate's feelings. Indeed, this can be one of the worst traits of a manager. This can negatively impact the employees' experience and hamper retention. It's unfortunate that many employees never get the necessary support from their managers. A recent study notably revealed that about 96% of employees felt they highly appreciate when their employers display sympathetic qualities. In response, a good manager should keenly focus on trying to understand the day-to-day tasks that each employee is assigned. He should strive to understand the crucial pain points that prevent employees from performing their best. He needs to cultivate a culture and work environment that allows the employees to work more comfortably, openly, and efficiently.

Moreover, great managers are highly skilled in the art of delegating tasks. They have a knack for identifying latent potential within their subordinate teams. A good manager uses such talents to their advantage; he delegates the tasks and splits responsibilities as necessary. Thus, such a manager helps the employees attain maximum productivity. He helps them derive satisfaction with their performance.

Since being a good manager requires the development of problem-solving skills, a great manager also needs to develop high emotional intelligence. He must be able to demonstrate great understanding and relate empathetically to other's emotions. This further means a successful manager must monitor and control his own emotions. This is what helps him diffuse explosive situations, resolve conflicts involving the employees and lead his team out of a slump.

Overall, a good manager should be knowledgeable; he must demonstrate a keen understanding of what is involved in executing his tasks- he must be knowledgeable about the industry dynamics. He must be open to learning new skills and consuming knowledge that helps them become better managers. Overall, great managers try to capitalize on the team members' strengths; they try to enable their employees to do everything according to their individual abilities.

New Office Technological Needs

New Office Technological Needs

Changing technologies have had a significant impact on the office environment since the 20th century. The ability to take advantage of technology is an essential skill in the changing workforce of the century. Modern offices transmit information via electronic mail, calendars, teleconferencing, zoom, and other electronic devices. Technological communication is just as important as oral and written communication in the work environment, thus playing a crucial role in transforming your business environment. An office should have systems that consist of tasks, procedures to complete the tasks, and sets of automated technologies designed to enhance productivity within the business organization structure. The following are types of technologies needed to create a good office environment for workers and visitors.

Internet service providers

Most of the devices used in an office are internet-enabled. To perform their daily tasks effectively, employees need a reliable internet connection during their working hours. Instead of settling with the provider you usually use at home, shop around to determine the best one for your organization's needs. Reliability of service is the most crucial factor, but one should also consider how responsive the provider is when an issue arises. Ask other local businesses in the space you are moving to understand which providers are better than the others.

Groupware Support System

It's a group of software such as Lotus Notes that enables team members to acess information on a specific project they are working on together. Some of its functions are document formatting, information management, and communication. It runs a network that links the workgroup with remote information via an electronic calendar. It also facilitates group decisions by providing a formalized process for brainstorming, distilling key concepts, prioritizing or ranking topics, and achieving group consensus.

Multimedia System

Multimedia systems present information using a combination of sound, graphics, animation, and videos. Its applications are in the education and business sectors. Most marketing presentations develop to advertise and sell products use multimedia. To attract an audience, sales representatives use a computer, a video projector, and a screen to make their presentations. Job applications, training applications are published on the internet for interactive advertisements.

Electronic Whiteboard

It's an interactive whiteboard with electronic ink and a touch-sensitive screen connected to a computer and a project. It offers a simple projection system used as a projection screen and a writing surface. It also allows trainers and instructors to operate the computer as if they are using a mouse but touching a point on the whiteboard. The screen is placed at the center for all participants to have a clear of the screen.

Record Management

Computer processing capacities and storage capacity have made electronic storage and retrieval of information a standard business practice. Document management records, management software, and imaging systems generated by a computer assist businesses with controlling a large volume of records. The imaging systems in an office convert all types of documents to digitized electronic data for easy accessibility. A scanner is also another device used to convert documents into digitized form. For high-volume record management, laser optical disks are the appropriate ones for their high capacity and durability.

Web-Based E-Mail

It's one popular internet service that allows one to send messages and files to anyone worldwide from any computer connected to the internet. With a Google account, one can send and receive notifications, images, files, and any other type of information. Apart from the computer, you can even access e-mail through different devices like laptops, smartphones, tables, or any other device with internet connections. E-mails are messages sent from one place to another using a network linking unit. Transmitting messages from one computer to another offers office workers the ability to communicate quickly through written messages with colleagues, co-workers, and friends.

Clearly, the above are just a few of the popular technological tools that help the workplace of an office to run more efficiently by providing a better working environment for both employees and visitors. Its impact in the workplace is much incredible since it has changed the traditional way of working. One should keep up with the evolving pace in technology in the most efficient manner. Business owners cannot afford to compromise their productivity, profitability, and security on their own but by implementing new technological solutions and facilities management software to ensure optimal profitability and productivity in their modern workplace.