This FTSE 250 share is up 17% today. Here’s what I’d do about it now Simply click below to discover how you can take advantage of this. Our 6 ‘Best Buys Now’ Shares Adventurous investors like you won’t want to miss out on what could be a truly astonishing opportunity…You see, over the past three years, this AIM-listed company has been quietly powering ahead… rewarding its shareholders with generous share price growth thanks to a carefully orchestrated ‘buy and build’ strategy.And with a first-class management team at the helm, a proven, well-executed business model, plus market-leading positions in high-margin, niche products… our analysts believe there’s still plenty more potential growth in the pipeline.Here’s your chance to discover exactly what has got our Motley Fool UK investment team all hot-under-the-collar about this tiny £350+ million enterprise… inside a specially prepared free investment report.But here’s the really exciting part… right now, we believe many UK investors have quite simply never heard of this company before! 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Image source: Getty Images The high-calibre small-cap stock flying under the City’s radar The FTSE 250-listed insurance provider Just Group (LSE: JUST) saw its share price sky-rocket after releasing its business update today. With a 17% price increase as I write, the Just Group share price is finally back to the pre-crisis levels of around a year ago. This is encouraging for a share that saw quite the fall last year. It lost over half its value from the highs seen in February 2020. But I think the important question now is whether JUST can maintain these share price levels and rise from here on. 5G is here – and shares of this ‘sleeping giant’ could be a great way for you to potentially profit!According to one leading industry firm, the 5G boom could create a global industry worth US$12.3 TRILLION out of thin air…And if you click here we’ll show you something that could be key to unlocking 5G’s full potential…I believe there are arguments both in its favour and against it. What favours Just GroupJust Group’s latest performance is clearly something that goes in its favour. Its sales are up 12% and it’s fortifying itself against risks by reducing its exposure to the UK’s property market, as well. JUST’s also optimistic about 2021. According to the CEO, David Richardson, “We have a strong pipeline of new business and we start the year with increased confidence”.In the short term, as the bull market continues, I reckon that investors will continue to chase stocks that look promising. JUST is clearly one of them, given its latest results. This bodes well for its share price. Over the longer term, the company’s focus segment of retirement solutions is likely to benefit it too. The percentage of the ageing population in the UK has been rising over the past decades according to the Office of National Statistics (ONS). As per the NHS, as life expectancy increases, this trend is only expected to speed up. Risks to the FTSE 250 stockThe one big reason I’m hesitant to buy the JUST share, despite all the positives, is its financial record. In the last five years, it has been loss-making in two. Its revenues have also been inconsistent. Unsurprisingly, the FTSE 250 stock’s price trends haven’t exactly been encouraging either. Over the last five years, its share price has clearly been trending downwards. For long-term investors in particular, this is a big red flag, in my view. It doesn’t pay dividends either, a feature that could make up for (some) share price weakness for me as an investor. It could start paying them again, but their continuity will depend on its financial performance, which hasn’t always been strong. The upshotI think it’s possible that JUST’s share price will continue to rise for some time because of both its own performance and investor optimism, but I’m still cautious. At the very least, I’d wait till early March, when it releases its full results for 2020 before making a decision. In the meantime, I think there are more predictable stocks to buy, which can also return good capital gains over time. Manika Premsingh has no position in any of the shares mentioned. The Motley Fool UK has no position in any of the shares mentioned. Views expressed on the companies mentioned in this article are those of the writer and therefore may differ from the official recommendations we make in our subscription services such as Share Advisor, Hidden Winners and Pro. Here at The Motley Fool we believe that considering a diverse range of insights makes us better investors. Manika Premsingh | Thursday, 14th January, 2021 | More on: JUST See all posts by Manika Premsingh
For the past two years, I have attended the a large credit union board of directors conference as part of the delegation of 360 Federal Credit Union, based in Connecticut. Both years I had generally the same experience, I was one of the youngest (likely the youngest!) board members of any credit union delegation, way below the average age. Also, I was one of the few of Latino heritage, and in general there were not very many minority board members. At both conferences, almost everyone admitted the need for recruiting young and diverse board talent to remain competitive, but many were struggling to find and retain such talent. As a young and diverse board member from a credit union that has successfully recruited and retained such talent, I decided to write this article to share my experiences and help credit unions in this crucial task. I don’t claim to have all the answers and you should get perspectives from others, but my experience can be replicated at other credit unions to improve their chances of success. First of all, why should credit unions look for young and diverse board members? Every organization needs to be able to stay in touch with the times in order to remain competitive, serve the needs of its market, and grow. In order to do that, credit unions need to know their market, and there is no way to know that market unless they regularly engage in and involve that market in its decision making. According to The Brookings Institute, Millennials have surpassed Baby Boomers to become the nation’s largest age group. They are also one of the most diverse generations in our history.¹ Ignoring these population trends will guarantee that eventually every organization that doesn’t adapt will be sidelined by its competition who does, thus gaining a competitive advantage. The statistics also recommend recruiting young and diverse board members. The Boston Consulting Group found that companies with diverse management have 19% higher revenue and 9% higher EBIT due to improved innovation when compared to companies with less diverse management. Recruiting this kind of talent can help keep a credit union ahead of its competition and improve its financial performance! How should credit unions find young and diverse talent? Instead of waiting for them to come to you, I suggest you go to them! There are lots of different ways you can do this, so the methods outlined in this article are not exhaustive. There are many young and diverse professional organizations that are full of talented potential candidates who are looking for an opportunity to prove and distinguish themselves. A credit union can send representatives (even board members) to these events to meet these potential candidates and hear how they want to be served by a credit union. Also, a credit union can host events in its offices designed to attract a young and diverse crowd. For example, I was eventually recruited because I met the Vice President of Human Resources of 360 Federal Credit Union at a seminar about understanding credit scores. At this event, 360 Federal Credit Union was able to attract a crowd of people to come to one of their offices, meet potential candidates, and even advertise itself to prospective members! Credit Unions can use other methods like hiring a recruiter, but they can be expensive and often lack experience recruiting young and diverse talent. They can also utilize social media like LinkedIn to advertise board openings. Another method is to task the credit union board members and staff with exploring their networks to find potential candidates. 360 Federal Credit Union has used this tactic successfully to recruit new board members. In order for any recruitment tactic to work, credit unions need to be willing to talk to and support these potential candidates. We rarely see young and diverse people serving on organizational boards, so the prospect of serving on a credit union board can be intimidating. Credit unions need to be willing to answer their questions, calm their concerns, and show them that they will be supported during their service. Show them that they will be valued for who they are, that their insights and skills matter, and that they are not being used as a simple “token” to fill some kind of quota or to show off. I suggest showing them how the credit union plans to invest in them. Is there monetary compensation involved? What kinds of opportunities are available for education and development (this is especially important if the potential candidate is not familiar with the credit union industry, which few will be)? How will credit union board experience help them in their careers? How is the application or election process run? What should they expect as part of the onboarding process? I would also suggest the credit union consider offering a mentorship opportunity with a more experienced board member. Once these concerns are addressed, the candidate will likely feel like serving on the board would be a good use of their time and that they will be able to make a difference. Failing to do this is a major reason why credit union boards fail to convince qualified candidates to apply or run for board vacancies. Then comes the next step, of equal importance, which is the process of retaining the young and diverse talent on your board. You need to develop an atmosphere that will embrace and value the unique perspectives of these new board members. For example, many credit unions have struggled to retain board members because they couldn’t come to meetings during the middle of a work day. This might be fine for individuals who are retired, but not for those with typical 9am to 5pm jobs. I suggest making sure board meetings occur later in the day or early evening to minimize disruption to the work day. Credit unions should also utilize technology to allow board members to attend meetings remotely via conference calls or other virtual meeting programs. I have called into board meetings when I was traveling for work, and it has allowed me to contribute even when I am physically far away. At first, don’t be surprised when a new board member is quiet. They may still be intimidated by being on a new board, especially if they are not familiar with the industry. Take the initiative to reach out to them and respectfully solicit their opinions and feedback in meetings. Maybe even give them opportunities to issue certain reports to the board so that they can practice speaking to the group. Occasionally, schedule one-on-one meetings between the board chair and the new board members to check up on them and see how they are feeling. Don’t let new board members feel isolated and ignored, that is a major reason why they end up leaving. Take their suggestions seriously and make sure their concerns are addressed.As I mentioned earlier, continue to invest in new board members to make sure they get up to speed. Invite them to join various sub-committees and even ask them if they could see themselves as future board officers. Give them plenty of opportunities to grow and be heard. Sending young and diverse board members to conferences to network and learn from other credit unions is a major way to engage them. There are various young and diverse credit union professional groups, like the World Council Young Credit Union Professionals, that can be major resources to these new board members. Showing them that there are other credit union board members that look like them will inspire them to get more involved. Recruiting and retaining young and diverse board members is crucial to the long-term success of any credit union. If credit unions take a proactive approach to recruiting such talent, and develop a welcoming culture that values their insights, then they will unlock their amazing potential and get a competitive advantage. Be patient, be persistent, and make the necessary changes, because they will be worth it. Feel free to reach out to me to continue this important discussion. ¹https://www.pewresearch.org/fact-tank/2018/03/01/millennials-overtake-baby-boomers/ 20SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Luis A. Valdez-Jimenez “Luis A. Valdez-Jimenez has served on the Board of Directors for 360 Federal Credit Union in Windsor Locks, Connecticut since 2018. Valdez-Jimenez is passionate about increasing diversity in credit union … Web: https://www.360fcu.org Details
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