Imax China CEO on Tariffs, Ne Zha 2 Impact
Imax China is aggressively adding screens across the country, betting on big local and US productions to boost its sales. Partner Wanda Film, China's largest movie exhibitor, is planning to replace 27 premium format screens with Imax's larger high-tech jumbo screens. In a wide-ranging conversation, Bloomberg's Stephen Engle discusses the impact of the trade war and Ne Zha 2 with CEO Daniel Manwaring. (Source: Bloomberg)
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Yahoo
23 minutes ago
- Yahoo
£10k to invest? 3 investment trusts to target a £1,410 second income this year
Dividends can never be guaranteed, and especially during economic downturns. UK shares are typically known as good shares to buy for investors targeting a second income. But British companies aren't immune to the profits problems that can impact shareholder payouts. Purchasing dividend-focused investment trusts can be a great way to reduce (if not completely eliminate) these threats. These financial vehicles often hold stakes in a variety of companies. So problems felt by a handful of companies doesn't necessarily mean that investors' dividend income collapses. With this in mind, here are three top trusts I think could be great sources of long-term passive income. If broker forecasts are correct, a £15,000 lump sum spread equally among them will yield a £1,410 second income this year alone. Economic bumpiness in China has been a problem for Henderson Far East Income (LSE:HFEL) recently. Trouble in its core market (and contagion to nearby economies) has caused its share price to drop. This has, in turn, supercharged its dividend yield. While risks remain, I think this emerging market trust could deliver great long-term returns. I certainly expect it to continue raising dividends for the foreseeable future (annual rewards have risen every year since 2008). This Henderson trust holds stakes in around 70 companies. These range across sectors and include Alibaba, Taiwan Semiconductor Manufacturing Co and China CITIC Bank. I think it's worth considering as way to capitalise on soaring Asian wealth and population levels. As its name implies, the Chelverton UK Dividend Trust (LSE:SDV) is focused on generating returns from London-listed shares. This leaves it more vulnerable to nation-specific risks than continental or investment trusts. But with more than 60 holdings, and a focus on mid-to-small-cap companies, it still offers a diversified approach that can provide long-term payout growth. Dividends here have risen consistently for the past 14 years. Like Henderson Far East Income, Chelverton's capital is spread across a wide spectrum of sectors. Industrial goods and services, financial services, and construction are especially well represented through shares like Smiths News, Duke Royalty, and Severfield. Small-cap shares like this can be more volatile than blue-chip stocks, which is a risk to consider. However, they can also have superior growth potential over time. As a real estate investment trust (REIT), this particular vehicle's set up in a way that prioritises dividends income. Sector rules mean that 90% of rental earnings must be paid out each year. This doesn't always guarantee a reliable passive income. But Social Housing REIT (LSE:SOHO) focuses on the stable supported housing sector, which provides a cushion of safety. Please note that tax treatment depends on the individual circumstances of each client and may be subject to change in future. The content in this article is provided for information purposes only. It is not intended to be, neither does it constitute, any form of tax advice. Unlike those other two trusts, this one doesn't invest in equities. Instead, it holds a portfolio of almost 500 residential properties comprising around 3,500 homes. This helps protect group earnings from problems (such as rent collection or cost issues) at one or two locations. Despite interest rate risks, I think this property trust is worth serious consideration for dividends. The post £10k to invest? 3 investment trusts to target a £1,410 second income this year appeared first on The Motley Fool UK. More reading 5 Stocks For Trying To Build Wealth After 50 One Top Growth Stock from the Motley Fool Royston Wild has no position in any of the shares mentioned. The Motley Fool UK has recommended Taiwan Semiconductor Manufacturing. 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. Motley Fool UK 2025 Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Forbes
28 minutes ago
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From Ladder To Launchpad: How Gen Z Is Rethinking Careers
KUALA LUMPUR, MALAYSIA - 2025/01/24: Tourists play a game of Snakes and Ladders at a Chinese temple ... More ahead of the Lunar New Year of the Snake celebrations. Lunar New Year which falls on January 29, 2025, welcomes the year of the Snake, which will be celebrated by the Chinese around the world. (Photo by Wong Fok Loy/SOPA Images/LightRocket via Getty Images) Snakes and Ladders (Chutes and Ladders for American readers) was the game I grew up with. A roll of the dice could catapult you up or send you sliding down. One lucky number and you were ahead. One unlucky square and you were back at the beginning. It was a game of chance—no strategy, no control. My Gen Z kids don't play it. Their world is Minecraft. They build. They create. They engineer landscapes from scratch. There's no dice. No shortcuts. Just trial, design and iteration. And that contrast says a lot about how Gen Z thinks about careers too. They don't want to climb someone else's ladder. They want to craft their own space, shape their own path and know that the work they do today builds toward something that's theirs. But that's hard to do when the systems they enter are still wired for a different game. If we want to help Gen Z grow, we can't leave it to luck. We have to help them build. It makes you wonder: is there a Minecraft: Career Edition? Even if there were, we'd still need to name the gap between building virtual worlds and navigating real ones. One lets you break blocks and build castles with a click. The other requires you to face uncertainty, figure out what matters, and make calls when no playbook is handed to you. Careers don't come with a tutorial. There's no sandbox mode for real life. That's what makes early career so complicated right now. Gen Z is often learning through simulations, digital experiences and secondhand stories. But what they need are real-world repetitions. Moments of stretch, ambiguity and contribution. Not in theory. In context. In the workplace. On teams that expect something of them. FEATURED | Frase ByForbes™ Unscramble The Anagram To Reveal The Phrase Pinpoint By Linkedin Guess The Category Queens By Linkedin Crown Each Region Crossclimb By Linkedin Unlock A Trivia Ladder And that means leaders need to stop asking if Gen Z is prepared—and start creating the conditions that help them prepare. Trying To Build With Missing Blocks Many young professionals are ambitious, creative and eager to grow—but they're also navigating fog. Career guidance feels out of sync with what they're experiencing. The job they trained for might be evolving. The path they imagined might not exist. And the advice they're getting often comes from influencers, not insiders. CareerTok is full of well-meaning guidance, but much of it misses a deeper truth: growth isn't a formula. And belief in yourself, while important, needs to be anchored in something more durable than algorithms, AI prompts or viral social media tips. A Deloitte study found that just 6% of Gen Z say their top career goal is to reach a leadership role. But that doesn't mean they lack ambition. Learning and development rank among their top three reasons for choosing an employer. Nearly nine in ten say a sense of purpose is critical to their well-being. And many feel their managers are falling short—not on performance management, but on inspiration and mentorship. Gallup research reveals similar gaps. Younger employees report drops in clarity, recognition, and development—fundamental ingredients for growth. These aren't soft needs. They're the scaffolding for long-term success. The biggest challenge? Most of our systems still reward the straight line. But Gen Z grew up in a world that glitched and rebooted. They've watched careers evaporate, industries reinvent, and skills go obsolete before graduation. They aren't lost. They're living in a different context. One that doesn't promise certainty—but does demand adaptability. And they're not waiting to be told what to do. They're asking the right questions: What am I building here? What matters to me? How can I grow and still be myself? What Leaders Must Do Many leaders still expect younger employees to prove themselves the same way they did: stay put, follow instructions, pay dues. But Gen Z is responding to a different economy and different signals. They want growth, not grind. They want learning, not ladder-climbing for its own sake. And they want to feel seen as whole people, not just future high potentials. So what should leaders do? Most young professionals are used to being evaluated on what they lack. Flip the script. Start with what they naturally do best. Help them understand their true strengths not bemoan their weaknesses. Help them see how they think, relate and contribute. You're not just coaching a job. You're shaping a personal journey. Gen Z doesn't expect to have all the answers. But they want chances to explore. That means offering project work across teams, learning experiences outside their job family and mentorship that spans disciplines. Many leaders hide the zigzags in their own careers. That's a missed opportunity. Share your detours. Your failures. The moments that didn't make sense until later. Gen Z wants transparency over polish. Vulnerability builds trust. Instead of asking, 'Where do you want to be in five years?' try, 'What kind of work makes you feel alive?' or 'What problems are you curious about?' Let their questions shape the path, not your expectations. A role that doesn't fit isn't failure. It's data. Help them see how skills transfer, how to reframe setbacks and how to pivot without shame. Especially in a fast-moving world where AI and automation are redrawing the lines every week. From Ladders To Landscapes Many Gen Z employees are being called idealistic. Entitled. Too quick to leave. But they are not quitting growth. They are quitting environments that don't make space for it. The sooner we adjust our systems, the sooner we unlock their potential. Because they're not playing the old game. If their world is more Minecraft than Monopoly, our systems need to shift too. Minecraft doesn't reward luck or hierarchy. It rewards intention. Curiosity. Rebuilding when something breaks. Careers today need the same mindset. Not a fixed track but an evolving world built through trial, stretch, and imagination. You don't build a castle in Minecraft by rolling dice. You build it block by block—mistake by mistake, lesson by lesson. That's the kind of resilience and creativity Gen Z is already practicing. And it's time we helped them bring it into the workplace. The game Gen Z is playing isn't about reaching the top. It's about learning how to move with change. How to build range. And how to grow in ways that matter. The leaders who will shape the future are the ones who know this. 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Bloomberg
an hour ago
- Bloomberg
Mo Ibrahim on Financing in Africa, Telecoms, Sudan War
Businessman and philanthropist Mo Ibrahim gives his take on rethinking the financing framework across the continent, outlining why he thinks good governance is crucial for attracting investments. He also take about the state of telecoms in Africa after making his multi-billion dollar exit from the sector nearly two decades ago. Ibrahim also discusses the urgent need for a solution to the conflict in his country of origin, Sudan. He speaks to Bloomberg's Jennifer Zabasajja. (Source: Bloomberg)
