Latest news with #TishTash
Khaleej Times
13-06-2025
- Business
- Khaleej Times
Beginner's guide to crypto: Why I started investing in bitcoin
One of the most common things I hear from people when I bring up Bitcoin is some version of: 'I'm curious — I just don't know where to start.' The person who finally said yes to getting started was Natasha Hatherall-Shawe. She's a well-known Dubai resident, founder and CEO of TishTash Marketing Agency, a seasoned investor, and someone I've known professionally for more than a decade. We were texting one afternoon when our conversation veered into crypto. She asked a few questions and I answered as best I could. Then I said what I say to everyone at some point: 'Why not just get some?' Most people hesitate. They say they'll think about it. They don't do it. But in very short order — the course of our discussion — Natasha downloaded a platform I mentioned, signed up, and bought her first stack of sats. That's short for satoshis, the smallest units of Bitcoin. In the way a smart person would start a new exercise routine, she didn't overthink it or procrastinate, make a big plan or go too deep. She just took one small step — and that is the foundation of any action. And that's the thing: you don't need to go all-in to start exploring Bitcoin or crypto, in general. You don't need a course, a coach or a financial advisor. You don't need to wait until you 'understand everything'. This investment is the opposite of all that. It's accessible to all of us. You just need a small amount — an amount you're willing to lose — and a little curiosity. From that place, everything shifts. Suddenly, you're watching the charts and noticing the headlines. You are involved in an entirely new financial system. You've got skin in the game, and that changes how you learn. I dare you to not be excited about it. Bitcoin is accessible in a way most people don't realise. It's fractional —meaning you don't have to buy a whole coin (now more than $100,00). You can put in a few dirhams. And once you're in, the confusion starts to fade. Not all at once — the terminology is still foreign and the platforms don't always make things easy — but you begin to see it's not as mysterious as it seemed. You also start to see how many of us have been trained to believe financial systems are for someone else — someone smarter, someone richer, someone 'in the know'. That conditioning runs deep. Many people have completely outsourced their finances to headlines and advisers. Crypto flips that dynamic. You don't need permission. Just a little action. Of course, there are issues in the space. The branding of crypto is still messy. I'm not that excited about people getting kidnapped and tortured for their Bitcoin, although I don't suppose many thieves would bother for my small haul. And depending on what company you keep, there's almost always a lingering cultural cringe when you bring it up — like you're falling for something unserious or unstable. That's why community matters. Finding a group, a friend, a trusted resource —someone to help you cut through the noise and remind you that yes, this is confusing, and yes, it's okay to not know everything yet. Regardless, you and I both deserve to be here. One of the easiest places to start getting acquainted is X and TikTok. If you are a newcomer, and especially of you are a woman, I'd suggest Bec Jones (@becejones on X and @cryptobec_ on TikTok) for how adept she is at explaining complex topics. It's still the wild west in some corners. But if you stick to reputable exchanges, go slow, and only invest what you can afford to lose, you've lowered your risk significantly. You can then do what many people do — what Natasha later told me she's planning to do — and invest a small, fixed amount every month. Some people do this every week, or even every day. This strategy is known as dollar-cost averaging. And no matter how you invest, it's as close to a can't-lose strategy as there is, helping average out market volatility and building your confidence over time.
Zawya
02-06-2025
- Business
- Zawya
TishTash announce departure of Managing Director Polly Williams after 10 years & pivotal agency role
TishTash, the award-winning PR and communications agency, and wider TishTash Group, today announce that Polly Williams, Managing Director, will be stepping away after nearly a decade in the business. Having held the position of Managing Director since 2019 and played a key role in the growth and success of the agency Willams will move into the next chapter in her career. Since joining TishTash Communications in 2016 as Group Account Director, Williams has played a pivotal role in the agency's growth, strategic direction, expanded service offering in digital and content, and has helped build a talented and much respected team. Under her guidance, the agency has achieved significant milestones, including: Evolution into a fully integrated communications agency offering traditional PR, creative, events, content, social and digital marketing. Growth from 10 to +70 employees and double-digit growth for the last 5 years. Expansion into KSA and UK markets. Creation of innovative 'Direct to Consumer' division offering brands a way to reach their end customers more efficiently including launch of Raemona Magazine and acquisition of 'That Dubai Girl' online community. Accreditation as a 'Great Place to Work'. Implementation of market first policies including menopause, menstruation and fertility leave. "Polly has been a key driving force behind our growth and success over the last 10 years, and in bringing my vision to life," said Natasha Hatherall, Founder and CEO of TishTash Group. "Her tenacity, determination and commitment have been invaluable to me and the agency as we moved from start-up to the large multi-disciplinary agency we are today. She is a key part of our journey, and her legacy will live on, and while we're all sad to see her go, we're incredibly proud of all she has accomplished and cannot wait to see what she goes on to achieve next.' Reflecting on her time at the agency, Williams said: 'Leading the growth of TishTash has been such a significant and rewarding part of my career. Scaling the business and building a high-performing, multi-disciplinary team of talented women has given me so much to be proud of. I will continue to be in awe of Natasha and TishTash as it goes on to enjoy future successes. I move onto my next adventure knowing that what we have built in TishTash is an agency like no other in the region. As I move into my next chapter, I look forward to applying the experience, insight and momentum gained at TishTash to new opportunities and ventures.' TishTash will continue to build on its strong foundations, reputation and commitment to innovation and doing things a little differently. The agency role will not be replaced at this time, with Senior Business Directors Scarlett Sykes and Katie Watson Grant moving into new roles in support of CEO Natasha Hatherall. Natasha Hatherall and Polly Williams will continue to partner together on a number of new ventures including a book which they are currently co-authoring. For more information visit or keep up to date with the lates news on social media @TishTashTalks About TishTash Group: Formed in February 2025, The TishTash Group is a connected portfolio of companies on a mission to support businesses and individuals to amplify their communications and visibility in the market. Covering PR, marketing, corporate profiling, publishing and direct-to-consumer strategies under one roof, The TishTash Group enables businesses to take a proactive approach to shifting consumer behaviour. Businesses under The Group include: TishTash Communications, Ten by TishTash, TishTash Tots, Raemona Magazine and female-focused digital platform That Dubai Girl. For more information visit For media information, please contact: Israa Aboukoush israa@
The National
12-03-2025
- Business
- The National
Professionals in UAE rethink sabbaticals, from mini-MBAs to year-long career breaks
Companies and professionals in the UAE are taking a new look at sabbaticals, with some opting for structured mini-MBAs and skill-building programmes, while others are committing to longer career breaks of up to a year for travel, family time or personal growth. A sabbatical - a period of usually between four to six months away from work when a person is still technically employed and may be paid - seems impractical in the UAE, where the job market is fast-paced and industries evolve rapidly. But as conversations around work-life balance shift, some more progressive firms are discovering ways to offer extended time off to their employees. Dubai-based specialist PR and communications agency TishTash recently introduced such a policy, allowing full-time staff who have been with the company for three years or more to take a mini sabbatical of up to three months off. 'Allowing staff the time to do this will only benefit TishTash in the long term, as staff come back with a renewed energy and often bring something new to the table,' managing director Polly Williams told The National. 'It also strengthens employee loyalty and boosts team morale.' Sabbaticals have been on the rise at companies worldwide, particularly as people head back to offices post-pandemic. According to data from the UK's Chartered Management Institute last year, more manager-level professionals than ever are choosing employers that offer sabbaticals, with 53 per cent saying their organisations provide some form of sabbatical leave. The research showed employees under 55 are especially likely to value this option, with 80 per cent saying it is important, citing reasons such as improved mental health, fostering a flexible work culture and increasing talent retention rates, particularly at a time when burnout is at its highest globally. Harvard Business Review also conducted in-depth research into the trend last year by interviewing 50 professionals from various sectors, concluding every participant in the sample experienced significant, positive changes in their personal lives after taking a sabbatical. As per the UAE's labour law, sabbaticals have to be extended only to Emirati employees who work for the federal government and wish to start a business, a policy introduced in 2022. Employees can take one year off to start the business without losing their job and will be entitled to 50 per cent of their salary during the leave period. In the private sector, HR consultant Sarah Brooks believes long breaks are still a tough sell. It is uncommon to find companies willing to accept long leave, whether paid or unpaid, she told The National: 'There's an added issue with the associated costs and complications around residency visas for employees.' Anastasiya Golovatenko, business consultant and director at Dubai's Sherpa Communications, said rather than taking extended time off, many professionals in the UAE are taking leave for short-term educational programmes to learn new skills, without leaving their jobs. 'We notice a growing preference for mini-MBAs and short-term courses,' she said. 'These programmes enable professionals to focus on areas of interest without major career disruptions, ensuring they remain competitive.' According to the Pearson Skills Outlook, tech and business-related fields – such as software, e-commerce and financial services – are among the most sought-after for professionals looking to future-proof their careers. Ms Golovatenko said employees are also preparing for a more tech-driven world by honing essential human skills such as problem solving, critical thinking, teamwork and leadership. For some employees, a short course is not enough. Maxime Coche, a senior project director working in the UAE's engineering industry, took a full year off, despite his company approving only a six-month sabbatical. When he was not granted the time he wanted, he resigned. In 2012, before having children, Mr Coche and his wife took their first sabbatical while working in their home country of France. The experience left a lasting impression and they knew they wanted to do it again. In 2023, he took his second career break. The couple, now parents to three children, waited until their youngest was old enough to remember the journey and their eldest was still young enough to want to travel with them. 'For us, with the kids, to spend some nice time together and only together, this was one of the triggers," he said. Another major factor was perspective. After the disruption of the pandemic, he said he realised work would always be there, but opportunities for extended time off with his family would not. This time, over the course of 12 months, he and his family travelled extensively, visiting countries across Africa, Asia and Oceania. Their trip was not only about sightseeing but also about experiencing life outside the corporate routine. They also homeschooled their children throughout the journey. Once it was over, Mr Coche said he felt refreshed and rejuvenated, with more motivation to work, and was able to rejoin his former employer. He is already planning his next sabbatical. 'Each time we've done this, we [came back to] a better job and better conditions … it's just about taking the decision and going for it. Only good things came out of it for us," he said. Several employees at TishTash have already taken short sabbaticals and the new policy has positively affected the company's profitability and workplace morale, according to Ms Williams. 'Renewed creativity, increased performance and just a happier team are some of the benefits we are seeing," she told The National. "Offering sabbaticals is similar to our other flexible working policies, and although there do need to be clear expectations and guidelines in place, flexibility in different forms has only proven to increase our profitability over the last few years.' The company offers the sabbaticals on a first-come, first-served basis. It's a mix of partial and unpaid, with other benefits continuing throughout the period. A freelancer usually covers the roles of the absent team member while they are away. Ms Williams said the benefit of being a small or independent business is that you can create policies that work for you and your team. 'There are several different models you can look at with a focus in different areas such as eligibility, compensation, and duration," she said. "There is no one-size-fits-all, but offering this type of flexibility really can increase your company's productivity and make for a very happy workforce." Unless your company actively adopts this approach, Ms Golovatenko said employees must carefully weigh the pros and cons before approaching their employer about taking a sabbatical. "Industries evolve rapidly and stepping away for an extended period can make it difficult to regain footing, as roles may have significantly advanced during their absence," she said. 'In competitive job markets such as Dubai or the UK, taking a sabbatical can create opportunities for others to fill the gap.'
The National
11-03-2025
- Business
- The National
How UAE professionals are rethinking sabbaticals, from mini-MBAs to year-long career breaks
Companies and professionals in the UAE are taking a new look at sabbaticals, with some opting for structured mini-MBAs and skill-building programmes, while others are committing to longer career breaks of up to a year for travel, family time or personal growth. A sabbatical - a period of usually between four to six months away from work when a person is still technically employed and may be paid - seems impractical in the UAE, where the job market is fast-paced and industries evolve rapidly. But as conversations around work-life balance shift, some more progressive firms are discovering ways to offer extended time off to their employees. Dubai-based specialist PR and communications agency TishTash recently introduced such a policy, allowing full-time staff who have been with the company for three years or more to take a mini sabbatical of up to three months off. 'Allowing staff the time to do this will only benefit TishTash in the long term, as staff come back with a renewed energy and often bring something new to the table,' managing director Polly Williams told The National. 'It also strengthens employee loyalty and boosts team morale.' Sabbaticals have been on the rise at companies worldwide, particularly as people head back to offices post-pandemic. According to data from the UK's Chartered Management Institute last year, more manager-level professionals than ever are choosing employers that offer sabbaticals, with 53 per cent saying their organisations provide some form of sabbatical leave. The research showed employees under 55 are especially likely to value this option, with 80 per cent saying it is important, citing reasons such as improved mental health, fostering a flexible work culture and increasing talent retention rates, particularly at a time when burnout is at its highest globally. Harvard Business Review also conducted in-depth research into the trend last year by interviewing 50 professionals from various sectors, concluding every participant in the sample experienced significant, positive changes in their personal lives after taking a sabbatical. As per the UAE's labour law, sabbaticals have to be extended only to Emirati employees who work for the federal government and wish to start a business, a policy introduced in 2022. Employees can take one year off to start the business without losing their job and will be entitled to 50 per cent of their salary during the leave period. In the private sector, HR consultant Sarah Brooks believes long breaks are still a tough sell. It is uncommon to find companies willing to accept long leave, whether paid or unpaid, she told The National: 'There's an added issue with the associated costs and complications around residency visas for employees.' Anastasiya Golovatenko, business consultant and director at Dubai's Sherpa Communications, said rather than taking extended time off, many professionals in the UAE are taking leave for short-term educational programmes to learn new skills, without leaving their jobs. 'We notice a growing preference for mini-MBAs and short-term courses,' she said. 'These programmes enable professionals to focus on areas of interest without major career disruptions, ensuring they remain competitive.' According to the Pearson Skills Outlook, tech and business-related fields – such as software, e-commerce and financial services – are among the most sought-after for professionals looking to future-proof their careers. Ms Golovatenko said employees are also preparing for a more tech-driven world by honing essential human skills such as problem solving, critical thinking, teamwork and leadership. For some employees, a short course is not enough. Maxime Coche, a senior project director working in the UAE's engineering industry, took a full year off, despite his company approving only a six-month sabbatical. When he was not granted the time he wanted, he resigned. In 2012, before having children, Mr Coche and his wife took their first sabbatical while working in their home country of France. The experience left a lasting impression and they knew they wanted to do it again. In 2023, he took his second career break. The couple, now parents to three children, waited until their youngest was old enough to remember the journey and their eldest was still young enough to want to travel with them. 'For us, with the kids, to spend some nice time together and only together, this was one of the triggers," he said. Another major factor was perspective. After the disruption of the pandemic, he said he realised work would always be there, but opportunities for extended time off with his family would not. This time, over the course of 12 months, he and his family travelled extensively, visiting countries across Africa, Asia and Oceania. Their trip was not only about sightseeing but also about experiencing life outside the corporate routine. They also homeschooled their children throughout the journey. Once it was over, Mr Coche said he felt refreshed and rejuvenated, with more motivation to work, and was able to rejoin his former employer. He is already planning his next sabbatical. 'Each time we've done this, we [came back to] a better job and better conditions … it's just about taking the decision and going for it. Only good things came out of it for us," he said. Several employees at TishTash have already taken short sabbaticals and the new policy has positively affected the company's profitability and workplace morale, according to Ms Williams. 'Renewed creativity, increased performance and just a happier team are some of the benefits we are seeing," she told The National. "Offering sabbaticals is similar to our other flexible working policies, and although there do need to be clear expectations and guidelines in place, flexibility in different forms has only proven to increase our profitability over the last few years.' The company offers the sabbaticals on a first-come, first-served basis. It's a mix of partial and unpaid, with other benefits continuing throughout the period. A freelancer usually covers the roles of the absent team member while they are away. Ms Williams said the benefit of being a small or independent business is that you can create policies that work for you and your team. 'There are several different models you can look at with a focus in different areas such as eligibility, compensation, and duration," she said. "There is no one-size-fits-all, but offering this type of flexibility really can increase your company's productivity and make for a very happy workforce." Unless your company actively adopts this approach, Ms Golovatenko said employees must carefully weigh the pros and cons before approaching their employer about taking a sabbatical. "Industries evolve rapidly and stepping away for an extended period can make it difficult to regain footing, as roles may have significantly advanced during their absence," she said. 'In competitive job markets such as Dubai or the UK, taking a sabbatical can create opportunities for others to fill the gap.'
