Employers today are facing one of their toughest challenges yet: finding and keeping the right talent. The pandemic has reshaped how people view work, accelerating trends like remote working, shifting expectations around flexibility, and placing greater value on mental health and wellbeing. Skilled employees, especially, are therefore more selective about the organisations they choose to join and stay with, and they also have more options. As a result, the competition for great talent has intensified.

In this current landscape, employer branding is no longer about glossy recruitment campaigns; it’s about delivering a consistent and meaningful employee journey. From the first interview to the last day of employment, every interaction matters. This is where artificial intelligence (AI) is beginning to make a real difference. By bringing scale, speed, and personalisation to these touchpoints, AI enables organisations to create journeys that are smoother, fairer, and more aligned with their brand purpose. And in doing so, companies can strengthen their reputation, deepen engagement, and turn employees into authentic advocates of their brand(s).

The opportunity for brands therefore, lies in how thoughtfully they adopt these tools. Organisations that use AI to genuinely enhance transparency, fairness, and personalisation will stand out in a crowded talent market. Rather than treating AI as a cost-saving measure like most, forward-looking employers are applying it to bring their values to life, demonstrate care for their people, and design experiences that feel both human and modern. With the right approach, employer branding that leverages AI can truly distinguish an organisation and inspire people to stay and grow with it.

Why the Employee Journey Matters in Employer Branding

The employee journey is the complete experience someone has with a company, from applying for a role, through growth and development, to the day they leave. Every interaction, large or small, shapes how people feel about working there.

Ultimately, it is what employees experience, not what companies say, that defines the employer brand. When experiences are positive, employees can become advocates who reinforce the brand through their stories in and outside the company. When they are negative, the brand’s reputation suffers, making it harder to attract and retain talent.

Here is where AI makes a difference. It can personalise experiences so people feel valued as individuals, create fairer and more consistent processes that build trust, and remove everyday frustrations to free up time for meaningful work that contributes toward the company’s purpose. In short, AI helps turn a company’s purpose into something employees can truly feel in their daily work.

AI at Work: Enhancing Every Step of the Journey

1. Hiring: Making the First Impression Count

Recruitment is often the very first touchpoint of an employee’s journey, and it sets the tone for everything that follows. A slow, confusing, or impersonal process can discourage strong candidates before they even step through the door, while a smooth and engaging experience can spark excitement and trust from day one. That’s why many brands are investing in AI-powered solutions to transform how they attract, evaluate, and connect with talent.

Conversational AI platforms like Paradox and Eightfold automate early stages such as CV screening, candidate queries, and interview scheduling. This ensures timely communication, avoiding days of silence that frustrate candidates. Workday’s acquisition of Paradox shows how mainstream these capabilities have become.

There are also visible results in well-known organisations. Unilever has adopted game-based assessments (via Pymetrics) and AI video interviews to evaluate potential candidates in a fairer, more engaging way. The change has cut recruitment time by 75% and doubled the diversity of hires. Hilton Hotels uses AI chatbots to handle high-volume seasonal hiring, screening and scheduling applicants in days rather than weeks. IBM, through watsonx Orchestrate, enables AI agents that automate and streamline HR workflows, while integrating governance tools (e.g. watsonx.governance) to help monitor fairness, mitigate bias, and ensure transparent, auditable decisioning.

Together, these examples show how AI can make recruitment faster, fairer, and more transparent. When organisations place emphasis on skills and potential rather than background or demographics, they signal inclusivity and respect. Consistent updates and responsive communication give candidates the sense that their time and effort are valued, while streamlined processes remove unnecessary hurdles that often cause frustration. Recruitment then becomes much more than an administrative step; it becomes a defining moment where candidates get a first, powerful impression of the brand’s culture, values, and credibility.

2. Onboarding: Setting the Tone for Belonging

Onboarding is more than paperwork and IT access; it’s the moment when employees begin to understand what an organisation and its brand stand for. The first days should clearly communicate brand purpose and values, showing how they come to life in the culture, behaviours, and everyday work process. When new hires see that alignment early on, it builds trust, pride, and belonging.

AI is helping brands deliver this consistently by making onboarding more intuitive, personalised, and aligned with company culture. Intelligent chatbots and digital assistants can guide new hires through practical essentials, such as answering questions about policies, payroll, or IT logins instantly. Platforms like Docebo and EdCast create adaptive learning paths that not only cover role-specific training, but also embed brand values through curated content, case studies, and examples of the organisation’s mission in action. This ensures new hires don’t just learn what to do, but also why it matters.

Some companies are going further, by experimenting with AI-driven mentor matching, pairing new hires with colleagues whose experience and personality are most likely to help them settle in. Feedback platforms such as Culture Amp or Degreed extend this beyond the first weeks by monitoring whether employees feel connected, supported, and culturally aligned.

The impact goes beyond efficiency. Studies suggest AI-enhanced onboarding can boost retention by more than 80% and cut time-to-productivity by two-thirds. But the true benefit for employer branding lies in positive word-of-mouth: when employees feel welcomed and supported from day one, they are far more likely to share those experiences publicly and commit to the organisation long term. Onboarding becomes not just a process of getting started, but a brand-defining moment that turns values into lived experience.

3. Smarter Work Experience through AI Integration

Across industries, AI is being adopted at scale to reshape the way employees experience their daily work. No longer limited to back-office functions, AI is integrated into core workflows such as resolving service requests, streamlining knowledge access, and strengthening performance management. These solutions are practical, widely available, and increasingly essential in hybrid and global workplaces. By removing friction points and making processes more consistent, AI helps organisations create fairer, faster, and more engaging work experiences while aligning employees more closely with organisational goals.

Collaboration & Support:
Platforms like Moveworks use AI chatbots to resolve IT and HR service requests instantly. By cutting through bottlenecks and frustrations, employees can redirect their energy to more purposeful, value-adding work. This shift signals that the organisation respects their time, reducing the mental load of “administrative clutter” and creating space for innovation and creativity.

Knowledge Management:
Tools like Glean enable AI-powered enterprise search that centralises organisational knowledge and makes it instantly accessible across teams. For hybrid and remote workplaces, this breaks down silos and ensures that everyone, no matter where they are, can contribute and learn equally. The effect is a more level playing field, where decisions are made faster, collaboration flows naturally, and employees feel more connected to the organisation’s goals.

Performance & Recognition:
Solutions such as Kazoo and TalentGuard integrate recognition with performance management, surfacing achievements and mapping out personalised growth pathways. By making contributions visible and aligning them with development opportunities, AI helps employees feel valued not just for what they do, but for who they are and the potential they bring. This creates a culture where recognition is fair, growth feels attainable, and people see a future for themselves within the organisation.

Together, these innovations turn mundane routine interactions into meaningful experiences. AI does not just make processes faster, it makes work more human. Employees feel supported, trusted, and seen, which strengthens loyalty, boosts engagement, and reinforces the organisation’s reputation as a place that genuinely values its people.

4. Navigating Organisational Change

Change is an inevitable reality for every organisation. Markets evolve, technologies advance, customer expectations shift, and businesses must continually adapt to stay relevant. Whether it involves adopting new digital tools, restructuring teams, or redefining strategic priorities, these transitions shape not only how an organisation performs but also how its people perceive it. For employees, change often comes with uncertainty, disruption to familiar routines, and new expectations that must be learned and embraced.

AI is starting to reshape this process by offering leaders clearer visibility into how employees are responding, predicting where challenges may arise, and providing timely, personalised support. AI transforms change management from a reactive process into a proactive one. This turns organisational change into an opportunity to build trust, strengthen culture, and show employees that they are valued partners in the journey forward.

Several platforms are already putting this into practice. Humu uses AI to send people small reminders, called “nudges,” that suggest helpful actions during times of change. For example, it might remind a manager to check in with their team, encourage someone to share information more openly, or prompt an employee to take care of their wellbeing. Over time, these small steps add up to healthier habits and smoother transitions for both employees and managers.

Meanwhile, Sociabble makes change a more collaborative process by providing employees with a platform to share ideas, vote on suggestions, and give feedback in real time. This involvement helps people feel like they are actively shaping the organisation’s future, rather than simply being told what to do.

Industry analysts like Gartner note that more HR leaders are now turning to AI to improve communication and support during change, showing that these tools are no longer niche solutions but are becoming part of standard practice.

When AI is used to keep employees informed, supported, and actively involved in change, it helps them see the organisation as transparent, modern, and people-centred. This not only makes transitions smoother but also strengthens culture, builds trust, and reinforces the organisation’s reputation as a place where employees can thrive long term.

5. Exit: Parting on Good Terms

Leaving a company is more than just paperwork. It is the final impression that shapes how employees remember their experience. If the exit feels rushed or uncaring, people may leave with frustration that could spread through word of mouth. But when it is handled with respect, employees walk away with closure and appreciation, often becoming advocates, future collaborators, or even potential rehires.

AI is helping organisations manage this stage with greater care and insight. For example, CloudApper hrGPT and Specific can analyse exit interviews in real time, surfacing recurring themes such as concerns about career growth or management style. These insights give leaders a clearer picture of why people are leaving and what can be improved. Meanwhile, platforms like Eletive use predictive models to spot early signs of disengagement, such as changes in participation or feedback patterns. This allows managers to step in before issues escalate, reducing the likelihood of sudden resignations.

When exits are managed thoughtfully, employees see that their feedback matters right up to the end. They leave knowing the organisation values people at every stage of the journey. Alumni who part on good terms are more likely to recommend the company, speak positively about it, or even return in the future. In this way, a well-handled exit is not just about closing a chapter, it is about leaving the door open.

The impact of AI on Employer Branding

AI is reshaping employer branding by making the employee journey more seamless, personalised and meaningful. Across every stage, it reduces friction in processes and creates experiences that help people feel supported, recognised and connected. In this way, AI allows organisations to bring their purpose and values to life in ways that employees can clearly see and experience. For example, a company that values fairness can use AI to remove bias from recruitment and promotion decisions. A brand that champions growth can apply AI to recommend learning paths tailored to each individual. And organisations that want to build cultures of appreciation can use AI to prompt timely recognition of everyday achievements. These tangible actions show employees that the company’s values are not just words on a page, but principles that guide how people are treated.

For employer branding, the significance of AI is clear: it is not a replacement for human connection but a way to make those connections stronger and more meaningful.  By taking over repetitive tasks and offering deeper insights, it gives leaders and teams the space to focus on empathy, trust and authentic relationships. When technology and humanity are balanced in this way, organisations not only become more efficient but also create workplaces where people are proud to belong. This is how AI becomes a powerful force for building stronger and more authentic employer brands.

The post Issue 53: Q3 2025 appeared first on Tangible.

If these are phrases that you’ve found yourself worrying about recently – you’re not alone. With the pandemic, inflation, and other trends that we have all had to navigate in recent years, it’s clear that change is happening. And it’s happening globally.

Manpower has been a key issue across many industries, and we have seen a significant shift over the past decade in what makes a workplace attractive. In order to keep up with the changing landscape, companies are starting to recognise the importance of not only external brand equity but strong internal branding as well.

But first, what exactly is internal branding? 

When we bring up strong internal branding, some might think of the extensive, well-stocked pantry in an office designed to attract young talent or even the company polo shirt that they were given a year ago (which they might secretly wear as pyjamas!). But it goes so much deeper than that.

Internal branding is connecting your employees to the company’s external brand promise and values so that they know how they fit into the company and their roles in working towards achieving the company’s goal together. In other words, it’s aligning employees with your external brand, so that everyone is working towards the same goal. Really, the benefits of internal branding are multifold.

Ever heard of the saying ‘happy wife, happy life’? While that might be true, another proverb of wisdom should be ‘happy staff, happy business’. It may come as no surprise that when your staff are engaged and happy, they are more likely to be productive, which contributes to a better and stronger product offer. They are also more likely to stay in the company and be strong ambassadors for your brand, which works to attract top talent and contribute to a positive company culture.

Think of it like push-starting a car – the more you can rally your employees behind a shared vision so that they know where the company is headed, the faster and further your car is going to go. On the flip side, if they are dissatisfied with what the company stands for and how it operates, the opposite occurs. They will either act as deadweight for that car or jump to another company to help push their car instead.

A common question that gets asked is: Who should take responsibility for internal branding? 

Should it be HR? Corporate communications? Or the CEO? Well, the answer is – everyone. For internal branding to be successful, it will not just take hanging a shiny new banner on the office wall. The decision makers and management of the company have to be invested in making it work, and if HR believes that their role is simply administrative, then your company culture is missing a big opportunity. In essence, internal branding is a team effort that involves aligning everyone from the doormen to the C-suite executives, and rallying the team behind a clear and unified purpose.

However, even though many companies know the importance of internal branding, there are some common mistakes they make. Let’s look at some of them:

Mistake #1: Too common 

When it comes to creating employee values for internal branding, chances are that when left to our own devices, the management or HR teams will start creating some sort of acronym from values which include: teamwork, excellence, integrity, and innovation. While these are not bad values, the issue is that every other company, school and organisation are using the exact same values. 

Without differentiation (which is the main point of branding), there is no way for your brand to stand out and attract a steady stream of top talent. In other words, we need to stop saying the same thing as everyone else or our words will get tuned out.

Mistake #2: Too removed from reality

The success of a company’s internal (and external!) branding is highly dependent on how committed it is to deliver on its promise. For instance, if you promise to be a company with an innovative spirit, what are the ways in which you are encouraging your employees to think innovatively in their work? And are they actually effective and sustainable? A good indicator of how effectively you’re living out your values will be to see if your employees can actually remember your employees’ values and articulate them.

The landscape of work is changing to one where workplace satisfaction and happiness have been more important to employees than ever before. This means that you can’t just slap on the shiny buzzwords as your brand values and hope that people will be inspired by it, but you’ll have to actually commit to tangibly delivering on what you promise your employees. Your people will either be your biggest advocate or biggest detractor and how successful you are at delivering on your internal brand promise will greatly influence what your employees say about you. 

Mistake #3: Too broad and vague

When we end up with the same set of positive values mentioned above, another issue is that it is too broad and might not address specific issues that your company faces. When done well, your brand should be able to garner positive brand associations and mitigate the negative associations and perceptions. For that to happen, it requires in-depth research and conversations with your stakeholders, customers, and potential hires so that your internal brand can work strategically for your business. (Note: This is also why Tangible’s process involves utilising market research and insights to inform our strategic planning for your brand!) 

Your employee value proposition should also be contextualised within the industry you are in. For example, if there are certain issues that are prevalent within your industry, this is a good time for your brand to strategically mitigate that with your employee value proposition.

Having the same broad set of values also means that there is a high chance that it has no relation to your external brand. This means that your brand will be perceived very differently externally and internally, forming a very incohesive picture. The implications of an inconsistent brand are more pervasive than you might think – it can cause confusion amongst customers and stakeholders, a lack of trust, as well as difficulty in building brand equity. 

This is why Tangible’s approach is to create a strong, consistent brand by aligning your internal branding with your external brand (think: your vision, mission and values). 

Most companies you see around would have their vision, mission and values already crafted and displayed for all to see on their website. However, many do not know the power that these seemingly common or normal “corporate phrases” have. When done well, a company’s vision, mission and values can be leveraged as strategic management tools for their business. And this is exactly what we endeavour to achieve with every single company we work with.

In other words, successful internal branding involves aligning your internal branding with your vision, mission and values so that you are able to deliver a strong and consistent brand throughout. And we help you accomplish this through our process, which also involves our proprietary Brand Pillars Framework.

Conclusion

Although it may seem like it sometimes, there is no ‘one size fits all’ solution when it comes to internal branding. Every brand, every company, and every industry has different needs – which is why Tangible believes in working with you to create data-driven, tailored strategies for a powerful and cohesive brand that yields results, internally and externally.

In a nutshell, when it comes to internal branding, it goes beyond having a brand that speaks for itself; it’s equally important to pay attention to what your people are saying about you. 

The post Issue 43: Q1 2023 appeared first on Tangible.

Bored Ape Yacht Club (BAYC) | Yuga Labs

Preface

In our culture today, where tech meets real life, we can make our random doodles in our notebook for 1 ETH ($1691 as of 28 June 2022) today. As we sit in the web3 culture today, the blockchain space is a burgeoning industry where even tech founders admit to being in the midst of a learning curve. Cryptocurrencies, utility tokens, security tokens, digital assets, new exciting investment asset classes and their sub-classifications are multiplying and evolving alongside cryptographic and blockchain technology. One booming market now is the non-fungible token space.

BEEPLE: Everydays, the 5000 images | Christie’s Auction House

Introduction

How much can a cluster of pixels be possibly worth? In today’s world, where anyone can just save an image from anywhere on the internet within seconds – a collection of pixels is probably worth nothing. However, in March 2021, a digital print called Everydays: The First 5000 Days sold for $69 million at Christie’s Auction House. It is not extraordinary to see an eight-figure art sale at Christie’s, but selling the work of art as a non-fungible token (NFT) is a first of its kind. To put it into perspective: Someone paid $69 million for a collage of 5000 digital images. How crazy is that?

Top: Crypto Punks, Wavelength by Kaleb Johnston, Famous Fox Federation, And Solana Monkey Business.

Bottom: Bored Ape Yacht Club, Getijde by Bart Simons, Doodles,
and The Currency by Damian Hirst | Medium.com, A Primer to NFTS

So, what is an NFT? 

Non-Fungible Tokens or NFTs are digital assets with a unique identity kept and verified on a blockchain, a digital ledger that is encrypted and safe. Each NFT has a signature that allows anyone online to verify its authenticity, transaction details, time, and cost. Each NFT is non-fungible, meaning the NFT cannot be exchanged for another asset of similar value. For clarification, NFTs are neither a platform, a currency, or a marketplace. Common NFT assets can be images, videos, music, a soundtrack, collectibles or even shoes; anything that can be made digital can be an NFT. 

Understanding the difference between non-fungible and fungible assets will help you know NFTs better. Stocks, money, oil, gold, and cryptocurrency are fungible; they can be easily traded or exchanged for an equalised value – $1 for $1. Non-fungible assets are different; they have a unique code attached to them, and their properties are not transposable and cannot be replaced with a similar item.

This Changed Everything: Source Code for WWW x Tim Berners- Lee | Sotheby’s

How does NFT work?

Think of NFTs as a collector’s item but in a digital format. An artist or creator can create an NFT by converting images, music, art, and videos into crypto collections or digital assets and storing them onto the blockchain – and this process is minting. By minting an NFT, you convert tangible digital files into encrypted, unique non-fungible tokens for buyers to take an interest in. NFTs exist on blockchain technology, the recorded provenance of the digital asset makes it unique and safe to invest in, and you will never lose it with the technology attached. NFTs hold value because there is only one unique version of the asset that is made and cannot replicate, a 1:1 in layman’s terms.

With NFTs, everything is made digital. When you buy an NFT, you will not get the physical asset; you will get a digital file and exclusive ownership rights tagged to the investment.

Dictador x Richard Orlinski NFT, about $45,000 | Financial Times

What can be converted into an NFT?

Anything digitalised can be turned into an NFT, even a tweet! Twitter’s former co-founder Jack Dorsey sold his first tweet as an NFT for more than US$2.9 million. Anything can be converted to an NFT, from artwork, music and media, to trading cards, event tickets, in-game items on gaming platforms, memes, and even real-world items like collectible Nike shoes and rare spirits. 

Illustration by Mengxi Li  | The Verge

How to make NFTs? 

Before making NFTs, some NFT jargon might help you ease your way into the NFT space. Some important ones are:

1. 1:1 Art: A unique NFT art piece that only exists in one edition
2. Altcoin: An Altcoin is an alternative digital currency to Bitcoin. The word Altcoin is a portmanteau of “alternative” and “coin” to form “altcoin”. It refers to a group of cryptocurrencies, ultimately all the cryptocurrencies other than Bitcoin.
3. Airdrop: New NFTs or cryptocurrencies are automatically sent to your wallet for free.
4. Bearish: This term is used when traders, investors and community members expect a token or asset’s value to decline soon.
5. Bullish: The opposite of bearish. 
6. Discord: A social media platform akin to slack, built initially for gamers but has since evolved into a platform for all kinds of communities, especially for NFT projects.
7. Gas: Gas is the amount (in native cryptocurrency) required by the platform or marketplace for a user to perform transactions on the blockchain. For example, you must pay BTC gas fees when interacting with the Bitcoin network. 
8. Minting: The creation process of an NFT. 
9. Moon: A typical financial market term referring to the exponential growth of an asset value. E.g. BAYC is going to the moon, or ‘mooning’. 
10. Reveal: When minting a new generative project, your artwork will be created by the platform after the minting process. This means you’re purchasing a ‘blind box’ and won’t know what you will get until it’s time to reveal it. Depending on the creator’s choice, the NFT may be informed immediately or after a 24-48 hours delay when the collection sells out. 
11. Secondary (transaction): A secondary NFT transaction is when a collection of NFTs is already sold through its project website and is further traded among buyers.

You can find the more expansive glossary list here.

Step 1: Decide what it is you are minting.
While some of the most popular projects like Bored Ape Yacht Club (BAYC) feature cartoon avatars and profile picture projects, remember that the platform can help you turn any digital files you own into an NFT. Many musicians like Kings of Leon and 3LAU have launched NFT projects for their singles, music videos and even album art. The fine line is to make sure that the NFT is your creation or something you rightfully own.

Step 2: Decide on a marketplace.
Many marketplaces allow you to discover, buy and sell NFTs, but depending on your identity as an individual creator and artist or a regular trader who sees this as an asset class; some are better suited for respective identities. 

• OpenSea

Based on the Ethereum blockchain, OpenSea is the top choice of NFT creators and buyers. Signing up on OpenSea is free. Compared to other marketplaces, it boasts the most variety of digital assets available for browsing, buying and selling. It supports artists and creators with the easy minting process on OpenSea. Lastly, the marketplace supports more than 150 payment tokens.

What you’ll need to get started:
An ETH wallet (e.g. MetaMask, Coinbase or dozens of others)

Creator fees:
2.5% of your sale

Learn more:
Visit the OpenSea resource page.

—

• Rarible

Similar to OpenSea, Rarible utilises the Ethereum blockchain. Rarible is another large marketplace that can buy, sell and create all types of art, from videos to collectables and music on the platform. However, on Rarible, you have to use their own marketplace’s mainstay token Rarible (CRYPTO: RARI) to buy and sell on the market. The incredible feature for users on Rarible is that they can steal a “sneak peek” of your creation from everyone who comes to Rarible, limiting the complete project to purchasers only.

What you’ll need to get started:
An ETH wallet (e.g. MetaMask, Coinbase or dozens of others)

Creator fees:
Vary depending on the blockchain you use, but the option for free minting exists.

Learn more:
Read the Rarible FAQs

—

• Mintable

Mintable, the famous NFT marketplace backed by the shark billionaire Mark Cuban, is also a fabulous marketplace to start selling NFTs. Mintable allows creators to skip upfront fees when minting NFTs and rewards creators royalties whenever a collector resells their product on the secondary market. Compared to OpenSea, which has a flat rate of 2.5%, Mintable has creator fees ranging from 2.5% to 10%, depending on the type of transaction.

What you’ll need to get started:
An ETH wallet (e.g. MetaMask, Coinbase or dozens of others)

Creator fees:
2.5%, 5% or 10% depending on transaction type

Learn more:
To view the Mintable Resource page, you need to be a user of Mintable.

For further clarification, creator fees are not gas fees. Buyers pay gas fees (the transaction amount required to write data on a blockchain network) after the first sale of a specific NFT collection. Also, other fees may apply. 

Other platforms like Foundation and SuperRare are by invite only; only by invitation are you allowed to create NFTs on their platform.

—

Step 3: Set up a Crypto Wallet to get Cryptocurrency
It might seem like a misordered step, but it isn’t. 

Setting up a crypto wallet only after you have chosen your marketplace and blockchain is a better investment move as it is advisable to stick with one marketplace that allows you to have different altcoins to invest in. Altcoins are “alternative coins” for short, which are alternative coins other than Bitcoin, like Ethereum and Solana. Further, blockchains have additional gas fees, so it is advisable to research the market and cryptocurrency before setting up your crypto wallets.

Step 4: Join communities on Discord and Twitter
Do you still remember your Twitter password? To start making NFTs, you must recover your Twitter account and create an account on Discord. Discord works like Slack, an organisational channel that organises conversations into dedicated spaces called channels. Channels bring order and clarity, making them for a project, team or topic, and in these channels, you can share images and ideas and move work forward. Discord is a platform for gamers and crypto lovers, and Twitter allows you to chat with like-minded NFT collectors or even collectors interested in the same projects as you. You can enter various channels, though some tracks are by invite only. Most information regarding NFT news is communicated through Discord by the project’s founders. When you’re ready to sell your NFTs, you can expect your community to be your marketing resource and “hype central”. 

You don’t need to spend much money on sophisticated tactics to create successful NFT projects. Just trust your community. 

Step 5: Create your art, upload and mint
Creating art is easy and challenging at the same time. Before proceeding, you must decide if you’d like to do a 1:1 Art or a collection of NFTs. Remember, no prudent NFT creator would create a group without first knowing the longevity of the project and its goals. Doing copyright research is also essential, be diligent in pointing out key features of other top projects and then avoiding them. You are good to go as long as it is your creation and there’s nothing similar in the market. 

In marketplaces such as OpenSea and Rarible and minting website Polygon, the minting process is so easy:

• Open the collection you just created
• Click on Add Item
• Upload your NFT and name it.
• Fill in the properties, levels and other descriptors for the NFT.
• Click Create when finished.

Once you mint your NFT, it will appear on your profile. Blockchain data is public and accessible by anyone. Your NFT’s buying and selling history will be available to the public forever on this digital ledger, helping you and prospective buyers track its price. You might not want people to know how many transactions you make or how much money you have traded. Therefore, many users go by different monikers to hide their identities.

Step 6: Selling your NFTs
After minting, it is time to price your NFT. For starters, you might want to try 1 ETH ($1691 as of 28 June 2022) to keep it simple. The 1 ETH price will remain on your marketplace profile until a specific date or until someone takes it off the market.

Mach37, combining Web2 and Web3 | Medium.com

Why are NFTs so significant in the web3 era? 

Although the NFT space seems to be levelling in the bearish market in 2022, the growth of NFTs has changed the work of artists, content creators, graphic designers, illustrators, and authors. This revolutionary technology broke the internet, turning the art and fashion world upside down. At the end of 2021, the burgeoning market had a trading volume of approximately $23 billion. Cryptocurrency and NFTs are a mainstay in our web3 culture.

• NFTs open a gateway to creating more hybrid industries

Ten years ago, it would have been difficult to find a hybrid designer that could travel between art and science. But today, a designer can not only design graphics, and they can code the graphics, create 3D models using code and even code robots’ movements. A hybrid designer today believes in “innovation through synergy between creativity, science and technology to create value for society”.

Coding is no longer the sole proprietary of the engineering, technology, and financial technology sector; everyone has a chance to utilise coding. Today’s creatives can code their artworks to mint without any platforms and marketplaces and even create intelligent contracts through the Ethereum Blockchain without third-party platforms. This sight is one incredible example of how the art, design, and science industry coalesce, creating more hybrid initiatives that will stay in the future.

Read more here:  https://www.rca.ac.uk/research-innovation/research-centres/computer-science-research-centre/

https://www.rca.ac.uk/study/programme-finder/information-experience-design-ma/

• NFTs foster marketplace efficiency

NFTs enable markets to be more streamlined. Transforming a physical asset into a digital one and embedding it into the blockchain technology streamline complex processes, eliminate intermediaries, enhance supply chains and bolsters security. NFTs are a starting point, and it shows that there are applications beyond marketplaces. Take physical paper contracts between businesses. By converting them into distinct NFTs, we can significantly curb bottlenecks at physical places and streamline the process of checking and authenticating them. This change can save us so many person-hours when time is a form of money today.

Read more here: https://www.cnbc.com/2022/02/02/here-are-the-pros-and-cons-when-it-comes-to-non-fungible-tokens.html

• The bolstering security of Blockchain Technology backing NFTs

Within the NFT space, we can see what blockchain technology can do in minting, buying, and selling in a virtual area. As mentioned, blockchain is essential because businesses run on information; the more accurately received, the better. Blockchain is ideal for delivering that information because it provides immediacy and transparency for the data stored on that immutable ledger which only permissible network members can access.

With the application on NFTs, we can track its entire history of orders, payments, differing accounts and production. We can use the single view of transparency, which gives its customers greater confidence to use Blockchain-applied applications in the future.

Bryce Durbin, TechCrunch | TechCrunch

Seems like a dream to earn big bucks?
Beware of the pitfalls. 

With every new and exciting investment asset class, there are immense risks too. We see many success stories of earning the big dollars with cryptocurrency; people often forget the flip side of the coin that some people faced when Bitcoin crashed.

• NFTs are illiquid and speculative investments.

Since it is a new asset and marketplace, there is not a lot of historical data. In May 2022, Altcoin Solana crashed 85% in value due to a power outage and NFT spillover, which wiped out a lot of investors’ bank accounts. Can you afford the loss?

• NFTs are a volatile investment that sits in a decentralised space.

NFTs are termed “volatile” as with most art, digital or physical, their value is relative and based on someone else’s sentiment and the hype around it. Similar to the sneaker collectors world, there is a “cop or drop” hype, 1:1 and secondary market pricing. People flip in the secondary market at their sentimental price, unconcerned with any market research or statistical data as it swings with sentiments and is unpegged to any centralised currency.

That’s the unique nature of an NFT, which can be viewed as both a pro and a con. Further, altcoins sit in a decentralised space, where there are no government rules to how it is traded or how the market moves – everyone has a dip in the soup. 

Unless you are using altcoins pegged to the U.S dollar, it is a considerable risk to dabble in cryptocurrency. Unless you can afford the loss, it is not recommended to invest in cryptocurrency or NFTs.

• There is a high potential for fraud and scammers within the space.

Despite blockchain technology, it is possible for NFTs to be hacked and stolen, adding another significant risk to consider. NFTs thefts are increasingly common as the number of bad-faith actors shows up in hopes of a breadcrumb of this multi-million-dollar pie. OpenSea has seen more than $10 million in losses from NFT hacks and thefts, with BAYC apes worth millions getting stolen.

Also, anybody can compromise the security of social networking sites like Discord and Twitter with phishing attacks, with hackers posing as NFT project founders posting fake links concerning ongoing NFT projects. 

Plagiarism is also common in the digital space. DeviantArt has also seen artists’ collective being ripped off directly from their portfolios and onto OpenSea’s marketplace.

Read more here: https://mashable.com/article/bored-ape-yacht-club-hacked-again.

Big Brands getting into NFTs | Medium.com

Conclusion

Although big brands are jumping on the bandwagon to create NFTs and push the boundaries of their uses, NFTs remain in a highly speculative market that fluctuates wildly daily. With such a decentralised space, there is almost no kind of accountability. It will remain an unregulated unique digital asset with various technological applications in digital art, games, music, films and Internet memes. There is only moderate control and visibility in the space that remains in the private room. Unless it has merged fully with the Decentralised Finance space, If NFTs remain ungoverned, they will always hold it in a speculative market. 

Boom or bust? It is up to you to decide!

Ps: Happy investing! Tangible is not liable for any investment losses or speculative investment solutions.

The post Issue 40: Q2 2022 appeared first on Tangible.

As a result of the Covid-19 pandemic, normal life has changed significantly and as a work-from-home culture has become part of the new normal, we have witnessed a shift in how we snack that may suggest a precedent for the future.

Insight 1: Snacks brands need to stand for something

Brand has always been a key factor in how well a business does in the long run but that’s even more true during the pandemic. More and more people are looking for snacks while working from home and this means brands need to stand for something more than just filling the consumers. 

More than half of snacking instances were prompted by a need for nourishment, wellbeing, or health. However, some of the reasons individuals snacking have changed. We’ve witnessed a multi-decade evolution in the snacking market to a point where consumer attitudes are drastically different.

43 percent of respondents said they snacked to relieve boredom or frustration, while 55 percent snacked for comfort.

Consumers in Generation Z are more likely to munch for comfort, with 72 percent identifying this as a motivator, compared to 60 percent of Millennials who snack to cope with stress. Snacking for sustenance is very important to Generation X. This age group is known for their indulgences, but they also believe in snacks as part of a healthy lifestyle. Baby Boomers do not appear to be particularly motivated by emotional drivers for snacking such as stress or boredom, or even factors such as sustenance and eating to promote physical and mental alertness.

As a result, brands should consider how they tell their stories and how they engage with their customers on a more personal level.

Read More: How the pandemic is reshaping the snacking occasion

Insight 2: Increased Snacking
Before COVID snacking kept us satiated between meals and sometimes serves as a meal alternative for people on-the-go. Now nine out of ten adults (91%) said they are snacking more or the same amount, and 37% said they have been snacking more since the pandemic began. The increase in the number of people working from home has clearly been a driver for an increase in consumer snacking. 

Obviously, when more individuals choose to snack more, this has an impact on health. Consumers admit to gaining weight as a result of their nibbling throughout the pandemic. As well as physical changes consumers are also seeing rising grocery food costs however, individuals all across the world are spending less money overall than usual. 

Read More: Snacking on the rise during COVID-19 lockdown

Insight 3: Online shopping is here to stay
Over the last year, the motivation for getting a snack has altered. It’s apparent that emotions are playing a bigger role in their decision-making. Some consumers stated they snacked to relieve boredom or stress, while others said they snacked to maintain alertness or focus.

The way consumers are seeking snacks is also changing. Factors such as gamification, personalisation and prizes all now maximise the digital experience. Experts anticipate that the trend toward online purchasing will continue even after governments loosen their prohibitions, with many forecasting that e-commerce will play an even bigger part in the “new normal.”

Read More: Pandemic Snack Attack

Insight 4: Home baking is back!
During the pandemic there has been a significant surge in consumers cooking and baking their own snacks. According to Google Trends (which is an indexed estimate of how popular a topic is in any particular location at any given time), there have been more searches for flour than for other staples such as noodles or milk.

Aside from necessities like rice and oil, shoppers have been stocking up on snacks, ice cream, and beverages like Milo, according to shopkeepers. This tendency began in the early weeks of the lockdown period and was eventually supplanted by frozen food searches.

Read More: How Covid-19 is changing what Singaporeans shop for online

Insight 5: Emerging healthier lifestyles
Despite the fact that Covid-19 has led to a rise in snacking (with related overconsumption and health concerns) what appears to be developing is a push to live a healthier lifestyle while consuming more.

In Australia, consumers’ snack choices appear to be quite responsible, with 58% saying they pay attention to the types and substance of snacks they eat, and 64% saying they want to manage the quantity sizes they eat. 

Millennials and Centennials are more likely to seek snacks that reflect the latest wellness trends, such as high protein, immunity-boosting, and plant-based, while Boomers are more likely to seek traditional methods of controlling their intakes, such as portion-controlled or bite-sized snacks.

Over the last year, the popularity of healthy snacks has skyrocketed. Although flavour remains the most important factor in snack selection, consumers are significantly more health-conscious now than they were a year ago. Preservatives and artificial colours have become market outcasts, and products using them are having difficulty finding consumers.

What does this mean for the future of snacking? 

1. 1. Develop a strong connection with your customers: Consumers aren’t snacking just to fill themselves, so ensure your product has a strong brand that stands for something. 
   2. Know your audience; different demographics are driven by different preference drivers.
   3. Authentic and ethical producers are becoming more important, so ensure your products are made right and have healthier options that also prioritise taste.
   4. There are opportunities to create new ingredient brands for home baking.
   5. Leverage every channel: More consumers are looking online for their snacks, so ensure your products leverage both physical and digital channels.

As we start to live through the pandemic, a more active, mobile lifestyle will serve as a stimulus for category innovation. Many long-term changes and habits have become entrenched. Expect a flood of new snack products developed with alternative ingredients, extra health advantages, and bold tastes, all to fulfil the on-the-go consumer’s constant demands for health, convenience, and fun.

Read More: From convenience to conscious: Covid-19 pandemic leads to shift in snacking priorities – experts

Banner Image: Unsplash

The post Issue 37 : Q3 2021 appeared first on Tangible.

Let’s talk about what makes them who they are (unique characteristics typically observed), what drives their preferences, and zooming into two brands which have captured the hearts of the millennials.

What the millennials are about

Source: Istock Images

They are firstly described as digital natives

We have to bear in mind that they were born into a technological world and, naturally, growing up in such a defining period makes them stand out for their tech-savviness. Millennials are more likely to depend on technology in making informed decisions compared to Boomers or Gen X-ers – both generations we consider digital immigrants.

Source: Getty Images

Millennials place a huge importance in the meaning of their work

A research by Gallup tells us that they don’t work solely for a pay check, but instead focus on purpose-driven work and relationships. They also believe that the main purpose of a business should be to improve and better the society rather than the single-minded pursuit of profits.

Not surprisingly, millennials want their lives to make a positive impact, whether it be through the businesses they support, or issues that they believe in. I should also add here that no other adult generation has education qualifications as high as the millennials. They have a desire to change the world and are not shy to show their support for a cause through voluntary work, activism or by engaging on behalf of people who might not be able to stand up for themselves or speak for themselves (due to constraints such as language, backgrounds or education levels).

Influenced by their peers

Millennials are also largely influenced by their peers when making a decision. Online reviews and recommendations matter in their purchasing decisions.

Millennials’s preferences

Millennials are very happy to pay for experiences. A study by Expedia and the Center for Generational Kinetics revealed that millennials lead the charge in placing a newfound value on experiences over things – where the memory of an experience is becoming the product itself.

What is it about experiences, you ask? Well, it makes them happy. Research supports this fact that sharing experiences and making that social connection is a source of happiness that amplifies emotions.

This also ties in closely with the experience economy, with companies like Airbnb, SoulCycle and Apple doing exceptionally well in delivering unique brand experiences. They have found a way to either engage and create customer participation, or build a connection with their customers.

Watch:

It is especially important to this group that brands pay attention to being ethical and kind. Businesses that resonate with millennials should be committed to making societies better and recognise the holistic way of doing business by placing importance on the 3 Ps of people, planet and profit. Millennials ask: What is your purpose? What is your mission? What are you trying to build for the community or society?

Brands that continually refresh, innovate and improve their product offerings to make millennials’ lives better and more convenient are appreciated by this cohort. Millennials enjoy novelty and are highly experimental, this translates into their willingness to try new and original products and services.

The post Issue 34 : Q4 2020 appeared first on Tangible.

Currently, Boomers in most developed countries are the second largest demographic behind Generation X, but hold the most wealth. So, whilst Boomers are ageing, they continue to be an influential and significant demographic.

What follows are some insights and recommendations when dealing with Boomers that may help the brands and younger generations understand and manage the Silver Tsunami.

(Author’s note: Apologies this article is US biased but the exponential growth of consumerism and marketing in America makes for a rich source of research.)

Source: Getty Images

To understand the demographic, here are four Boomer traits to take note of:

1. Boomers are difficult customers:

• Boomers don’t shop to relax. Only 27% agreed with the statement: “I think shopping is a great way to relax.”
• Boomers want convenience, placing a higher value on an easy-access location, easy-to-navigate store, and easy return policies.
• Boomers have a pretty good idea of the price of things and how much they’re willing to pay, so they will call out brands they don’t see as offering value.
• Boomers perceive little difference between competing products. This contrasts with the tendency of younger demographics to assert differences between products even when clear differences do not exist.
• Boomers are the most likely to write off a retailer if the sales associate didn’t appreciate their business, if a store is messy, and if the returns policy is difficult.

2. Boomers are confidence shoppers:

• Just 12% of Boomers said they rely on family and friends to help them decide on a purchase.
• Only 37% of Boomers said they browse in-store.
• Apparently, 84% of Boomers still prefer to shop in-store.
• Boomers are less influenced by peer pressure, so ads that highlight social status don’t play well.

3. Boomers like facts & values:

• On the face of it, Boomers might seem to be contradictory – they may use coupons to save a few cents and then drive home in a Mercedes. However, the reality is just that Boomers like to apply different rules to different situations. Thriftiness is applied to basics needs, while value is appreciated more when applied to discretionary spending.
• Boomers are twice as likely as Millennials to be influenced by the popularity of an item when looking for something new.
• As they age, Boomers want more facts than they did earlier in life. Years of buying have equipped Boomers with knowledge of what to look for and what information is needed for an intelligent purchase.

4. Boomers look for meaning:

Source: Unsplash

• Boomers respond to altruistic values (This tracks with aging shifts toward stronger spiritual values in which concern for others increases).
• Boomer customers tend to be quicker than younger customers to reflect emotionally on a brand’s offer. So, if a boomer has a positive first emotional impression they are more disposed to be a faithful customer.
• Boomers are more responsive to “companies with a conscience” than younger demographics.

Boomers’ attitude to money (UK & US Centric)

Wealth by Generation. Source: Fortune

Generally, Boomers have been financially successful and are the wealthiest generation. Having benefited from high salaries, free education, soaring property and investment values, Boomers have ridden the tide of economic growth across the decades with much payoff, making them experienced long-term buy-and-hold investors.

However, Boomers are not just hoarding their wealth. According to the Innovate UK blog, Boomers want to spend their wealth rather than simply save it for future generations. Seeing how Boomers appreciate value more in their discretionary spending, they are willing to spend and invest in new things, especially on experiences, services, health, and fulfilment. In fact, Boomers spend almost three times as much on holiday accommodation when compared to their children’s generation. Appealing to what Boomers prioritise at this stage of life can help brands win over some generous spenders who are looking for value, meaning, and engagement.

So, what do Boomers look for in brands?

A 2019 survey by Digital Marketing Community asked different demographics what they wanted from their favourite brands:

• 30% of surveyed boomers reported that they want their brands to make them feel like valued customers.
• 29% indicated that they need their favourite brands to produce eco-friendly products.
• 28% of surveyed boomers mentioned that they want their favourite brands to improve their skills, knowledge and help them in simplifying their daily life.
• 26% said that they want their favourite brands to provide them with innovative products.
• 25% of surveyed baby boomers reported that they need their favourite brands to keep them updated with the latest news and products.

Morning Consult surveyed over 400,000 American consumers about which brands they thought had the highest likeability, trust, and community impact across generations of customers.

Among Boomers, three shipping brands made it to the top 5, followed by Amazon in 6^th position. Hershey’s, AAA, Tide, and Cheerios rounded out the Top 10.

1. UPS
2. Home Depot
3. USPS
4. Lowe’s
5. FedEx
6. Amazon
7. Hershey’s
8. American Automobile Association
9. Tide
10. Cheerios

Boomers and Technology (US Centric)

The “OK Boomer” catchphrase and meme might be a misconception when relating to technology (Emphasis placed for my son’s benefit).

While many digital marketers target Millennials and Gen Z, less attention is given to the older generations. This may be a mistake, given where the wealth resides; approximately 70% of all disposable income in the U.S. belongs to baby boomers and they make up the second-largest segment by size and the largest by wealth.

Source: Getty Images

Social media stereotypically targets younger demographics but that’s not the entire story. Currently, 100 million (paywall) smartphone users will be aged 45 years and over. That’s 42.5% of the market share, so don’t forget the over 50’s; you just need to design your ads differently (simpler, bigger and clearer).

Boomers prefer easy-to-use interfaces, and will likely need things explained slowly. While Millennials and Gen-Zers have shorter attention spans, older generations are used to slower TV shows, commercials.

Source: Shutterstock

Voice assistant is perfect for boomers as using hands to type is already slow, cumbersome and outdated. The ease of voice search on smartphones and smart speakers is gaining traction. It has increased from 6.4 million in 2017 to 8.2 million users (up 28.6%) in 2018 within the boomer generation.

Do’s and Don’ts when selling to Boomers

Do’s

• Keep language concise. Use bullet points, focus on value-based message and remain focused on simple messaging that is easy to understand.
• Use Facebook; Boomers use Facebook more than any other social media platform.
• Show a clear benefit; Boomers like proof your product is worth their money.
• Explain concepts in detail. Generally, Boomers prefer videos that help them understand the messages and information.
• Go mobile. Recent data show that Boomers aren’t so different from millennials when it comes to mobile phone use.
• Make it bigger & clearer: Many boomers wear glasses so keep fonts sizes bigger than 16pt. Keep the contrast up, especially on websites and make those buttons bigger.

Don’ts

• Use slang, Boomers are direct, so don’t be too clever.
• Use the word “old” or “elderly”. Many Boomers are still having fun and don’t view aging as an issue to give up on looking for fun
• Rely on chat-bots as boomers prefer real people. Boomers are keen to have clear return policies, so chat-bots are recipes for disaster.

In summary, Boomers are a big, rich demographic who have clear preferences and specific engagement needs. Ignoring them would be a mistake.

The post Issue 33: Q3 2020 appeared first on Tangible.

Tony Hsieh

In 2009 Amazon purchased Zappos for around $1Billion but Tony Hsieh stayed on as CEO. Tony had founded and sold other start-ups but with Zappos, his priority was to create an exceptional culture: “Our number one priority is company culture. Our whole belief is that if you get the culture right, most of the other stuff like delivering great customer service or building a longterm enduring brand will just happen naturally on its own.” It’s probably best to read Hsieh’s first book ‘delivering happiness’ if you want to understand more but his main points are:

1. Make customer service the responsibility of the entire company.
2. Focus on company culture as the number 1 priority.
3. Seek to change the world.
4. Help employees grow-both personally and professionally.
5. Apply the science of happiness to help run your business.
6. Pay new employees to quit.

Read more: Tony Hsieh, Zappos, and the Art of Great Company Culture

Yvon Chouinard

If you think Richard Branson is an adventurer, then read up on this guy, not exactly Hugh Glass (The Revenant) but certainly on that path. In his book ‘Let my people go surfing’ Yvon Chouinard outlines his views on building a great culture.

On managing change: “When you have a lot of independent people working for you, you can’t tell them what to do, or you will get a passive-aggressive response. Instead, you have to build a consensus.”

On subsidized lunches: “Not only are we feeding our employees good food, but we are building a community, too. Socializing is important.”

On leadership: “The worst managers try to manage behind a desk. The only way to manage is to walk around and talk to people.”

On his role: “I am the entrepreneur who comes up with the wild and crazy idea and then dumps it on people to let them figure it out.”

Read more: Patagonia’s Philosopher-King

See more:

The post Issue 17: Q3 2016 appeared first on Tangible.

David Ogilvy

David Ogilvy led an unconventional life, which certainly can’t be captured in a few sentences. Hailing from a notable Scottish family, he started school in Edinburgh, from where he was accepted into Oxford University but left in 1931 when his family fell on hard times. He then headed to Paris to become an apprentice chef, and after a year, became a door-to-door salesman for AGA stoves. On the strength of a sales manual he wrote for AGA, he landed a job at a London advertising agency, from where he went to George Gallup’s Audience Research Institute in New York.

During WWII, he worked for the British Intelligence Service (learning the power of propaganda). When the war was over, he went to live with an Amish community before returning to Manhatten to set up Ogilvy, Benson & Mather, where he stuck to his belief “that successful product advertising is based on information about its consumers”. He went on to sell soap (Dove), countries (Puerto Rico) and cars (Mercedes-Benz). For Mercedes, he increased sales 4 times (in just one year) from 10,000 to 40,000 cars, when the brand wasn’t popular in the U.S.

Read more: David Ogilvy

Alan Fletcher

Alan Fletcher was one of the most highly regarded and prolific graphic designers of his generation. He was born in Nairobi, the son of a civil servant. When his father became ill, he returned to London and immersed himself in the blossoming creative scene. His friends included Peter Blake, Terrence Conran and Len Deighton in London, and Paul Rand, Bob Gill and Saul Bass from his studies in the US.

In 1962, he founded a design firm called ‘Fletcher/Forbes/Gill’ with Colin Forbes & Bob Gill. The company later evolved into ‘Pentagram’ and their clients included Lloyd’s of London, Daimler Benz and Reuters.

Probably his most profound legacy was the co-founding (along with David Bailey and Terence Donovan) of the Designers and Art Directors Association (D&AD) in 1962. The D&AD Awards have become the most prestigious industry award for the Advertising & Design industry. For many, being awarded the ‘Little Yellow Pencil’ is the pinnacle of creative achievement.

Read more: Alan Fletcher: The Man Who Taught People How to Look

The post Issue 15: Q1 2016 appeared first on Tangible.

The original Saint Nicholas was a 4th Century bishop who was known for his generosity to the poor. During the Middle Ages, the evening before his birthday (December 6th) children were given gifts in his honour. This custom of gifting children was borrowed by Martin Luther to refocus children on celebrating Christ at Christ Mass (or Christmas) usually held in the evening of December 24th or the morning of December 25th. During the Reformation, the popularity of Saint Nicholas dropped, except in Holland where he was known as Sinter Klass. The Dutch took this tradition with them to America where Sinter Klass eventually became known as Santa Claus.

2. The red-suited Santa & Coca Cola

It’s often thought the white-bearded, red-suited Santa was created for Coca Cola’s by Haddon Sundblom and his Christmas advertising campaigns but the modern ‘western’ depiction of Santa can be attributed to Thomas Nast and his work for Harper’s Weekly from the 1860’s. It was Thomas Nast who also created the idea of Santa’s workshop at the North Pole and Santa’s list of the good & bad children of the world.

3. Where did decorated X-mas Trees come from?

Prince Albert (Queen Victoria’s consort) is usually credited with introducing the Christmas tree to England in 1840. However, the honour of establishing this tradition rightfully belongs to ‘good Queen Charlotte’ who set up the first known English tree at Queen’s Lodge, Windsor, in December, 1800. Legend has it that Queen Charlotte’s compatriot, Martin Luther (got to hand it to this guy) was walking through a pine forest near his home in Wittenberg when he saw thousands of stars glinting, jewel-like among the branches of the trees. This wondrous sight inspired him to set up a candle-lit fir tree in his house at Christmas, to remind his children of the starry heavens from whence their Saviour came.

4. Why do we eat Turkey at Christmas?

Ironically Saint Nicholas originated from what is now Turkey but legend has it that Henry VIII originally ate turkey at Christmas and we all started to do the same.

Read more:

• Santa Claus
• The First Christmas Tree

The post Issue 14: Q4 2015 appeared first on Tangible.