The Long and Winding Road

 

Jon Reinfurt

As many of you know, I often talk about small business owners becoming CEO’s, so I was quite intrigued when I saw this article in last week’s Sunday New York Times Business Section (read full article here) focused on what it takes for a young person starting his or her career to eventually become a CEO in the corporate arena. In particular, I wanted to see if the long and winding road to the CEO’s job in the corporate world was all that different than the long and winding road to the CEO’s job in the world of small business.

No one doubts that hard work, brains, leadership ability and luck are key factors for climbing the corporate ladder, but new evidence shows having experience in as many business’s functional areas as possible and building relationships within an industry may now be just as important.

Data from a new study by LinkedIn of almost a half million onetime management consultants showed that experience in one additional functional area improved a person’s odds of becoming a senior executive as much as three years of extra experience. Burning Glass, a firm that scours millions of job listings to determine labor market trends, found a surge in demand for hybrid jobs, that incorporate expertise in different fields such as both technology and finance.

If as as Guy Berger, an economist at LinkedIn says that to be a C.E.O. or other top executive, “You need to understand how the different parts of a company work and how they interact with each other and understand how other people do their job”, then indeed the same is just as true for a small business owner who wants to become a CEO. There really is no difference!

I urge you to read the full article and let me know what you think.

Strategies for Success in Personal and Business Planning

Michael Gansl and Michael Korn provide precious insights on how business owners can make plans in order to attain their financial and personal goals through organization, making choices and increasing value.

Organize:

Manage and Systematize

Make Choices:

Be Protectionistic and Derministic

Increase Value:

Build Personal Wealth and Business Value

 

 

3 Steps for Sustainable Business Growth

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Step 1 – Systematize the business.

Processes need to be recognized, procedures need to be written down in order for the business owner to move beyond his/her own thoughts, his/her two hands, and for outcomes to become predictable. Employees need to be trained, they need to be consulted for their ideas as well, and together the systems that are the lynchpins of growth need to be formulated. I can’t emphasize strongly enough that this effort should start as early as possible in the history of one’s business.

Perhaps, one of the most important tools a business owner needs to master, is understanding that his/her accounting system provides crucial information for managing and growing the business. Accounting systems such as Quickbooks, or free ones such as Xero, Freshbooks, Zoho, and others are relatively easy to grasp and are one of the most effective tools for managing and growing one’s business. The P&L, the Balance Sheet, management of cash flow are too critical to leave to one’s accountant or bookkeeper to manage on an infrequent basis.

An important tool in systematizing one’s business is creating a Dashboard of Key Performance Indicators. You’ve heard the expression that “cash is king”. An example of a relatively simple but very effective Dashboard is one that helps you manage cash flow by integrating it with a Sales Pipeline and a Forecasting Legend to predict the probability of sales and cash available to the business. Using this critical tool, a business owner can choose to look at as often as he/she likes – daily, weekly, monthly, quarterly, to truly understand the health of the business, and whether it is capable of growth at any one point in time. The bottom line is you need to proactively manage your business life. Organizing and systematizing the business will ensure you do that. It really is about working on your business, not just in it!

Step 2 – Be Deterministic.

To make it real simple, I’d like to take the liberty of defining the phrase, “Be Deterministic “, as doing business that is NOT random, but my making the choice to act on a particular sales opportunity, by choosing which types of prospects you want to pitch your products/services to, by choosing to respond or not to RFPs, by choosing whether you want to sell on value or price, volume or quality, or even on a value pricing model where you determine the relationship of your product or services value relative to the price you charge.

Is being deterministic pie in the sky? Don’t we have to take business no matter from where or from whom it comes? I’m a realist – “ya gotta do what ya gotta do”, but as you grow your business it becomes even more important to do what you need to do – make real choices that enhance the growth and well being of your business.

One of the ways to becoming deterministic is to do a SWOT – Examine your business’ strengths, weaknesses, opportunities and threats on a regular basis. The SWOT is a picture of a point in time, and you need to know where your business is at any point in time if you choose for it to succeed.

Understanding the market you want to be in is another way of being deterministic. How big or small is the market you want to be in? How much market share do you need or want to capture? What is your competition like? What do you need to do to be competitive?

What about the actual target prospects/clients in your marketplace? What are they like? What are their must haves, nice to haves? Can you accommodate their requirements? Should you be dealing with a purchasing person who needs the best price or a manager who need to solve a business problem?

And, when do you decide NOT to seize an opportunity? Is it too small, too large, not enough gross margin to be profitable enough, not someone you want to do business with because you don’t trust them?

If you believe you always have the choice, and you are disciplined enough to use the tools you have, and keep looking to your market, and your targets for answers, you can be deterministic, and you will make the real choices to enhance the growth and well being of your business.

Step 3 – Build Business Value.

I would like to focus on building the value of one’s business that is poised for growth. From a high level strategic perspective, I’m going to suggest a business owner consider answering questions such as these:

Do you understand your business at any point in time? Understanding your market, your target audience, your own people, are all important components of the puzzle of increasing value. Have you systematized your business so it will function without you? Are you a great boss? Do you offer excellent company benefits? Do great people want to work in your company? Have you chosen the best possible people to help you manage and grow your business so they will carry the business forward without you? Have you created a business culture that sets your business apart from other companies in your marketplace? Have you created a Board of Advisors or a Board of Directors toad value to your business?

Do you have some intellectual property that will set you apart from your competitors? Should you apply for a patent, a copyright, a trade or service mark? Is it worth investigating any of these items? Will you be able to charge more for your services or products because you have any of these items? Will you be able to sell your business at a higher price if you have any or all of these items in your quiver of arrows?

Are you building your business on transactional sales or on recurring revenues or perhaps both? Are you aware of how your market and investors value businesses such as yours? Are you consistently profitable from year to year? Have you consistently invested in your business – both its systems and its people?

Engaging a Valuation Firm or enlisting the aid of your Accounting Firm is a way to determine business value. First, you have to ask what is the purpose of having a 3rd party value your business. Sometimes, for tax purposes, the goal is not to have the highest business value. On the other hand, if you are selling the business, well, I guess you would want the highest value possible.

Valuations can be determined in several ways including a multiple of revenues, or EBITDA which is essentially net income with interest, taxes, depreciation, and amortization added back to it, and can be used to analyze and compare profitability between companies and industries. Valuations can also be based on the selling price of public companies in an industry sector that matches your business.

One thing I can assure you, it is always a challenge to get the highest valuation for one’s business. But, if you can answer as many of the questions I’ve mentioned in this section, you will have a good shot at getting the value you desire.

My intent in this paper was to present what I think are the 3 steps for achieving sustainable business growth – systematizing, being deterministic and increasing business value. I would never say doing business is easy, but I believe knowing what the steps are for sustainable growth can help ensure success!

 

 

 

 

Dealing with the Troublemakers

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In previous posts, I’ve talked about scaling one’s company, and developing a company culture, but what happens when certain people, let’s call them your “troublemakers”, get in the way of your ideas, or the way you want to do things.
In her most recent post in First Round Review (Full article here) Bethanye McKinney Blount having spent twenty years in leadership positions in the tech industry has identified four types of “troublemakers” and how to deal with them.
I’m sure you’ve seen these types of people in your organizations: the HERMIT who works independently and won’t let anyone see his work while it’s in progress; the NOSTALGIA JUNKIE who harkens back to the good old days and talks of “the way” we’ve always done it; the TREND CHASER who is always ready to flick to the newest and greatest thought or gadget without seeing the entire picture; and the SMARTEST IN THE ROOM who always has to be the smartest person in the room without considering anyone else’s thoughts or feelings.
So how should you deal with these folks when you meet these types of people in your organization, because you know they are always there! Ms. Blount suggests you subscribe to the premise that most troublemaking is done unknowingly, and you as the leader or the manager must do your best to win them over in the long term. Of course, if you’ve really tried over time and been pushed long enough that you’ve stopped rooting for a person on your team, it may be better to find another alternative which could very well include termination. In the end, it is your commitment to the company culture you want to create that determines who stays and who leaves.

 

Full article here

Are We Really Just a Brand?

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As you all know by now, I am an information junkie. I read many different blogs and articles on a regular basis, and more often than not, I get to thinking that I need to share what I read. This piece written by Seth Godin (Full article here) really got me thinking.

Are we really just a brand? Do we always have to market ourselves? Why do we always have to sell ourselves?  What really sets us apart from all the same businesses or people we compete with? How do we stay true to ourselves, but continue to market/sell our services?

I think I can make it simple, but not easy. I do my best to do business with people I like. I love the challenge of working with smart, and even arrogant business owners. But, if I don’t feel a connection, I will end the engagement before they do!

In the end, I may be a brand, but as Seth says, I am a first and foremost a person, and I need to make a personal connection to do the work I do!

How Start-Ups Last

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Last week, I wrote about the importance of establishing a company’s culture very early on. To continue the conversation once again, I am recapping a recent article from the Harvard Business Review on the other factors that help start-ups last.  So many start-ups that seem to have it all  – customers, cash, and promising opportunities somehow are incapable of sustaining long-term growth and scale.

Start-ups, more often than not, are not well organized, and in the beginning everyone does everything. And yet the need to scale demands professionals and organization on all fronts. Successfully scaling companies that seek growth require the following four critical activities to get to the level of sustainable growth:

  1. Hire functional experts. This allows specialists to work more efficiently and implement best practices in their field.
  2. Add management structure. Just a few people at the top cannot monitor everyone’s increasingly growing day-to-day work. Adding leadership and management keeps employees more engaged and focused.
  3. Build planning and forecasting capabilities and a framework of plans and goals to guide the company’s growth.
  4. Spell out and reinforce the company’s culture. Culture may very well be the most critical element in attracting talented people to join a start-up and stay with it as it achieves sustainable growth.

Scaling and growing a company does not necessarily mean the company should lose all of its start-up mentality, but as my experience has taught me, adhering to the principles noted by the authors of this HBR article are critical for any start-up to achieve scale and sustain long-term growth.

 

Read the full article here

The Importance of a Company’s Culture

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Last week, I posted a piece by Molly Graham that talked about scaling your company. This week, to continue the conversation, I am posting another article by Molly that talks about how important a company’s culture is to its brand and to its very existence. As the number of employees grow, it becomes increasingly vital to define your company’s culture, if indeed the company is not only to grow, but also to survive.

  1. Companies will mirror the image of their founders. A company’s core leaders will define 80% of its culture. If you are a founder, evaluate your strengths and weaknesses. The things that set you apart will become your company’s competitive advantages.
  2. Take the words that describe your company’s personality and turn it into a story. In the beginning, products are heavily emphasized but it is important to take the time to write down your story and what you want people to say about you. Your company’s story then becomes the backbone of your growth and your existence in the marketplace.
  3.  The next step is to turn your story into an ongoing conversation. You should continually speak about the culture you want to build in every meeting and email. Most importantly, culture is not fixed but always evolving.

I’ve been fortunate to be part of several start-ups in my career. There is no doubt that a company only grows and survives if it adheres to the bottom line to be profitable. However the road to growth and profitability is being able to define your company’s culture, to be able to tell your story, to create the foundation and backbone from the very beginning, from the very moment a founder or a CEO decides to start a company. Knowing at all times and building your culture as your company continues to grow is the road to success!

 

Read the full article here

Zenefits Scandal Highlights the Perils of Rapid Growth

18state-illo1-master675Stuart Goldenberg

Zenefits can serve as a cautionary tale of a startup that grows too quickly and results in as much of a tremendous failure as growing too slowly. Zenefits is a health-insurance brokerage firm and offers small businesses HR benefits without the middleman. The HR software was highly favored and brought high expectations for serious growth. These promises led investors to pour $500 million dollars last year at a $4 billion valuation, one of the largest recent financing rounds.

Unfortunately, just last week, Zenefits announced that Parker Conrad, its co-founder and chief executive had resigned and that the company had become irrespon
sible in its culture and ethics.  In return for the massive fundraising valution, Zenefits over promised and undelivered. Mr. Conrad had promised the moon, but instead he was unable to grow a tiny start up to unattainable goals and the company spiraled out of control.

Zenefits began hiring people who had little experience in the software sales in highly regulated industry that led to a growth from 15 to 1,600 employees in just one year.  With all the speed bumps and things that can get in the way of such incredible rapid growth, Zenefits inevitably fell short of its revenue goals. Changes in management, and changes in their business ethics only made things worse.

What can we learn from this? Growth is important for any business but it should not be a race. As a small business owner for many years, I know short cuts are not worth it in the long run. Rapid growth is not for everyone, and certainly not for the faint of heart. And most of all, integrity counts, especially if you want to be in business for the long run.

Read the full article here.

Social Skills: Valued Over Technical Ability?

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As technology and automation replace workers, new jobs are created in order to support the machines and adapt to the shift in the economy. But as robots begin to perform surgeries, do your accounting, and manufacture your goods, there will be a shift in skills demanded of workers. Here are a few key changes that can be expected in the coming years:

  • Education: While social skills are not emphasized in today’s curriculum, emphasizing team work can help improve the social skills necessary to survive in today’s job economy.
  • The Current State of Jobs: “Despite the emphasis on teaching computer science, learning math and science is not enough. Jobs that involve those skills but not social skills, like those held by bookkeepers, bank tellers and certain types of engineers, have performed worst in employment growth in recent years for all but the highest-paying jobs.”
  • Women Thriving in the Workplace: “Women seem to have taken particular advantage of the demand for social skills. The decline in routine jobs has hit women harder than men. Yet women have more successfully transitioned into collaborative jobs like managers, doctors and professors.”

At your own workplace, ensure that cooperation and teamwork is emphasized and nurtured. Though your job isn’t likely to be immediately threatened by incoming technology in the immediate future, it may be important to have a backup plan in case it is. This excerpt from the article best summarizes what jobs are under pressure, and which will come to thrive in the coming years: “Jobs that require both socializing and thinking, especially mathematically, have fared best in employment and pay, Mr. Deming found. They include those held by doctors and engineers. The jobs that require social skills but not math skills have also grown; lawyers and child-care workers are an example. The jobs that have been rapidly disappearing are those that require neither social nor math skills, like manual labor.”

Click here to read the full article in The New York Times.

Sales Meets Big Data

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New software tools are taking sales into the 21st century by bringing big data into the picture. By analyzing things like the opening of emails and success rates of phone calls, these big data startups can identify the best time of day to reach a CEO or when it’s best to reply to an email. Here are a few of the tools that are available through these startups:

  • Salesforce IQ: Salesforce’s latest software is an aid to sales people, as “it proffers tips on how to interact with specific customers and nudges salespeople when, for example, they haven’t spoken lately to a client they tend to contact regularly.”
  • ClearSlide: This software “alerts salespeople when a potential client reads a pitch email, so they can follow up just when the prospect may be most receptive. It also tells them whether a prospect lingered on the message once they’ve opened it…”
  • The Full Picture: Many departments are already employing plenty of software, sometimes “more than a dozen digital aids. One analyzes records of millions of transactions stored in sales databases to serve up lists of potential customers, ranking them in order of their likelihood to buy. If a prospect doesn’t pick up, another program, at the click of a mouse, leaves a voice-mail message from a prerecorded template. When a salesperson closes a deal, a third program triggers a morale-boosting gong sound.

Salespeople need to step up their game as business are increasingly looking to take out the middle man in transactions. Many positions will be vanishing within the next five years, and as such salespeople need to increase their efficiency by using software aids to keep a leg up on the competition. Ensure your sales team is doing its best by looking into the options above and seeing what works best for your company.

Read the full article in the Wall Street Journal here.