What Your Birth Certificate Says About Your Transition Strategy Plan

In our experience, your age has a big effect on your
attitude towards your business and how you feel about one day getting out.
Here’s what we have found about transition strategy plan
and age:

Business owners between 25 and 46 years old

Twenty- and thirty-something business owners grew up in an
age where job security did not exist. They watched as their parents got
downsized or packaged off into early retirement, and that caused a somewhat
jaded attitude towards the role of a business in society. Business owners in their
20’s and 30’s generally see their companies as means to an end and most expect
to sell in the next five to ten years. Similar to their employed classmates who
have a new job every three to five years; business owners in this age group
often expect to start a few companies in their lifetime.

Business owners between 47 and 65 years old

Baby Boomers came of age in a time where the social contract
between company and employee was sacrosanct. An employee agreed to be loyal to
the company, and in return, the company agreed to provide a decent living and a
pension for a few golden years.

Many of the business owners we speak to within this
generation think of their company as more than a profit center. They see their
business as part of a community and, by extension, themselves as a community
leader. To many boomers, the idea of selling their company feels like selling
out their employees and their community, which is why so many CEO’s in their
fifties and sixties are torn. They know they need to sell to fund their
retirement, but they agonize over where that will leave their loyal employees.

Business owners who are 65+

Older business owners grew up in a time when hobbies were
impractical or discouraged. You went to work while your wife tended to the kids
(today, more than half of businesses are started by women, but those were
different times), you ate dinner, you watched the news and you went to bed.

With few hobbies and nothing other than work to define them,
business owners in their late sixties, seventies and eighties feel lost without
their business, which is why so many refuse to sell or experience depression
after they do.

Of course, there will always be exceptions to general rules
of thumb but we have found that – more than your industry, nationality, marital
status or educational background – your birth certificate defines your transition strategy plan.

If you’d like some help to manage these ratios and figure
out the next steps in a business transition strategy, contact Value Growth
Partners to see how we can assist you in knowing and growing your business
value before the transition – (312) 525-8382.

CEO Exit Strategy Tips From One Of The Top 40 Under 40

Wind Mobile founder Anthony Lacavera has started 12
businesses, six of which he has exited. His exits have ranged in value from the
$6 million he got for one of his recent start-ups to $1.3 billion when he sold
Wind Mobile. He did it by following two key CEO Exit Strategy tips.

•           Understand
what kind of company you are running

Lacavera has owned hyper-growth unicorns and
lifestyle businesses and urges entrepreneurs to be clear about their long-term
prospects. Lacavera started a business supplying hotels with internet access
and understood the company would be a good cash generator, but would never sell
for a mint. He ran the business for almost two decades and used the cash it
generated to fund various other ventures. Recently, he finally sold the
business, which was generating $1.5 million in pre-tax profit, for $8 million—a
relatively modest 5 times earnings, which was fine by Lacavera, because it had
served its purpose of funding other companies along the way.

•           The
role of CEO and owner are not the same

Lacavera encourages entrepreneurs to separate the
role of CEO and business owner. Even though they may be the same person, they
have different functions and, at some point, your business may be better served
by separating the two roles. Entrepreneurs who are comfortable handing the
reins to a professional manager may do better in the long run than those who
need to control everything.

Lacavera had great success, which is visible in the
fact that he has won just about every business award there is, including 2010
CEO of the Year, Top 40 Under 40, Deloitte Technology Fast 50, and Canada’s
Fastest-Growing Company. One of the top secrets to Lacavera’s success — knowing
when to bring in a CEO to replace himself in any of his ventures.

For more information on the Value Growth Partners
ceo exit strategy, contact us today at (312) 525-8382 or visit our CEO Exit Strategy page.

Talent Management: Practices That Can Make Or Break Your Organisation’s Talent Pool

Organisations throughout the world invest large amounts
of resources, time and money in Talent
Management to retain High Potentials (HIPOTs). You will see these are highly
capable, intelligent, and quick learning resources that we’re
talking about. Would a hike in salary package, grade, or
designation place them motivated for long?

 

Visualize a goldfish in a tank full of fighter
fish. A formula1 car on a heavy traffic road. Shoe
polish beside fruit racks in the retail outlet. How repulsive are these
images? That’s exactly how hipots will
feel if they have to work in an environment that does
not suit their culture, aspirations, and capabilities. They
may feel suffocated and what follows next is the hipot going
in search of fresh air.

 

 

CAPABILITY
MISMATCH:

 

Think
about it as a situation where your hipot has to
report to a supervisor who seems to be low on
general intelligence. The manager would most probably spend
more time concluding a brainstorming session. The hipot may see
this extra time as waste and incapability of their manager. The hipot may not find enough motivation to sit through the future meetings with
the manager or not look forward to
gaining knowledge from the manager.

 

 

CULTURE MISMATCH:

 

Everyone knows that adults prefer not to be told. A hipot would hate being directed all the time, they usually love to be challenged cognitively. They’d prefer guidance only after trying out things on
their own. An environment where the organisation or maybe the managers are less tolerant towards
learning through experiments and failures will likely not support nurturing a talent pool. ‘Telling
approach’ is definitely one indicator of an
organisation that lacks a high-performance culture.

 

ASPIRATION
MISMATCH:

 

Tenure-based
promotion is a good enough a way to repel the
talent pool farther from organisation. What
is needed in such a situation usually is to manage somehow and stay
put for the promotions to happen. A hipot could find working in such an environment insulting. Hipots expect to grow based on performance,
effort and demonstrated capability.

 

Organisations
can’t expect hipots to wait patiently for their turn of promotion. The irony is
that the organisations don’t look out for their patience while recruiting them. The
talent management strategy must be in line with the intent to nurture and
retain the talent pool.

 

“At companies with
very effective talent management, respondents are six times more likely than
those with very ineffective talent management to report higher ‘Total Returns
to Shareholders’ than competitors.”

 

“Only 5 per cent
of respondents say their organizations’ talent management has been very
effective at improving company performance”.

 

Source –
https://www.mckinsey.com/business-functions/organization/our-insights/winning-with-your-talent-management-strategy

 

 

ATTRACTING VS
BUYING TALENT:

 

Does your organisation
attracts talent or purchase it from the market? You will see these are two
different things. In case your organisation is attracting talent, you certainly will always have a talent surplus situation, no matter what the
market condition is. If you’re buying talent from the market, you may consider the following
thoughts:

 

• Increased
wages are not going to keep the hipot motivated all the
way

• A Deputy
Assistant VP grade will not mean much for a longer duration

• If there’s a mismatch between expectations and reality, the hipot may regress
in performance after joining your organisation

• Recruiting
hipots may result in interpersonal challenges as well as an increase in employee churn

 

 

Some pointers
that can help in making informed decisions about attracting, recruiting, and retaining
the talent pool:

 

• Define the DNA
of hipots for the organisation

• Define the
strategy to recruit hipots. You may have to ensure they work with managers who can provide them the right environment

• Conduct surveys
to see if your organisation’s culture is
conducive for nurturing the talent pool. If there are shortcomings, including organisational culture and practices,
address them through a robust learning architecture

• Make leaders
answerable for talent management and review them regularly

• Define a career
path for all roles within the organisation. An employee should enter, get promoted, and exit the organisation at the correct time

• Make people
development a default competency for managers and leaders. Organisations should
give talent management competency enough weightage for making their promotions
decisions

• Provide equal
opportunity for all employees to learn and grow

• Make the
promotion criteria objective and transparent

• It is
absolutely ok not to recruit hipots for your organisation, but this decision needs to be based on talent pool bench-marking

performance marketing

Build A Strategy Map To Transform Your Company

A strategy map is a visual representation of a company’s overall objectives and how they associate with one another. This is a guideline for organizational decision makers, which they can use to prepare and keep an eye on the development of their service.

Strategy maps are specifically beneficial when your company is undergoing substantial modification. It is important that the strategy map not alter substantially from the version you receive from the organizer, so that your decision makers can use it to plan the next steps to get your objectives achieved.

Developing A Strategy Map

You need to produce a strategy map at the start of your organization, however later as the changes happen you can create a brand-new variation. You can alter the strategy map or just develop a brand-new one. Some of the concerns that must be included in a technique are:

  • Start of action plan
  • Ongoing actions
  • End of action strategy


In addition, you need to include an effect declaration. An effect statement is a statement of the goals and goals of your change strategy and whether they are likely to be accomplished. It is likewise a statement of what the organization requires to do to achieve these objectives. It is to be sent to all existing and possible customers and suppliers, to let them understand that you know their duties and what the company needs to do to accomplish the change technique. The declaration needs to be utilized for communicating the change to all stakeholders.

Use your strategy map to interact the change

Producing a technique is challenging, specifically if you have a relatively little business. There are numerous resources readily available. Among the most essential is your organization’s Strategic Plan that need to be reviewed and upgraded annual. Your strategy map should be part of that strategy. An excellent company ought to have a strategic strategy and its own tactical map. You should examine the tactical strategy to make sure that it shows the vision, intentions, and short, medium and long-term objectives of your business. This was written by a planner who has actually worked with lots of large companies.

StratēgoMap is an ingenious software application particularly designed for: Local Businesses, E-Commerce Businesses, Affiliate Marketers, InfoProduct Creators. This FREE tool maps out your company methods so that every staff member can quickly comprehend them. StratēgoMap strategy map software, permits you to draw up the strategies, processes, treatments, and techniques you require to develop an effective and lucrative service.

Why We Provide Services To Small Businesses

Biz Assist is an organization, providing business managers to businesses to assist with strategy and tasks that are time-consuming and out of the purview of the business.


There is always a need for someone who has skills in strategy, administration, social media, and human resources.  In a small business, there is usually more of this type of work than actual employees.  We provide these services at a fraction of the cost to hire a full team.

Our mission is to assist companies with the process of accelerating growth through our full suite of business services. We provide each client with the strategic services needed to grow their business, while also partnering with them every step of the way to implement each strategy.

small business

IM Checklist Review – Over 371 Marketing Checklists

You might have heard
a lot about Internet Marketing especially if you want to start an online
venture. But oftentimes, you lack the knowledge on how to start and may get
confused about different platforms you want to use to begin your online
marketing journey. 

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Digital Marketing Strategy 2021 | Digital Marketing Strategies That Work

As a result, starting in the sum of electronic marketing strategy, is when a company’s existing website, which is to review the existing site and its purpose is to improve the effectiveness of the future. First, any class that follows a written text is rubbish. You should start building networks from colleges and friends. Working online from home can be an answer to your prayers for freedom, independence, mobility and financial security. Many professionals or college graduates are having a hard time finding jobs that pays a decent salary after entering the work force

Once you know who your target is – the more information the better – you’re ready to get into the nitty-gritty of market research. With the use of search engines, you’ll be able to transform your small enterprise site into an effective tool to boost your organization’s brand and increase your business’s revenue. Market Research This is the most basic part of any marketing campaign. Trade lessons learned, ask necessary questions, swap contact information and leverage each others knowledge and expertise to create joint ventures and different extremely profitable enterprise relationships. The most basic step in researching your market is to first have a “target

S. How do you find a training package that meets your financial and information needs? Take some time to view websites that interest you. This will not only save a lot of your time, but would also yield concrete results, as you can request the report of the traffic pattern achieved and other significant achievements in Google rankings. There are more than 23 million small businesses in the US, comprising 54% of all U. Does the site speak to you on a personal level

For the most part, social media and content marketing strategies are free to use. When a user enters a phrase, the search engine will display a set of results and this technique helps your web page to be in the first few pages of the results. More importantly, people stopping by to see your content as less professional and less valuable. There are 3 broad categories as follows: 1) social media 2) information marketing and 3) paid advertising. What you’re trying to find is a fairly high number of searches with the least amount of competition

Everyday myriads of people are turning to the web to earn money on line now. But in the online world, people have training thrown at them all the time. A pile of advertisements will pop up in almost every webpage that you enter. So I guess the best question to ask yourself is: “How am I different?” Right? You don’t want to be a “me-too” person when marketing your products and services online. We started seeing new products to be presented on TV and media posters on bus stops or on the skyscrapers

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Crisis Reputation Management – When Leadership Fails

The consequences may seem small at first, but they have the potential to ruin your company’s reputation for good. As more people use the Internet to find a local business ( up to 97 percent according to the Kelsey Group), they bring with them their experience and expectations from their past online purchases. Hiring the proper services such as Online reputation management to take care of your dilemmas is one way to push the problem out of mind, and concentrate on the task of growing an online business.

Every service we provide is with the reputation of your business in mind.  We live in a world where everyone is under a magnifying glass because of the internet.  Potential customers will make judgments based on your online reputation.  

Smart business owners will be those who shed the old mentality of projecting an artificial image and embrace the power of social media to attract and influence people seeking the services that they provide. Something you did (or didn’t do) went viral, or there has been a lawsuit filed against you, or someone said something bad about your business, or you did something you’re not proud of, and suddenly it’s on Page One of your search results

Your marketing campaign will be a blunder if you don’t even know what your customers are interested in. Step two involves promoting positive or neutral information while decreasing the visibility of negative information. If you come across negative publicity, it is important not to overreact or make rash decisions as these can backfire if they are not thought out or planned thoroughly. Superb products and great customer service are the best defense against bad reviews and negative postings

We make it our business to provide excellent services to manage and grow your business exponentially. 

  Our team of professionals are experts in:

*Social Media Marketing

*Content Creation 

*Video Creation

*Website Design and Development

*Reputation Management

*Virtual Tours

*Commercial Video Creation

Human Resources Administration/Management

*Training

*recruitment

*Diversity and Inclusion

*Implementation

*Strategy

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