Tag Archives: Value

How Do You Position Yourself as the New Leader? Five Points

Situation: A medium-sized company has just been acquired. A long-term employee has been named CEO of the entity. During his tenure with the company, he has established solid relationships within the company and is well-respected. He understands that he is no longer a co-worker but is now CEO. How does he best position himself to both employees and to the acquirer? How do you position yourself as the new leader?

Advice from the CEOs:

  • Proactively engage the team in a dialogue about the direction and potential of the company. Focus comments on the positive and the potential of the firm and the combined entity. The acquirer is bringing a new sense of excitement and energy to the firm. They will be looking for key leaders who share their excitement.
  • Market yourself to the new owners.
    • Develop a list of hopes, desires, and needs.
    • Dialogue with the acquirers and learn their hopes and dreams for the combined entity.
    • Look for synergies between your and their hopes and desires. Create your own marketing campaign around these synergies.
    • Position yourself an essential member of their transition team.
  • Select a mentor from the acquirer. Actively seek out their advice and guidance. Use them as a sounding board as you develop your campaign as new CEO.
    • The new organization is now just a plan and may be very flexible.
    • Ask acquirers about the model that they see. What are their key objectives for the first year? What niche do they wish to fill buy acquiring the company? As the key liaison between the company and acquirer bring value to the transaction.
    • When speaking to them, listen for their questions of how they see you fitting into the organization. This will present an opportunity to define your role by addressing their key needs during and after the transition.
  • The same suggestions apply to an individual receiving a promotion within the same company.

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How Do You Hold People Accountable? Four Suggestions

Situation: A new CEO of a small company finds it difficult to hold people accountable. To her, delivering criticism feels like delivering “bad news.” This makes her feel uncomfortable, so she hesitates and often takes care of tasks herself. This cuts into her planning and strategy time. How do you hold people accountable?

Advice from the CEOs:

  • This may be a question of semantics and the view of the task.
    • From a big picture standpoint, real bad news is saying “you’re fired!” By comparison, providing input to correct behavior or results is minor. Consider it coaching instead of bad news.
    • Consider the other person. Constructive feedback is positive. It communicates care about them as a person and their future within the company. It expresses a desire that they do well, and that the CEO is willing to take the time to help them.
  • The CEO’s job is to captain the ship that the team serves. When the CEO “does it herself” instead of providing coaching to others, she has abandoned the wheel. It also suggests that others aren’t up to the job.
  • Step back and look at the CEO’s big picture.
    • Nobody expects immediate perfection. The CEO position was offered because others judged the person as ready for it. They know from experience that learning management takes time.
    • However, they also know that becoming CEO requires giving up past responsibilities. The job is to coach others to perform to company standards.
  • What immediate steps can be taken?
    • Prioritize management time over task time.
    • When a team member’s work needs correction, do this with them. Show them how to correct the work. Coach them to the proper standards. Assure that they are clear on why and how to complete the work.
    • This is a double win – getting the job done in less time (for the CEO) and helping the team member to complete the work correctly the next time.
    • The CEO’s position is not as a resource. The role is to develop resources. This is the new value to the firm, the justification for the CEO’s salary, and the key to future success.

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How Do You Maintain a Healthy Work/Life Balance? Three Perspectives

Situation: A CEO finds that even on vacations he is obsessed with what is happening at the office. This keeps him from relaxing even during time off. Moreover, his family notices this and is unhappy that he isn’t spending his vacation time with them. How does he turn this around? How do you maintain a healthy work/life balance?

Advice from the CEOs:

  • If an individual is still working most of the time when on vacation this has a number of negative effects.
    • It makes the vacation even more stressful than normal work. First, a vacation is meant to provide distance and perspective from the workplace, as well as to allow time to relax and recharge. Second, this is time set aside to enjoy being with family and focus on work robs everyone of this. Third, while on vacation, there are fewer resources at one’s disposal so solving problems from afar is more difficult that when in the office.
  • To address these issues, plan on the next vacation to be “fully unplugged.”
    • Designate a “substitute” to act as CEO during this vacation. Assure that this individual has their own “go to” person to work with if they encounter a situation that puts them in over their head. Perhaps this can be a member of the board or another senior officer.
    • Plan the next vacation for two weeks to test the substitute model.
    • An additional benefit is that this can provide assurance that even if an unexpected situation prevents the CEO from being present, there is an assurance that the company can operate without the CEO if necessary. This boosts the value of the company.
  • Remember that success as a CEO is measured partly on the ability to have a fully operational office when the CEO is absent. Build and conduct the role so that the company operates well when the CEO is not there. This is consistent with a healthy growth model and long-terms plans for building a successful company.

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How Do You Focus on Doing Things Right? Seven Recommendations

Situation: A CEO is concerned that her company is not as efficient or effective as it could be. Of the key activities where the company is focused, few have any obvious connection to the customer or the customers’ needs. How do you focus on doing things right?

Advice from the CEOs:

  • Create a set of cost graphs to parallel the company’s revenue graphs. If these are put side by side, does it indicate that the company is doing some things that add relatively low value and profit? What happens if resources are shifted away from less valuable activity?
  • Concentrate resources on doing one profitable thing well. Become best in class at this one thing. This may both increase the value of the firm and help to focus future development.
  • Bring in a senior level marketing research person or marketing manager with marketing research experience to determine what the customer wants, how should the company compete, and what current customers may be willing to pay for its software.
  • Strengthen the primary product – it represents 90% of sales. This is where the company has the best understanding of both its customers and the market. Look at what it takes to become enterprise wide with the company’s largest customers. Expand vertical capabilities and build $1 million accounts to $5 million a year.
  • The company already has a diverse group of clients, many of whom are huge.
    • How deep is the company in each of these clients? It may be easier and less expensive from a sales standpoint to go deeper into these clients than to bring on new clients.
    • Look for ways to make current $1 million clients $5 million clients by selling what the company currently sell to more of their divisions and locations.
    • The key to executing this strategy is to listen closely to what clients’ needs are and adjust or customize the offering to better meet their needs.
  • Focus on solutions and reduce the cost of solution implementation. Consider becoming more vertical in one key implementation and become the best at that.
  • Create a relevant framework for the company’s strategy. For what purpose is it necessary to do the right thing? If the purpose is to exit in 2 to 3 years, this yields a very different strategy than if the objective to dominate the company’s market in a 5 to10 year period.

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What Do You Gain by Buying Out a Co-founder? Six Points

Situation: A CEO founded his company with a long-term friend. For several years, this co-founder has contributed little and has proven to be difficult with key employees. In an important sense, the co-founder has become a distraction. A challenge is that the co-founder is a significant shareholder. What do you gain by buying out a co-founder?

Advice from the CEOs:

  • First and foremost – peace of mind. While the CEO and his allies control a majority of shares there is no guarantee that this remains the case. Long-term it can cause headaches to have a large block of shares in the hands of someone who could be hostile. The challenge is gaining control of a solid majority of shares at a reasonable price.
  • How is the value of the co-founder’s shares determined?
    • In most minority interest situations, minority interest is discounted because it is of limited value to a non-company purchaser. While it may be necessary to pay a premium to gain controlling interest in the company, this will be a premium over the discounted minority interest value, not over the fair value for all shares.
  • There are two aspects to a purchase: price and terms. It is acceptable to accept the co-founder’s price, but insist on favorable terms, e.g., 10 years to pay at 5% interest.
    • Set the terms so that the company guarantees the payment, not the CEO personally.
  • At this point the co-founder is a disruptive force within the company. Act now before more damage is done.
    • As to order of business, take action with respect to the co-founder first, then negotiate the purchase of his shares after he is no longer an employee.
    • Be sure to communicate the decision effectively to the other employees. Speak to the long-term strategic value of the company, the CEO’s vision for the company, and a determination to build the company into a viable entity with a range of customers and growth opportunities for the team.
  • Important steps as you move forward:
    • Have a plan.
    • Speak to an attorney – the company should pay but this is the CEO’s attorney, not the company’s attorney. Assure that as CEO you limit personal exposure and do things appropriately.
    • Assure that the employees understand and support this action and that they clearly understand the plan going forward.
    • Offer the co-founder a more generous severance package than would ordinarily be considered prudent.
    • Fire the co-founder as soon as plans are in place and announce a Board Meeting 30 days hence to discuss the management restructuring.
  • As a final note, this is one of the most difficult things that must be done by a CEO. The co-founder has been a long-term friend. Nothing about this is easy. It is likely to get more painful before it gets better. In the long run, however, this can be better for both individuals. Work toward that objective.

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What’s Your Exit Strategy – Both Timing and Price? Four Considerations

Situation: A CEO is considering an exit strategy for the company that she founded. The company has been very successful, and the CEO wants to optimize the value of the company on sale. She seeks advice on how to both maximize the company’s value and how to best prepare for a sale. What’s your exit strategy – both timing and price?

Advice from the CEOs:

  • Value is tied to revenue and profit growth. Revenue growth is based on expansion of the customer base and reshaping the product offering to optimize its market appeal.
    • Consider a usage-based price for the offering. Accompany this with a range of usage offerings based on current customer use patterns.
    • Consider tiered pricing or pricing/use to access lower tiers of the market.
    • Consider bundled products, for example along with complementary products of another company with whom marketing partnerships could be formed.
  • As part of the valuation exercise, determine the best exit strategy and timing:
    • Identify the companies that could be buyers.
    • In each case, identify why they would buy the company.
    • The most compelling reason to purchase the company will be strategic, not financial.
    • Identify the key decision maker in each of the potential buyers.
    • Also identify any factors that would make the company less desirable to any potential acquirers and develop remedies for these.
    • This exercise may help to plan the timing and to understand more about the price that could be fetched.
  • To appeal to a buyer, optimize the organizational chart.
    • If the CEO occupies too many seats on the chart this presents a substantial risk to an acquirer if the founder leaves.
  • Evolve the organizational structure to support growth.
    • If there is no compelling reason to sell in the near term, then staff the company with professional marketing, financial talent, and so on.
    • A lack of talent in key positions limits both the company’s growth and its appeal to potential buyers.
    • In the case of this company, the most important hire will be in marketing. Note that marketing does not equal sales. The company is creating a market and convincing people to change their habits. This is a marketing task, not a sales task.
    • If the analysis of the factors mentioned above determines that now is time to sell, then stay slim.

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How Do You Foster Channel Development? Three Topics

Situation: A company has grown successfully designing and producing products for larger companies. In the process they have enhanced their own reputation in the industry. The CEO wants to boost growth by designing and marketing their own products. This will require the development of new marketing channels. How do you foster channel development?

Advice from the CEOs:

  • What are the initial steps?
    • Hire a commissioned salesperson with deep experience and contacts in in the company’s industry. This individual’s objective will be to seek new business opportunities.
    • Have top management, including the CEO, take a sales course – for example Dale Carnegie Sales Training.
  • What are the company’s objectives as it seeks to grow?
    • To feed the company’s ability to develop, produce, and sell their own proprietary products.
    • To create the capacity for the company to grow without relying on the efforts and success of current customers.
    • To develop pride in building a solid and lasting company that makes important contributions to technology.
    • To increase profitability and company value to benefit owners and shareholders.
  • What can be done right now, as the early steps are put into place?
    • Find ways to include pictures of company’s products in all company collateral – whether the company’s own or products developed and produced for others.
    • This may mean creating a small variation to an easily recognized existing product – without the customer’s logo – so that it becomes clear that the company is the source of these ideas and products without voiding existing agreements with key customers.

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How Do You Maintain Your Culture as You Grow? Five Points

Situation: A company has been growing well and has developed a solid culture. Currently a key individual has decided to leave the company and has said that he is uncomfortable with the company’s culture and values and feels that he could make more money elsewhere. This has caused the CEO to question how he maintains the company’s culture. How do you maintain your culture as you grow?

Advice from the CEOs:

  • The individual who is leaving was the wrong person for the company. The company is lucky that he is leaving.
    • As this individual departs the company, conduct an exit interview and listen closely to what he has to say.
  • Develop a simple statement of the company’s culture. This is not the current vision and mission but is a statement that represents the core values to be maintained by the company and staff.
    • This will help to identify and evaluate new people as they are brought onboard.
    • It will also help to guide the company as it faces both new opportunities and the numerous business choices that will be encountered in managing both current business and future growth.
    • As an example, J&J’s “Credo” starts: “We believe our first responsibility is to the doctors, nurses and patients, to mothers and fathers and all others who use our products and services. In meeting their needs everything we do must be of high quality.”
    • This statement of values guides everything that J&J does and saved them as they formulated their response to the Tylenol scare.
  • The team leads are the key to cultural fit. They determine whether the culture of their teams is consistent with the culture of the company.
  • Look at the culture of subgroups within the company. These have a huge impact and represent areas where the company truly excels.
    • Microsoft excels at managing software development but does not have the skill set to manage networks – nor do they care to develop this. Focus on what the company’s leadership are staff are best at doing.
  • From what has been said, it appears that the company was founded:
    • To create a professional work environment – to the founder’s standards; and
    • To be of uncommon value to the company’s clients.
    • If leadership conforms to these two standards, they will guide decisions about new opportunities and directions. Either a particular choice fits these standards, or it does not.

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What is Your 10-Year Growth Plan? Four Points

Situation: A CEO is building a 10-year growth plan for her well-established company. Options include building the company on its current track, growing through purchase of another company, or merging with another company. What are the most important considerations for each option? What is your 10-year growth plan?

Advice from the CEOs:

  • Considerations to start the process:
    • When acquiring another company or merging, the value is the reputation, relationships, and good will of the other firm. This may be more expensive but can provide a head start in the new market.
    • Perform an ROI analysis of build vs. buy. Estimate what it will cost to build. Compare this to what others are asking for their firms. In both cases generate a 5-year cash flow forecast. Discount future cash flows using the company’s desired rate of return – for example the company’s PBDI&T target – as the discount rate.
    • Also compare the relative risk of each option.
  • Build Option:
    • It’s not necessary to recreate the full home office operation.
    • Start small – sales, support, or maybe just an address.
    • Do the actual work at the home office until sufficient business is generated at the new site to support a larger local operation.
  • Buy Option:
    • Look for a company with a good local reputation, who shares the acquiring company’s values, but who wants to sell.
    • This option provides staff, relationships, and a reputation in place. They will already know the local code.
    • Structure a deal for long-term value to the owner. The ideal is to pay as much as possible with future rather than current dollars, with a premium for high retention of personnel and business
  • Spend some time in a new area and get to know it before deciding. If the company already does some business in the new locale, this simplifies the decision.
    • Some locales have been found by others to require a local head of the office who is from the area – who “talks the local talk and walks the local walk.” This will be the case whether the decision is to build or to buy.

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How Do You Prepare for Sale of the Company? Six Points

Situation: A company’s founder and CEO wants to sell the company. The company’s software is well-suited to current governmental priorities and should be of value to potential buyers. What are the best steps to take both to prepare for a sale and to sell at the highest price? How do you prepare for sale of the company?

Advice from the CEOs:

  • Add a person with connections to potential buyers to the board.
  • Look for an M&A specialist who knows the company’s market.
    • The right specialist will help validate the valuation of the company, review and identify potential purchasers, and make the inquiries that will lead to the sale of the company.
  • Investigate M&A cases in the industry and related technologies – both cases of firms like the company and cases of companies that may be suitors to determine their purchasing behavior.
    • This will help develop strategies to maximize the value of the company and the optimal bargaining position and will help prepare for negotiations.
  • Maximize the value of the company in preparation for the sale.
    • The fastest business growth may come from within the company’s current customer base – additional business customers where the company already has contacts.
    • Work up the food chain within existing customers to increase the company’s business within these companies.
  • Important preparations for a sale:
    • Assure that financial records are very clean. These are critical during the price-setting process and in negotiating the final price.
    • In computing company valuation, exclude the salaries of current principals to improve the income statement. These individuals will be replaced post-sale with lower-paid employees.
    • Continue to operate the company as though there will never be a sale. This maintains the value of the company regardless of what happens.
  • How open should be the company be – internally and externally – concerning a potential sale of the company.
    • Be as honest and open as is prudent. The biggest concern will be salespeople who may leave the company if they feel threatened by a sale, or who may stop selling because they do not want to try to explain the situation to prospects.
    • The other “at risk” group is developers, who may fear that they will be replaced or terminated following a sale and who may leave.

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