Tips for Preventing Founder Burnout in a Services Firm

Tips for Preventing Founder Burnout in a Services Firm

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Starting your firm takes a lot of courage, and it can feel like starting it is enough, but once you start scaling ambitions expand tremendously. And once you start asking yourself how big you can grow your business, burnout becomes a real threat.

That’s why we’re highlighting tips to prevent burnout. This video will help you explore options for intentionally scaling your firm without spreading yourself too thin.

In this video, you’ll learn:
– The true value of time tracking in professional services
– The benefits of building a task force
– The difference between growth of revenue and growth of headcount

What NOT to do when building a Commercial Sales Engine for your firm

What NOT to do when building a Commercial Sales Engine for your firm

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Building a commercial sales engine doesn’t happen overnight. You need some sort of business development strategy.

Join us as we explore the reality of building a sales function, why it’s important to start today and trust in future results, and perceptions that prevent you from getting it right.

In this video, you’ll learn:
– Why every founder needs to be prepared to go through the experimentation period
– The lag effect that’s present in everything you’re doing now
– Why many founders never make a business development plan
– Strategy vs tactics

How to Know the Right Time to Recap or Sell Your Business: An Investor’s Perspective

How to Know the Right Time to Recap or Sell Your Business: An Investor’s Perspective

Imagine you’re in a game where your character has a treasure of immense value, attained through years of sacrifice, risk taking and toil.  The objective of the game is simple – find a buyer for the item and transact at a mutually acceptable price.  Easy, right?  Well, there’s a twist[1]:

    • The buyer’s identity and location are a mystery
    • You can only transact once (i.e. no do-overs)
    • The item’s value fluctuates, and
    • A poorly-timed trade may sentence you to a lifetime of regret and self-loathing

Yikes.  Who would want to play that game?  Well, this mirrors the journey that founders embark upon when contemplating either a recapitalization of their business with a private equity firm partner (a ‘recap’) or the full sale of their business  (an ‘exit’).  Not to worry, there are people and insights that can help across all of the anxiety-laden dimensions of planning a recap or exit.  While the ultimate decision is yours, you are not alone.

Indicators That It’s Time

This piece will focus on timing and is informed by my nearly 20 years of experience as an investor in and seller of businesses.  Interestingly, across the matrix of decisions that a business owner has to make, timing of a recap / exit is one of the more straightforward exercises.  The trick is knowing what indicators to look for.  So, without further ado, here are some signs that the timing might be right:

    1. A comparable business in your industry achieved an appealing valuation. If you see another founder deciding to engage in a recap or exit transaction, it may merit introspection on your own transaction timing.  What’s good about another founder “going first” is that the multiple they sold for will eventually become known in the circles that care about these things[2].  We suggest reaching out to the investment banker(s) that worked on the transaction to learn about what attributes of the other business buyers focused on the most (i.e. the “value drivers”).  If you would like an introduction to one or more investment bankers who have strong qualifications and successful transaction experience working with owners of B2B professional services firms, please email me, and I’ll connect you
    1. Proceeds from a transaction will allow you to “hit your number”.  Admit it, you have a magic number in mind (after tax) that you would like to achieve from all of your efforts to develop your business.  This number is typically informed by various objectives for life in retirement such as estate planning goals,  philanthropy, or simply enjoying the well-earned fruits of your labors.  The reason for defining this number before you consider a transaction is to prevent clouded judgment during negotiations.  Therefore, if a transaction is likely to meet or exceed your target, then the timing could be right.  Remember the adage, “Pigs get fat, hogs get slaughtered.”   As importantly, when considering a recap vs. an exit transaction, keep in mind that the recap will provide you with two opportunities to monetize the value created by your team’s efforts while the exit transaction is a one-shot payout.  So the total proceeds and likelihood of reaching your target amount may be substantially greater in the recap scenario.  I’ll share more on this very important topic of recap vs. exit transaction in an upcoming blog post.  
    1. You’ve experienced multi-year growth in revenue and profits. In the words of Bruce Lee, “Long-term consistency trumps short-term intensity.”  This certainly applies to how investors will assess the quality, sustainability, and growth potential of your revenues and profitability.  For instance, if you have an abnormally great year with outsized profitability, you might conclude that you should exit to capitalize on your inflated earnings.  However, if your surge in EBITDA is attributed to one-time revenue wins or other unsustainable factors, a buyer is not likely to give you anywhere near full credit for it. Further, if your financials have been volatile such that there are a lot of ups and downs one year to the next, you’re not going to garner the same multiple as a business that elicits more confidence in the predictability of future financial metrics.  Consistent growth creates a reassuring storyline that will attract more interest.
    1. Value remains for a new investor. Sometimes looming headwinds can drive an owner’s decision to exit.  Conceptually, getting out before these challenges arrive makes sense, but it’s likely that investors are already, or will be, attuned to those same issues, and it may then be too late to drive an optimal outcome from a sale.  Would you purchase an orange with all of the juice squeezed out of it?  Clearly not.  At a minimum, investors are going to need to know that the prospects for growth will remain strong for the next 5-10 years.  Otherwise, they may encounter challenges when they ultimately seek an exit.  Think of it this way, reflect on whether you would want to invest in your business today.
    1. Bringing on a partner could help address the strategic needs of the business. For first-time founders of growing businesses, it’s a truism that their company is the largest entity they’ve ever managed.  For a time, managing growth can be fun and present an array of “high class problems” whose solutions can be fulfilling to solve.  However, growth can transform manageable hills into formidable mountains whose successful summit requires the support of someone that has climbed them before.  A good partner, like a sherpa on Everest, will see the opportunity that these mountains present and be able to help you develop a path forward.  Common strategic challenges that get a founder thinking about bringing on a financial partner include (i) their industry’s transformational change, (ii) investing in and building a formal and scalable sales and marketing system / organization, (iii) a sizable add-on acquisition, or (iv) professionalizing / incentivizing a management team.  

While these signs can guide your decision, the ultimate choice is personal and nuanced, and I wish you well in making it with the full support of your trusted advisors.  Get in touch any time if you ever want to talk through where you are in your journey.

About RLH Equity Partners

RLH is a private equity firm with over 40 years of experience investing in rapidly growing, founder-owned, knowledge-based B2B services firms.  Our value creation strategy is defined by a heightened focus on culture, continuity of founder leadership, an emphasis on organic growth, and a conservative approach to the use of debt.  In our long history, we’ve invested in and divested dozens of businesses and made many decisions about the optimal time to sell the companies in which we are investors.

[1] There are certainly exceptions to all of these items, so simply accept them here for the sake of example.

[2] Two other advantages of allowing a peer company to go first are (i) the number of viable targets for the interested investor/buyer universe has been reduced by one which improves the scarcity value of the remaining peers and (ii) the prospective investors/buyers who finished second, third, and fourth in the process to acquire the peer company probably still want to acquire a business similar to yours and are logical targets for your transaction process.

Why Being Unique and Having No Competitors is a Bad Business Model

Why Being Unique and Having No Competitors is a Bad Business Model

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No competition equals a bad business. If there’s no competition, there’s likely very little demand for your solution. So how can you get into a competitive space and create a successful business?

This video offers actionable steps to win deals over big firms. We provide focal points you can’t ignore, opportunities to create competitive advantage, and the benefits that will accompany you
along the way.

Watch this video to learn more about:
– The benefits of doing business in a competitive market
– How to be better, faster, and cheaper than your competition without sacrificing profits
– How to adjust your strategy as you grow for maintained success

Understanding Equity: What Employees Need to Know Before Asking for Ownership

Understanding Equity: What Employees Need to Know Before Asking for Ownership

In the dynamic landscape of boutique professional service firms, the prospect of equity ownership often entices employees to envision themselves as stakeholders in the firm’s success. However, the allure of equity can sometimes cloud the understanding of its implications. Many employees, when faced with the reality of what it truly means to be an equity holder, reconsider their initial desire for ownership. In this blog post, we’ll delve into eight critical aspects of equity that employees should grasp before pursuing ownership in their firms.

8 Things Employees Should Know About Equity:

    1. Personal Guarantee of Obligations: As an equity holder, you’re not just an investor; you’re a co-signer. This means personally guaranteeing all obligations of the firm. For instance, banks often require “jointly and severably liable” agreements, holding all equity holders accountable in case of default. When an employee becomes an equity holder in a firm, they risk everything they have with a personal guarantee.
    2. Fiduciary Responsibility: Equity ownership involves accepting fiduciary responsibility, particularly in government scrutinized events such as payroll and sales taxes. In case of tax issues, the IRS will pursue all equity holders, emphasizing a shared liability that many employees find discomforting. With equity comes accepting the risk of the tax man coming after you.
    3. Salary Cuts During Slow Times: In lean periods, equity holders may need to slash their salaries, sometimes even down to zero, to sustain the firm. This level of financial sacrifice may not be feasible for many employees who rely on consistent income streams. Equity holders ride the wave up, and down.
    4. Loan Obligations During Crises: During crises, equity holders may be required to loan the firm money to meet its obligations. However, employees often lack the financial means to provide such loans, let alone the comfort level to do so. Partners in the firm carry another title: banker. If you do not want to loan the firm money, don’t ask for equity in the firm.
    5. Stricter Non-compete Clauses: Equity holders are subjected to more stringent and enduring non-compete clauses, often extending up to five years. This contrasts with employees who typically sign shorter, less restrictive agreements, allowing them more flexibility in career choices. For example, an employee can quit, wait 12 months for a non-compete to run out, and start a competing firm. An equity holder can do the same but after ~5 years. The difference is similar to the difference between dating and getting married.
    6. Personal Credit Tied to Firm’s Credit: An equity holder’s personal credit becomes intertwined with the firm’s credit. For example, a firm’s bankruptcy can result in personal bankruptcy for the equity holder, a risk many employees are unwilling to accept.
    7. Spousal Involvement in Equity: Equity holders will need their significant others to sign documents regarding the valuation and payment terms in the event of a divorce. This intertwining of professional and personal relationships can create discomfort for employees who prefer to keep these spheres separate. An ownership stake in a private company is an asset. In a divorce, the assets get divided up, including the equity stake in the firm. This means when you become an equity holder so does your spouse. To avoid this messy situation, you can ask your spouse to sign a post-nuptial agreement that excludes the equity stake in the firm, or, you can ask the firm to include your spouse in the partnership agreement. A post nuptial agreement and/or a modified partnership agreement is often a deal killer.
    8. Financial Obligation to Acquire Shares: Unlike receiving stock options, becoming an equity holder often requires purchasing shares. Many employees may lack the financial resources to afford such acquisitions.

If after reading these 8 items you do not want to become an equity holder, you are probably wondering if there are alternatives. And the good news is there are.

Alternatives to Equity

Here are two alternatives to equity that allow employees to participate in the upside of the firm without the downside.

    1. Exit Bonus for Executive Team Members: Executive team members can receive an exit bonus, a percentage of the purchase price in the event of a firm sale. This simplifies reward structures, offering incentives for successful exits without the complexities of equity ownership.
    2. Profit Sharing for Top Performers: Non-executive top performers can participate in a profit-sharing pool, earning a percentage of excess profits generated by the firm. This rewards individual contributions to the firm’s success without the legal and financial commitments of equity ownership.

Conclusion:

Understanding the intricacies of equity ownership is crucial for employees considering ownership in boutique professional service firms. While the allure of equity may initially seem appealing, it’s essential to weigh the associated risks and responsibilities. For those seeking further guidance and insights on navigating the complexities of ownership structures, we encourage joining Collective 54’s mastermind community, where industry leaders share invaluable expertise and support in professional growth and development.

Bad Fit Clients: How to Avoid Costly Mistakes That Hinder Growth

Bad Fit Clients: How to Avoid Costly Mistakes That Hinder Growth

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It’s easy to view all revenue as good revenue, but if you take every opportunity that lands in front of you, you’re going to end up with an unfocused business and scarce resources. So how do you avoid this costly mistake?

This video highlights the importance of identifying your specialized niche, understanding your ideal client profile, and selecting the right projects for your firm.

Tune in for more on:

    • Creating clarity around your scope of expertise
    • How the allocation of 3 resources determines scalability
    • Why accepting the wrong opportunities can hinder growth
    • The detrimental impact of an unfocused ideal client profile

Crafting the Perfect Ideal Client Profile for Your Pro Serve Firm

Crafting the Perfect Ideal Client Profile for Your Pro Serve Firm

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To understand what services your clients might need, you have to know who they are. So how do you craft the perfect ideal client profile for your professional services firm?

This video explores the main components of an ideal client profile, how to craft the right client profile for your firm, and critical steps for putting it into action.

In this video, you’ll learn about:

    • The demographic profile of your ideal client
    • The psychographic profile of your ideal client
    • Shaping your ideal client profile as you scale your business

Do You Need to Make a Pivot? Clues to Watch For

Do You Need to Make a Pivot? Clues to Watch For

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What does value proposition actually mean? And how do you know if you need to make a value proposition pivot? In this video, we’ll discuss value proposition and signs it may be time to pivot.

We also share a formula for value proposition and examples of effective action based on the signs.

In this video, you’ll learn:

    • How to calculate your value proposition
    • 6 clues that you need to make a value proposition pivot
    • A checklist to follow when making a pivot

The Seven Blind Spots of Boutique Professional Service Firm Founders

The Seven Blind Spots of Boutique Professional Service Firm Founders

In the world of boutique professional service firms, the role of the founder is pivotal. However, even the most astute founders are susceptible to certain blind spots that can hinder their firm’s growth and success. Here, we discuss the seven critical blind spots that founders often overlook, their implications, and how addressing these can lead to a more prosperous future for their firms.

    1. Filtering: The Distorted Lens

Filtering refers to how founders process information when making decisions. In small service firms, there’s a tendency to distort facts, often unconsciously. This selective absorption of information leads to decisions based on partial data, overlooking crucial aspects that might be critical for the firm’s wellbeing. For example, making a key hiring decision because the recruit has a similar background to yours.

    1. Relying on Hunches: The Trap of Self-Fulfilling Prophecies

Many founders fill gaps in information with their own assumptions or hunches. While intuition can be a powerful tool, over-reliance on it can lead founders into the trap of self-fulfilling prophecies. These hunches, unchecked by factual data, can steer the firm in a direction based more on belief than reality. For example, investing in launching a new service offering without validating the market will buy it.

    1. Soothsaying: The Arrogance of Prediction

Soothsaying involves attempting to predict the future with little concrete evidence. This blind spot is particularly dangerous as it can lead founders to commit resources to strategies based on shaky forecasts, often fueled by arrogance rather than practical analysis. For example, hiring more capacity based on a rosy sales forecast.

    1. Retrospection: The Fictionalized Past

Founders often use selective memory to guide future decisions, converting the actual past into a more palatable, often fictionalized version. This retrospection can lead to repeated mistakes or missed opportunities, as the true lessons from the past are obscured. For example, making yourself feel better about a lost client by telling yourself “They just don’t get it.”

    1. Categorizing: The Shortcut to Decision Making

In the time-starved world of boutique service firms, founders often resort to categorizing – labeling and judging situations quickly to save time. While this can be efficient, it often leads to poor snap judgments and oversimplifications of complex situations. For example, dismissing a best practice at first glance.

    1. Emotions: The Clouding of Judgement

Emotions play a significant role in decision-making, but they can also cloud judgment, blocking out logic. Founders, driven by passion, can sometimes let their emotions override rational decision-making, leading to choices that aren’t in the best interest of their firm. For example, carrying a bloated payroll because laying employees off is painful.

    1. Magnifications: The Extremes of Perception

Magnification involves blowing things out of proportion, making the highs too high and the lows too low. This distortion can lead to overreactions, either overly optimistic or pessimistic, which can destabilize the firm’s strategic direction. For example, when your firm hits a tough patch, and you implement draconian cost cutting because you think the sky is falling.

Conclusion: Overcoming Blind Spots for Success

For boutique professional service firms to grow, scale, and reach a successful exit, they require leadership from a capable founder. A founder suffering from these seven blind spots is not operating at full capacity. Recognizing and addressing these blind spots is essential. Founders who identify with one or more of these pitfalls should invest in personal development efforts to mitigate their effects. This is not just about individual improvement but about ensuring the health and future success of the firm. Remember, overcoming these blind spots is not just a personal victory; it’s a triumph for the entire firm.

A membership in a peer group is an effective way to address these blind spots. And Collective 54 might be the right group for you to join. If you are interested, apply here.