Monthly Archives: November 2011

The Power of Expressing Gratitude

I hope all of you U.S. readers had a lovely Thanksgiving holiday.  It is far and away my favorite American holiday.  A holiday set aside by President Abraham Lincoln with the sole intention of expressing our gratitude.  Our simple thanks for whatever we have to be thankful for this year.    I think that’s why I love this day so dearly.  Positive intention with no specified agenda.  We’re all free to appreciate and give thanks to whatever is resonating in our hearts.  It has such a  different feel from every other U.S. national holiday.

All the other holidays seem to come with a preprogramed theme.  Themes that can have some odd facets in our day and age.  Please don’t get me wrong, I’m a veteran and work with veterans coming home from war, but the Fourth of July can’t help but have a bit of a dark undertone to it.  Even the celebratory element is a recreation of bombs bursting in air.  Labor Day can’t help but have a somewhat ironic twist to it considering where we are today as we continue to experience a transformational shift in the labor markets and labor relations.  Memorial Day is identified more with the official start of summer than its original intention.  Columbus Day, Bunker Hill Day, Evacuation Day, Presidents Day (which morphed from Washington’s and Lincoln’s birthday acknowledgements during my lifetime), MLK Day, all sit somewhat quietly on the national consciousness, albeit for the inevitable seasonal sell-a-thons.

I’m sure many of the various religious holidays ring deeply with the devout, and that can be beautiful beyond words.  St. Patrick’s Day stands a bit apart, or at least attempts to upon the annual arrival of its associated, wobbly leg syndrome.  I really don’t like snakes, so I’ll tip a glass to the man that rid my ancestral homeland of them!  And I think we’re all a bit overwhelmed by the commercialization of Christmas.  I had the chance to be in Cologne, Germany during the 750 anniversary of the consecration of the cathedral in mid December back in 2000.  The Christmas Fair booths set up around the square featuring hand-crafted, German Christmas items was both charming and in proportion to the meaning of the season.

So as we come out of this holiday of gratitude I’d like to share two things with you.  First, my heartfelt thanks to the thousands of readers that have been following this blog this year.  Second, I’d like to share an excerpt from my book, The Transformational Entrepreneur ~ Engaging The Mind, Heart, & Spirit For Breakthrough Business Success”, that speaks to the value the consistent expression of gratitude can unleash within your organization.  Carrying the spirit of the Thanksgiving holiday throughout the year isn’t just a nice thing to do.  It makes good business sense…and it doesn’t cost a dime.

~ “Thank You”

One of the simplest, yet most overlooked contributors to creating a positive culture is the expression of appreciation.  Taking the time to say “thank you, you’re doing a great job” cost nothing and resonates positive intention throughout the entire organization.  Acknowledgement in front of an associate’s peers can elevate this positive attitude to an even higher level.

Leadership is often quick to express their expectations and very slow to acknowledge a job well done.  Expressing gratitude is a fundamental quality of conscious leadership.  Gratitude for the contribution of others is another facet of empathy.  It reflects leadership’s consciousness of our natural human desire for validation and appreciation.  Even the most stressful of times in challenging environments can be relaxed through the expression of gratitude.

An empirical and remarkably fascinating example of the power of praise is illustrated in the research of Dr. Masaru Emoto.(28)  In his research, Dr. Emoto exposes water to both the spoken and written word; words of praise as well as critical language.  The water exposed to positive language is then frozen and results in the formation of beautiful, symmetric crystals.  The water exposed to negative words freeze into deformed crystals.  It is a fascinating representation of the power of positive intention transmitted through language.  As human beings are composed of more than seventy percent water it isn’t a stretch to see how we are affected in similar ways.

Challenging situations are best handled with positive language as well.  Missed performance gates, underachievement, and passive aggressive behavior could be communicating issues that may be readily addressed through honest discourse and encouraging support.  Even if an associate is unhappy in their current situation, a positive approach that places their interests at the forefront may lead to resolution for all involved.  By approaching the most difficult situations with positive intention, leadership can reinforce the creative culture of an organization.

Organizations transitioning from a traditional culture towards an enlightened culture will inevitably incur situations for friction to emerge, especially with associates uncomfortable with the evolving environment.  This is quite natural, and should be embraced as a positive sign of the enterprise moving forward.  As the transition takes hold certain behaviors will indicate discomfort with the change from certain associates.  By addressing these issues in a timely and positive manner, pathways to resolution will quickly emerge.  If an organization can afford a short period of transition and an unhappy associate has not acted in an unethical manner, providing an exit strategy for the associate to move on will greatly benefit the enterprise and enhance the culture.

(28) “The Miracle of Water”, Masaru Emoto, Atria Books, New York, NY, 2007.

 Excerpt from Chapter Eight, “Creating and Sustaining a Conscious Culture”, “The Transformational Entrepreneur ~ Engaging The Mind, Heart, & Spirit For Breakthrough Business Success”, Copyright 2011, Performance Transformation, LLC.
© 2011, Terry Murray

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Can Transformational Entrepreneurs Achieve Life/Work Balance?

Key Concept ~ Starting your own business can be life-consuming.  There’s always something more to do, another fire to extinguish, another opportunity to capture.  But what are the long-term implications when entrepreneurs abdicate their personal time?

As we work through our Strategic Planning process for 2012, and specifically on our Competitive Landscape assessment, we came across an interesting perspective.  One of our more traditional competitors in the Leadership Development field released a video in which the President of the company empathically stated leaders must recognize they cannot ever achieve life/work balance.  He added there was no way to delegate, assign, or plan one’s work well enough to have personal down time with one’s family.  In addition, he commented that leaders have to learn how to serve their families from the office and the business from their home.

That’s quite a statement and position to take.  One I’ve lived first-hand during my executive stints in Corporate America.  Eighty to hundred hour work weeks, along with more than 100,000 air miles per year, was typical during those years.  I was willing to invest whatever it took to succeed.  Prior to migrating to the startup world in 2001, I went five years without taking a real vacation.  I received one hell of an eduction, but it was an expensive one personally.  Even Winston Churchill said, “There’s never a good time to take a vacation.  Take one anyways.”  If one of the greatest leaders of the 20th century saw the importance of self care, even during a world war, shouldn’t we heed his advice?

One of the concepts we teach during our Transformational Leadership Workshop is the bio-physiological state called coherence.  The research behind this very positive condition, triggered by our biochemistry in response to our emotional state, indicates the critical nature of this phenomena lowers stress, improves communication and engagement, elevates self and social awareness, kindles empathy, and delivers presence and rapport.  It also brings us into a psychological state called flow.  Research by Dr. Mihaly Csikszentmihalyi indicates when our emotions are positively stimulated we enter into this state of high creativity and performance.  Dr. Csikszentmihalyi studied athletes, musicians, scientists, and other professionals and was able to document optimal performance when in this state of flow.  His research also demonstrated that if the stimulation went beyond the optimal level, performance would fall off precipitously as stress emerged.

As a leader, and perhaps more importantly, as an entrepreneur, practicing self care is mission critical for top performance.  As entrepreneurs, it doesn’t count to just show up and walk through the motions.  We must be fully present and engaged.  The quality and focus of our work is of greater significance than the amount of work we accomplish or the amount of time we spend at the office or on the road.  Our performance evaluation is driven by results, not politics or somebody’s opinion of us.  When we, as entrepreneurs, abandon self care, we unconsciously move away from being able to sustain coherence and attain a state of flow.

I think I side with Mr. Churchill on this one.

© 2011, Terry Murray.

 

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Conducting Your Year-End Market Review ~ A Helpful Checklist

Key Concept ~ Conducting a self-assessment regarding year-to-date performance is a critical first step in calibrating your strategic plan for 2012.  Here’s a comprehensive checklist you can use to help assess your sales and marketing efforts to date.

One of the challenges of being an entrepreneur is one of immersion.  We often can get caught up in the day-to-day, when the business may feel like it is running us, rather than the other way around.  To help entrepreneurs see the forest through the trees here is a checklist of due diligence sales and marketing questions you may wish to ask yourself as we come to the close of 2011.

1.) What is the consumption capacity of your target market segment?

2.) Did the demand from your target market segment grow in 2011?  What is the historical and forecasted trend?

3.) How have you navigated any barriers to entry in 2011?  Are you creating barriers to entry for your competition?

4.) What does the competitive landscape look like now?  How has it changed in 2011?  What does this mean for you in 2012?

5.) What are your competitors strengths, weaknesses, and strategic direction?  How have they changed in 2011?  What do you anticipate for 2012?

6.) Are you marketing a disruptive technology (one that challenges the status quo and industry dogma)?  If so, what did you accomplish to build credibility with early adopters and opinion leaders in 2011?  Plans for 2012?

7.) What compelled your prospects to do business with you in 2011?  How does this translate going forward?

8.) Was your pricing strategy effective in 2011?  Implications for 2012?  Impact on future revenue and profitability?

9.) Were your profit margins healthy in 2011?  Where are you on the price/value continuum vis-a-vis your competition?

10.) Did you branch into multiple segment opportunities with your products/services in 2011?  Is there an opportunity to do so in 2012?  What is the cost/benefit analysis for doing so?

11.) How did you define and profile and target prospects in 2011?  Was it accurate?  Did you achieve what you had set out to achieve?  Does this need calibration for 2012?

12.) What did you see as an average adoption rate for your products/services in 2011?  Is this what you anticipated?  Do you need to fine tune your perceptions of your sales cycle?

13.) Was your sales cycle in alignment with your projections?  What did you learn about lead times in 2011?  Any changes anticipated for 2012?

14.) Did you use a Customer Relationship Management tool in 2011?  Any changes needed for execution in 2012?  Are you fully leveraging your database to build strong relationships?

15.) Was your sales strategy validated in 2011?  Any changes needed for 2012?

16.) Did you execute a Professional Standards Strategy in 2011?  Was it effective?  Did you recruit support from key opinion leaders in 2011?  How does this affect your plans for 2012?

17.) Did you create and execute a detailed marketing plan in 2011?  Was it effective?  How did you measure ROI?  How does this influence your marketing plans for 2012?

18.) Did you execute a formal brand strategy in 2011?  Did you build brand equity as a result?  How does this influence your brand strategy for 2012?

19.) How effective was your marketing communications strategy in 2011?  Did you meet your budget?  How did you measure ROI?  Implications for 2012?

20.) Did you develop and conduct sales training in 2011?  Was it effective?  What are the skill gaps that need to be addressed in 2012?

21.) Did you execute a sales channel strategy in 2011?  Was it effective?  What needs to happen to improve channel relationships and revenue growth in 2012?

22.) Review your sales compensation plan for your channels and sales associates.  Did this result in the behavior you wanted?  What changes should be made, if any, for 2012?

23.) Did you execute a sales support strategy in 2011?  Was it effective?  What performance gaps need to be addressed for improved performance in 2012?

24.) Did you add to your customer preferential advantage in 2011?  What can you do to build your competitive advantage in 2012?

25.) Is there an associated service opportunity for your business?

26.) Are your customers emotionally and cognitively engaged with your brand and business?  What can you do to strengthen these relationships in 2012?

27.) Are your associates emotionally and cognitively engaged with your leadership and business?  What can you do to strengthen these relationships in 2012?

28.) Did you employ Professional Development Plans for your associates in 2011?  Will you do so in 2012?

I hope these are helpful for you in support of your year-end review!

© 2011, Terry Murray.

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Reading the Tea Leaves ~ What Buffett’s Investment in IBM Says to Entrepreneurs

Key Concept ~ Warren Buffett, the Oracle of Omaha, recently bought a $10 billion, 5.5% stake in IBM.  The Berkshire Hathaway boss has traditionally steered clear of technology plays, so what is it about IBM that has captured Buffett’s attention to the tune of $10 billion?  And what might this indicate to entrepreneurs and small business owners?

It’s been all over the news, mixed in with Mr. Buffett’s comments that Europe may struggle to pull out of their financial crisis.  Berkshire Hathaway has taken a 5.5% ownership stake in IBM, this coming just weeks after the announcement that Buffett had also taken a $5 billion position with Bank of America.  What’s interesting to consider is Buffett’s thinking behind his investment strategy.  His track record demonstrates his approach goes well beyond buy low, sell high (Mr. Buffett has been quoted frequently on his optimum holding time for equities ~ forever).  So what is it about IBM, where we are today, and the direction of where business is going that prompted Mr. Buffett to make this investment?

Historically, Warren Buffet has not played in the technology sector.  He buys companies whose value proposition he fully understands and can embrace.  So what is it about IBM that has attracted his attention and investment and what message, if any, might this have for entrepreneurs?

Let’s visit the IBM home page to start.  Today, there are four main topic areas highlighted.  Two of the four have to do with technology while the other two speak to “Building a Smarter Planet” and “THINK – The Future of Leadership”.  IBM isn’t about technology, it is about the use of technology to achieve transformational performance.  It is a company that seeks to create value through delivering a highly analytical approach to leveraging technology within the context of an organization’s mission.

So, what does Mr. Buffett’s investment infer?  From my perspective, it clearly and emphatically states that Buffett sees value and growth potential in finding new, innovative approaches to delivering value to customers in broad markets.  That’s what IBM delivers.  For entrepreneurs, that’s what Performance Transformation, LLC™ delivers.  It isn’t about perfecting your SEO, or expanding your social networking (although each of these may be a component of the greater strategy).  It is about taking a strategic approach to aligning and leveraging your organization’s core competencies to maximize growth, productivity, and profitability.  IBM does this by seeking ways to optimize the use of technology.  Performance Transformation does this by helping clients optimize their human talent and engagement.

The takeaway for me is Buffett sees that the business opportunities for today and tomorrow exist just below the surface in existing companies.  That there is still value to be mined from many of the resources companies already have on hand.  For me, Mr. Buffett’s investment is an endorsement for taking a fresh, innovative approach to business as usual.  Of being more strategic in our thinking.  Of looking for new ways of creating value for our customers and prospects.  Of emphasizing leadership development and working smarter.  Looking around, I think we can all agree, there’s plenty of opportunity for improvement.

© 2011, Terry Murray

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Strategically Leveraging the Leadership Gap

Key Concept ~ RogenSi just released their Global Mindset Index survey of employees from around the world, and not surprisingly, the results align with the recent research from IBM, McKinsey, Gallup, Maritz, and other leading institutions.  The long shadow of subpar leadership continues to exacerbate employee disengagement during these highly volatile times.  Companies that recognize, embrace, and act upon the need for a fresh approach to leadership will win the coming talent war and create a flourishing, competitive advantage.

One of the key themes I continuously discuss with entrepreneurs and business leaders is the need to align leadership, strategy, and organizational culture in order to create sustainable, breakthrough results.  Aligning authentic, transformational leadership, mindful strategy, and a creative organizational culture is the recipe for success in today’s dynamic business environment.  Engaging the mind, heart, and spirit of your employees is critical because it is their passion, creativity, and intellectual horsepower that drives the creation and commercialization of intellectual property in today’s economy.  They are the source of competitive advantage, yet from the recent research, it appears this message is failing to find its way to the corner office.

Global consulting firm RogenSi just released the results from their Global Mindset Index survey, and their findings warrant discussion.  Here are some of there findings:

● Fourteen percent of employees say their leaders are inspirational.

● Twelve percent of employees are optimistic about their future opportunities.

● Nine percent of employees state their leaders are creating a motivational work environment.

● Ninety-two percent of employees feel their emotions are being controlled by their achievement at work.  Fear is a significant motivating factor.

● Ninety-one percent of employees are experiencing unstable motivation.  This is due to poor leadership communications, clarity of a shared vision, and a lack of feeling authentic engagement.

● Twenty-three percent of employees are showing five or more symptoms of depression.

These findings align seamlessly with the results published by McKinsey (only 1% of “C” level & “one step down” executives score “excellent” in eight key leadership competencies – 90% score below average), Gallup (nearly 3 out of 4 employees are emotionally and cognitively disengaged with their employer), and Maritz Research (approximately 10% of employees trusts their leadership and believes their honest and ethical – 12% of employees feel their company actually listens to them and cares about them – 14% of employees feel their company shares their own, personal values).  It also supports the disconnect that is apparent when we compare what CEOs say that they want and how they actually behave (the IBM Global CEO Survey found that the single most important leadership attribute CEOs are looking for in future leaders is creativity and the ability to cultivate creativity throughout the organization – yet a study published in the Journal of Experimental Social Psychology reports that the careers of people that consistently express creative thinking are sidetracked on their way up the ladder).

This slash and burn harvest mentality; of leading by creating fear, may have worked during the Great Recession, but as we slowly pull out of the global, economic malaise it will eventually reach a tipping point.  We may already be seeing signs of this event.  The Department of Labor recently revised the productivity growth figures downward for the year, from 2.7% to 2%, and they’re forecasting growth of only 1.5% to 2% in the foreseeable future.  We’re seeing a point of diminishing returns from business as usual.

The problem with creating a culture of fear is that it triggers the fight, flight, or freeze response from our Core Mammalian Emotional System.  These emotions (seeking, fear, panic, rage, caring, playfulness, and lust) are part of our primary survival mechanisms that helped us evolve over time.  We share these hard-wired, ancient emotional systems with all mammals.  For the past several years, we’ve seen the freeze response emerging through poor engagement levels throughout the workforce.  People have hunkered down and gone into survival mode.  As the economy improves, and competing job opportunities arise, it will be the best and brightest associates that have the mobility to move on to fresher pastures.  For many organizations, they’re about to reap that which they have sown.

Herein lies the opportunity.  Organizations that lead with authenticity and approach the management of their organizational culture like the strategic asset it is will flourish.  Rather than cultivating a culture of fear, creating a culture that promotes seeking (i.e. professional development plans, employee education, etc.), caring (the expression of authentic empathy by leadership), and playfulness (most juvenile mammals learn survival behaviors through play; depressed mammals don’t engage in play) will engage the hidden workforce that lies just below the surface in many organizations.  Doing so will also create a talent magnet for high potentials seeking opportunities to join the firm.

This isn’t just about wanting happy associates…this is mission critical to the organization’s competitive positioning and ability to execute.  This is true, regardless of an organization’s size, and this factor just may be the Achille’s Heal of your entrenched, corporate competitors.

© 2011, Terry Murray.

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Building & Managing Your Sales Pipeline

Key Concept ~ Regardless of your industry, successful sales growth comes down to properly feeding and tending your prospect pipeline.  It goes beyond being a simple numbers game.  Today, success depends on moving your contacts into relationships in order to consistently grow your revenue. 

I first got into sales straight out of college back in the 1980s.  My first sales job was highly transactional and we were taught if we wanted to succeed we needed to conduct a minimum of twenty cold calls per day.  Determined to succeed, I did forty per day.  Our managers told us it was a numbers game…the more cold calls we made, the greater the chance to move through the ninety-nine no thank you’s to get to the one yes.  While getting to no quickly still has value to the intrepid sales professional, the constant churning of numbers for numbers sake has limited value in transformational sales settings.

We’re probably all familiar with the sales funnel approach to managing prospects into becoming customers.  You contact a thousand potential prospects and you move them through the funnel towards securing the deal.  While this approach can be effective, it is also very time consuming.  In today’s dynamic economic landscape, taking the time to qualify your prospects before making the sales call may prove to be a time and resource saving strategy.

A good friend and colleague of mine, Kevin Schimelfenig, came up with a methodology for qualifying sales prospects called IA2®*.  In this approach, a true prospect must display three key attributes:  The intellectual ability to embrace your value proposition, the ability to pay for your solution, and the authority to make the purchase.  If they lack any single attribute they are a buying influence, not a true prospect.  This does not mean you ignore your buying influences, especially if you’re selling a big ticket item or service.  The decision to purchase will likely be a group decision on some level.  But what it does mean is that it is critical to invest the majority of your time and energy on real prospects.  Using this litmus test will help you prioritize your efforts and position your solution in such a way that it appeals to the prospect on both a cognitive and emotional level.

Yes, I said an emotional level.  When we look at the research from Applied Behavioral Economics we discover that upwards of 70% of economic decision making is emotionally-driven, with the remaining 30% based in rational thought.  What does this mean in a business-to-business sales setting?  You need to look for the secondary emotional gain your prospect will receive if they decide to buy from you.  Perhaps your solution is less risky, and going with you will eliminate potentially negative fallout for the decision maker.  Perhaps your brand carries a certain level of prestige or capabilities that would help the decision maker shine in the eyes of their superiors.  Whatever it is, it requires three things to happen before you can garner these insights.

First, you must connect with your targeted prospect.  You must get their attention in a very noisy world.  This is the cognitive part of the process.  Your solution must make sense to them.  Second, you must engage your prospect on an emotional level.  Your prospect must feel positive about some aspect of doing business with you and your firm.  Third, you must motivate your prospect to act.  Additional research from Applied Behavior Economics indicates their exists something called the Endowment Effect with people.  People tend to over value the things, perspectives, and ideas that they own or possess.  Anywhere from four to ten times the value others would pay for the item.  In order to dislodge this perspective you must create and successfully communicate a value proposition that is greater than the status quo.  Remember, the safest possible solution, in many peoples minds, is to simply not make a decision and stay the course.

By moving your winnowing process to the beginning of your sales cycle, you can eliminate a plethora of inevitable dead-ends.  Of choosing not to invest your time or resources courting possible customers that either cannot afford your product or service, cannot understand the value you’re offering, or don’t have the authority to cut a purchase order.  This takes discipline and a high level of self assurance to intentionally walk away from a wide swath of what, on the surface, may appear to be promising prospects.  Especially in a startup environment where every sales dollar is critical to the firm’s survival.  By going deep instead of wide, by hunting with a rifle instead of a shotgun, entrepreneurs can invest in building relationships that will not only turn into sales, but also build a referral base of passionate customers that will become an extension of your entire sales efforts.

© 2011, Terry Murray.

* IA2 is a registered trademark of SalesForce4Hire, LLC®.

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Walking the Employee/Contractor Tightrope

Key Concept ~ For many entrepreneurial firms, outsourcing with contractors is often a first step towards achieving sustainable growth.  The IRS is offering a “reclassification holiday” to allow employers to reclassify contract employees as direct employees (1099 status to w-2 status) with the promise of the employer only owing 10% of any back withholding or penalties.  Here are a few things to consider when hiring contractors for your firm.

Earlier this fall, the Internal Revenue Service announced a crackdown on companies they believe have misclassified direct employees as contract employees.  The I.R.S. is stating on one hand that, if you come clean and reclassify contractors as employees they’ll only hold the employer accountable for 10% of any back taxes or penalties that are owed the federal government.  On the other hand, the I.R.S. is emphasizing they will be more diligent on misclassifications going forward.  While the first part of this new initiative is new, the second part has been growing in intensity for several years now.

First, let me say, if you have any doubt about your firm’s situation in this regards, please consult your tax attorney for their input on the classification issue.

Here are the key issues the I.R.S. looks at when considering classification status of workers.  Keep in mind, no single item is determinant.

Behavioral Control ~ These are facts that display the degree of control the hiring firm has over the manner in which the employee/contractor performs their professional duties.

Instructions the firm provides to the workers.  An employee is instructed as to when, where, and how to do the work.  Even when no instructions are provided, the I.R.S. may determine behavioral control exists if the employing firm has the right to control how outcomes are achieved.

Training.  Employees may be trained as to how to perform a function.  Independent contractors use their own methodologies.

Financial Control ~ This determines whether or not the hiring firm has the right to control certain business aspects of the relationship.

Unreimbursed business expenses.  Independent contractors typically incur fixed business expenses whether they are engaged in a contractual arrangement or not, and are responsible for their own operating expenses.  Employees typically have certain business expenses reimbursed.

The extent of  the contractor’s investment in their own business.

The extent to which the contractor provides their services to the broader, relevant market.

How the hiring firm compensates the contractor.  Employees are generally paid by the hour, week, or month.  Contractors are typically paid by the job.

The extent to which a contractor can make a profit or loss.  Employees are typically shielded from this risk.

Type of Relationship ~ These factors speak to the nature of the relationship.

Is there are written contract between the two parties describing the nature of the relationship?  While it may be a bit of a hassle, be sure to have a Scope of Work and contract determined prior to the engagement.

Does the contracting firm provide any employee-type benefits to the contractor?  If you are providing benefits, they’re an employee.

The permanency of the relationship. Does the contract have a defined expiration date associated with the task or does it go on in perpetuity? 

The extent to which the services provided by the contractor go to the direct mission of the hiring firm.  The more aligned the contractor is with the core business activities, the greater the chances they can be deemed an employee of the firm.  This factor is shaded by traditional methods of doing business in certain industries.

Keep in mind, the hiring firm has the burden of proving it didn’t have control over the work or the worker when classifying the worker as an independent contractor.  Again, if you have any doubt over the status of your contractors, please seek the advice and input of your tax attorney or accountant.

© 2011, Terry Murray.

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The Crowd Funding Conundrum

Key Concept ~ The House of Representatives is scheduled to vote on legislation that would allow unaccredited investors to make equity investments in privately held, small startup companies.  If passed, will this be a boon for liquidity in small businesses or might it introduce unforeseen complications and a new era of wholesale fraud?

The chatter in online, small business discussion groups has been escalating for some time.  Websites have popped up to promote opportunities for entrepreneurs to access private equity in a wholesale, one pass swoop.  And now, on Friday, the House of Representatives may vote on allowing non-accredited investors to make private equity investments in small, startup companies.  Currently, in order for an investor (that isn’t a friend or family member) to participate in a private placement memorandum the SEC requires that the investor has a net worth (excluding their primary residence) in excess of $2 million and/or an income of at least $250,000 per year for the past three consecutive years.  The apparent intention of these Security and Exchange Commission regulations is to protect unsophisticated investors from losing their life savings in exceptionally high risk investments that historically only deliver a positive return on investment in one out of ten startups.  The crowd funding crowd has come back with the argument that anyone can go down to the local casino, or the state lottery outlet, and squander their money there, so why should the government be trying to protect these potential investors from the democratization of investor-driven startups?

To fully understand this, let’s look at a few underlying factors that have brought us to this point and explore some potential implications if this bill is to become law.

What Brought Us Here ~ The Shift in the Private Equity Financing Landscape

I entered the startup community in 2001 as employee #2 at a firm that was to become BioPhile, Inc., out of Chartlottesville, VA.  As a spinoff from the Medical Automation Research Center at the University of Virginia, we secured our seed funding from a medical institute and a small collection of Angel Investors.  This was typically how seed funding, beyond the friends and family stage, was secured ten years ago.  Over the course of the last decade, however, the private equity landscape shifted.  First, Sarbannes-Oxley was passed, which raised the bar for accounting standards for publicly traded companies (thank you Enron, Arthur Anderson, and Tyco).  This inadvertently added approximately $1 million in administrative expenses for a typical initial public offering (IPO), the historical liquidity event for Venture Capitalists to capture their capital gains from their investment.  Add to this the volatility we’ve seen in the public trading markets since 2007 and a veritable choke point was introduced for IPOs, and accordingly, the Venture Capital world retreated to very large deals or deals where the exit strategy revolved around a potential merger or acquisition (M&A) by a larger, established company.

At the same time, individual Angel Investors began forming groups to pool their investment resources, spread their risk, and institute a more standardized approach for conducting due diligence.  As the VCs began abandoning the market space they once dominated, the Angel Investor groups began migrating up the private equity food chain.  Once the source of seed funding, Angels now began looking at deals that were market ready.  Deals that would use their equity stake to commercialize the product while seeking a M&A liquidity event.  Angels began seeking a more rapid investment-to-liquidity cycle with more deals of smaller investments.  You can equate it on some level to a retailer that has embraced supply chain management to improve their inventory turns.  From the investor’s standpoint, it is an excellent strategy.

This shift, in combination with the credit crunch for small business loans, has created a liquidity vacuum at the seed funding stage for startups.  In many cases today, the critical driver in the creation of new jobs, entrepreneurship, must now bootstrap their way to the threshold of commercialization if they are to survive.

The Net Effect

The supporters of crowd funding are asking why this shouldn’t be the answer to filling this investment vacuum?  Well, in my experience working both sides of the street for the past ten years, I can honestly tell you that the vast majority of startups I’ve seen were not ready for prime time when they first sought investors.  Strategically, they simply hadn’t done their homework yet.  They were often going on false assumptions based upon passion and unfettered optimism.  Even the Small Business Administration reports that only 48% of startups even begin writing a business plan, never mind how many ever finish one.   I can also say I’ve never seen a startup fail due to the technology failing.  Research demonstrates when a startup fails you can trace the failure back to poor managerial execution more than two thirds of the time.  My question to the crowd funding crowd is who’s going to conduct the necessary due diligence on the technology, the market opportunity, the competitive landscape, and the startup’s leadership team’s business acumen to determine whether or not the potential investment has legs?

Even sophisticated, accredited investors miss these critical factors the majority of the time.  But they can afford to do so because they have the financial runway to incur this level of risk as part of their overall investment portfolio.  This may be one of those be careful what you wish for scenarios for the crowd funding supporters.  On one hand, yes, this may help drive innovation and job creation down the road.  But it also opens the door for unprecedented fraud to emerge.  Or at the very least, enable less than competent management to sustain the development of products and technologies that are poorly positioned for success.  Let’s not even get started discussing how a small company will administer the legal paper, hundreds, if not thousands of owner/investor relationships, or how this might effect the current investor threshold that automatically turns a private company into a de facto public company (and thus triggering the long, expensive shadow of Sarbannes-Oxley compliance to enter the picture).

Please don’t get me wrong, I’m not a fan of Big Brother government trying to tell me what’s good and bad for me.  I’m an adult and I can make decisions for myself.  I’m just concerned that crowd funding could become the financial equivalent of a flash mob, but with long-term consequences that may actually sustain inevitable failure at the cost of a more mindful approach to success.

© 2011, Terry Murray.

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Filed under Getting Started, Strategic Planning

Terry Murray Discusses Entrepreneurship with KWAM 990 Memphis’ Mike Stein

I had the privilege of being interviewed by Mike Stein this morning on KWAM 990 Memphis.  We spoke at length about what it takes to succeed in today’s challenging economy.  You’re welcome to listen to a podcast of the interview by pressing the play button below.


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Filed under Media & Interviews