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Casual Articles - Think Like an Investor When Job Interviewing
A Business Exit Plan can have a number of different connotations. You may hear it referred to as a Succession Plan.At Superb Coaching we have taken a deliberate stance in focussing on the ‘EXIT’ because we are dealing with the business owner’s plan to remove themselves from the business. Yes, there are issues around succession management that we address however we feel that the Exit Plan needs to address more than just succession.Your Business Exit Plan should deliver the following objectives:
-What does the company do to retain employees? Smart companies know they need more than good benefits to keep good performers. Listen for common benefits plus additional ones to help juggle other aspects of your life. Do they offer child care? A fitness center? Onsite banking? Postal service? Flex time? Telecommuting? Financial rewards are often another retention strategy. Are there merit increases? Bonuses? Do they conduct employee opinion surveys to keep in touch with employee satisfaction?
The bottom line: You have to think like someone investing in or buying the business as well as someone working wi
What is the most valuable asset that your firm possesses? Is it your technology, trade secrets, credit line, or customer base? Although we realize the importance of these, most of us believe that our people or our leadership teams are most valuable to us. However, there is another asset that may be even more important as your business matures. A good name or reputation allows your firm to attract quality leaders, excellent employees, key customers, and financing.Proverbs 3:4 tells us that we should desir
If you feel desperate for a job, everything about the company, position, and people may look a lot rosier than it probably is. You're much more vulnerable taking whatever's offered rather than assessing the situation for real, personal satisfaction. The same can happen if the company is desperate for you. They may view your abilities as greater than they are, and you may end up in a spot where it's tough for you to succeed.
Before any interview, do your homework. If it's a public company, check stock market performance. What's the stock price trend? Do they have a track record of hitting performance targets?
Check out the company's web site for quarterly and annual reports. Even if you can't understand the spreadsheets, read the descriptive overview. What markets are they in? What are their products or services? Who are their competitors and how do they rank against them?
If it's a private company, find articles on the web from the last 12 months to help you. Also, ask around. Perhaps you'll uncover a reputation or insight you wouldn't know otherwise.
Come to the interview prepared with questions to ask. Here are some suggestions for new questions to ask and what to listen for in the response.
-What's been the company's growth the last three to five years? Wall Street measures growth by financial numbers, typically revenues, or profits. If they tell you only the customer or production growth, they may be avoiding the fact that profits didn't increase. Do they portray company growth the same as you found in your research? If not, what is this telling you?
-Where does the company see itself in the next two to three years? Listen for a clear vision and mission with a specific strategy that spells out where they want to go. Does it make sense to you? Does it seem achievable? Did the company achieve their strategic goals the last two to three years?
-What improvements or innovations has the company made recently to remain competitive? Listen for a proactive stance on change and innovation as needed in today's market, both internally and externally. Standing still is not an option for thriving in the Now Economy.
-What three words would you use to describe the company's culture? Every company has an internal culture, which you'll live in if you work there. Listen for a quick, clear response that may indicate the culture is strong and perceived positively. A hesitant response may indicate that the culture is less than favorable. Do you like what you hear? Is the culture a good match for your personal style?
-What is the average tenure of your employees? Tenures of two years or less may indicate an internal problem that isn't clear on the outside. Tenures of 10 years or more may indicate this is a great place to work, but also may tip you off to internal stagnation or lack of upward mobility.
-What is the company's employee turnover rate? Listen for anything over 15 percent. Twenty percent means one out of every five people is leaving each year. What's wrong with this place? The exception might be a specific industry. For example, front-line customer service jobs can have a turnover rate of 40 percent or more; it's the nature of the job and hourly wage wars.
-What does the company do to retain employees? Smart companies know they need more than good benefits to keep good performers. Listen for common benefits plus additional ones to help juggle other aspects of your life. Do they offer child care? A fitness center? Onsite banking? Postal service? Flex time? Telecommuting? Financial rewards are often another retention strategy. Are there merit increases? Bonuses? Do they conduct employee opinion surveys to keep in touch with employee satisfaction?
The bottom line: You have to think like someone investing in or buying the business as well as someone working wi
China already leads the world in the number of Internet users as well as Internet usage, with over 800,000 new Internet users coming online every week. You'd think that a country with so much Internet usage would have a big effect on the web. Well, they do, but for US users, we don't often notice their presence unless we go searching for it. Here's what's out there on the Chinese information superhighway:PortalsJust like other countries, Chinese users tend to use portals to find what they're looki
Check out the company's web site for quarterly and annual reports. Even if you can't understand the spreadsheets, read the descriptive overview. What markets are they in? What are their products or services? Who are their competitors and how do they rank against them?
If it's a private company, find articles on the web from the last 12 months to help you. Also, ask around. Perhaps you'll uncover a reputation or insight you wouldn't know otherwise.
Come to the interview prepared with questions to ask. Here are some suggestions for new questions to ask and what to listen for in the response.
-What's been the company's growth the last three to five years? Wall Street measures growth by financial numbers, typically revenues, or profits. If they tell you only the customer or production growth, they may be avoiding the fact that profits didn't increase. Do they portray company growth the same as you found in your research? If not, what is this telling you?
-Where does the company see itself in the next two to three years? Listen for a clear vision and mission with a specific strategy that spells out where they want to go. Does it make sense to you? Does it seem achievable? Did the company achieve their strategic goals the last two to three years?
-What improvements or innovations has the company made recently to remain competitive? Listen for a proactive stance on change and innovation as needed in today's market, both internally and externally. Standing still is not an option for thriving in the Now Economy.
-What three words would you use to describe the company's culture? Every company has an internal culture, which you'll live in if you work there. Listen for a quick, clear response that may indicate the culture is strong and perceived positively. A hesitant response may indicate that the culture is less than favorable. Do you like what you hear? Is the culture a good match for your personal style?
-What is the average tenure of your employees? Tenures of two years or less may indicate an internal problem that isn't clear on the outside. Tenures of 10 years or more may indicate this is a great place to work, but also may tip you off to internal stagnation or lack of upward mobility.
-What is the company's employee turnover rate? Listen for anything over 15 percent. Twenty percent means one out of every five people is leaving each year. What's wrong with this place? The exception might be a specific industry. For example, front-line customer service jobs can have a turnover rate of 40 percent or more; it's the nature of the job and hourly wage wars.
-What does the company do to retain employees? Smart companies know they need more than good benefits to keep good performers. Listen for common benefits plus additional ones to help juggle other aspects of your life. Do they offer child care? A fitness center? Onsite banking? Postal service? Flex time? Telecommuting? Financial rewards are often another retention strategy. Are there merit increases? Bonuses? Do they conduct employee opinion surveys to keep in touch with employee satisfaction?
The bottom line: You have to think like someone investing in or buying the business as well as someone working wi
Are you a Los Angeles homeowner? If so, do you currently have a mold problem? Even if you don’t have a mold problem right now, there may come a time when your home develops one in the future. Although mold is often talked about in a negative way, it is something that many homeowners have to deal with. The problem is that many homeowners do not realize how serious mold can be. That is why many choose to not have their homes undergo a Los Angeles mold removal project, even when it needs it.One of the man
-Where does the company see itself in the next two to three years? Listen for a clear vision and mission with a specific strategy that spells out where they want to go. Does it make sense to you? Does it seem achievable? Did the company achieve their strategic goals the last two to three years?
-What improvements or innovations has the company made recently to remain competitive? Listen for a proactive stance on change and innovation as needed in today's market, both internally and externally. Standing still is not an option for thriving in the Now Economy.
-What three words would you use to describe the company's culture? Every company has an internal culture, which you'll live in if you work there. Listen for a quick, clear response that may indicate the culture is strong and perceived positively. A hesitant response may indicate that the culture is less than favorable. Do you like what you hear? Is the culture a good match for your personal style?
-What is the average tenure of your employees? Tenures of two years or less may indicate an internal problem that isn't clear on the outside. Tenures of 10 years or more may indicate this is a great place to work, but also may tip you off to internal stagnation or lack of upward mobility.
-What is the company's employee turnover rate? Listen for anything over 15 percent. Twenty percent means one out of every five people is leaving each year. What's wrong with this place? The exception might be a specific industry. For example, front-line customer service jobs can have a turnover rate of 40 percent or more; it's the nature of the job and hourly wage wars.
-What does the company do to retain employees? Smart companies know they need more than good benefits to keep good performers. Listen for common benefits plus additional ones to help juggle other aspects of your life. Do they offer child care? A fitness center? Onsite banking? Postal service? Flex time? Telecommuting? Financial rewards are often another retention strategy. Are there merit increases? Bonuses? Do they conduct employee opinion surveys to keep in touch with employee satisfaction?
The bottom line: You have to think like someone investing in or buying the business as well as someone working wi
A newsletter is a powerful weapon in your marketing arsenal. Do you have a personal newsletter you send to past, present, and future customers at this time? Probably not. Most salespeople do not use newsletters. This is a serious mistake.A simple newsletter is a very powerful tool to keep you in front of your past customers and build trust and credibility with your present and future customers. In one year's time a newsletter can double your business and income by itself. They are that powerful!pany's culture? Every company has an internal culture, which you'll live in if you work there. Listen for a quick, clear response that may indicate the culture is strong and perceived positively. A hesitant response may indicate that the culture is less than favorable. Do you like what you hear? Is the culture a good match for your personal style?
-What is the average tenure of your employees? Tenures of two years or less may indicate an internal problem that isn't clear on the outside. Tenures of 10 years or more may indicate this is a great place to work, but also may tip you off to internal stagnation or lack of upward mobility.
-What is the company's employee turnover rate? Listen for anything over 15 percent. Twenty percent means one out of every five people is leaving each year. What's wrong with this place? The exception might be a specific industry. For example, front-line customer service jobs can have a turnover rate of 40 percent or more; it's the nature of the job and hourly wage wars.
-What does the company do to retain employees? Smart companies know they need more than good benefits to keep good performers. Listen for common benefits plus additional ones to help juggle other aspects of your life. Do they offer child care? A fitness center? Onsite banking? Postal service? Flex time? Telecommuting? Financial rewards are often another retention strategy. Are there merit increases? Bonuses? Do they conduct employee opinion surveys to keep in touch with employee satisfaction?
The bottom line: You have to think like someone investing in or buying the business as well as someone working wi
Nearly 30 years ago, I was a guest panelist at a seminar about “Writing for Profit.” -- All day long,the speakers had told the attendees all about how to submit their written works to editors and publishers ... what to expect in a publisher’s contract ... how to prepare a writer’s proposal ... primarily focusing on how to “sell” what the attendees had written.At the end of the seminar, a panel of five “successful writers” ... including me ... was introduced, with a list of each writer’s works and their
-What does the company do to retain employees? Smart companies know they need more than good benefits to keep good performers. Listen for common benefits plus additional ones to help juggle other aspects of your life. Do they offer child care? A fitness center? Onsite banking? Postal service? Flex time? Telecommuting? Financial rewards are often another retention strategy. Are there merit increases? Bonuses? Do they conduct employee opinion surveys to keep in touch with employee satisfaction?
The bottom line: You have to think like someone investing in or buying the business as well as someone working within it.
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