Life Coaching

THE CRITICAL QUESTION FOR BUSINESS OWNERS: DEFINING SUCCESS – WHY ARE YOU ON THIS ROAD? By recent article in Forbes magazine by John Jennings described this as the “money and happiness” paradox. In his article, Jennings discussed an important psychological study from 2003, which determined that although having more money is associated with happiness, seeking more money dampens life satisfaction and impairs happiness: [T]he study found that “the greater your goal for financial success, the lower your satisfaction with family life, regardless of household income.” This paradox teaches that money boosts happiness when it is a result, not when it is a primary goal, or as Ed Diener noted in his book his TED Talk that has more than 55 million views. Sinek’s website describes the book this way: Sinek presents a simple yet powerful idea: the most successful and influential companies and leaders start with the “why” of their business, rather than focusing solely on the “what” and “how.” By starting with purpose and beliefs, companies can create a clear and compelling message that resonates with their customers and employees. This is the first question for the business owner to answer: Why am I doing this? Having a clear purpose means that the owner will not shy away from challenges arising in the business. The owner’s purpose is the lodestar that keeps both the owner and the company on track and able to surmount these challenges. A business owner who knows the why has purpose that drives the business, and fulfilling the owner’s purpose will help define success. What Is the Quality of My Relationships? This question about relationships may be less obvious than deciding on one’s purpose, but it is no less important. We are human beings. We exist in relation to other humans, which is especially true in the business world. People do not succeed or experience success in business in a vacuum. There are two types of relationships for the business owner to consider: those within the company and those that the owner has with family and friends outside the business. Both of these are important and help the business owner to define and experience success. Inside the business, successful business owners stress the importance of building solid, meaningful relationships. Sam Kaufman, an entrepreneur and a member of the Forbesbusiness council, expressed this powerfully in a interview in 2021, he said: “Younger employees consistently rank corporate responsibility at or near the top of their criteria for working at a particular company. This means community actions are key, but not just from a talent perspective.” When asked why companies should compare about community impact, he stated: “It’s the connection between community and long-run company performance. That shows up in everything from what kind of brand do I build over time, to the knock-on effects of that brand, to the way my employees feel about the company, with respect to how I am engaging in community.” — Dave Young, a senior partner with Boston Consulting Group The point is not to suggest that business owners have to become “corporate do-gooders” to find success. But, if owners choose to disregard the impacts their companies are having on the communities in which they do business, they may find success to be an elusive goal. Conclusion Defining success is an individual process for business owners, who will reach different conclusions, but the process is a vital exercise to undertake. Owners who eschew the need to consider their path to success may find themselves lost or overwhelmed on an uncharted road. By undertaking the deliberative process required to define success, business owners will develop a clear sense of purpose, appreciate the important relationships in their lives and fully grasp how their company impacts the community in which it operates.

“What will I do after selling my business?” he asked. I hear that a lot both in my M&A practice, True North Advisors Group and my coaching business, The Platinum Years. “I fear I will fall into a void, if I sell”, is another common refrain. As we get into our 50’s, 60’s and 70’s, many of us who have achieved financial and business success, start to wonder about this. As my fellow business advisor Josh Patrick, wrote recently, we want to stay “relevant”. But what does that mean, and how to achieve it? For some it is selling and traveling, for others it is hiring a career coach and starting anew. Sadly, other freeze up and do nothing. Of course, that is a bit like letting choosing to let others plan your future – they will clean up your mess after you are gone. If you are a late-career business owner, there is a small step to think more deeply about your future. It is called the What’s Next Self-Assessment (online assessment, book and workbook). Beats wondering how to stay relevant… Learn More:   

And the Beginning! Change is the external event, situation, or relationship that morphs into something new/different/better/worse. After a 30-year successful run, the founder/business owner sells his or her business. That’s the change. Here’s how my client, Jim, described it to me this week: One day I’m in my office and the next day I am at home with no emails in my inbox, no meetings to attend, no need to ever think about sales and marketing, and no team members to celebrate births, marriages, and graduations with. The final six months of executing the deal were so intense that I didn’t even have time to think about life after the sale. It’s been three months now and I have no idea what to do with myself. I don’t know if I need coaching or therapy. I feel lost and invisible. Transition is what happens internally as we move from where we were to a different (hopefully better) place. All major transitions have a phase, that’s called the messy middle. Rosabeth Moss-Canter is quoted as saying, “Everything in the middle feels like failure.” I think Jim would agree. Then comes the new reality. While we all know change is inevitable, it’s easy to get lost in the flood of emotions, and/or the need for action, that change ushers in, even if that change is the successful sale of a business. Whether we’ve planned for it or not, the messy middle is an uncomfortable, scary time filled with loss and sadness about what is gone, and uncertainty and confusion about next steps. The entrepreneur’s strong impulse is to muscle through this phase to get past the discomfort and uncertainty as quickly as possible. Here’s the good news. This is where a skilled coach can provide guidance and support, and most of all – permission for the client to be in the moment, in the process, and let go of fear or anxiety as the new normal unfolds. “Unlearning” is much harder than learning, and clients need support as they let go of old routines, identities, and successful habits, enabling them to emerge empowered to chart a course for their desired future. If you are a service provider who works in any capacity with business owners to help them sell their businesses for the maximum buyout, I am sure you have high-fived them and popped the champagne at the closing. It’s likely that many of you have also checked in with them a month or so later to find the initial elation gone, replaced by fear and uncertainty, and often dread over how the next ten years will unfold. The bad news… there is no magic bullet. Every situation is different. However, there are some proven action steps you can take that significantly increase the chances of a positive outcome, and a client who is invested and involved in the future he or she is creating. Here are some ways you can help them prepare psychologically. PREPARE At least a year before the sale, begin to ask questions about what they are doing to prepare themselves psychologically for the transition. ENCOURAGE Suggest they talk to an experienced coach, counselor, or peer who has been through a business sale. Learning about the necessary steps of major transitions and asking for guidance or support well before the event from a trusted advisor can be the game changer. SUPPORT When clients express doubts and uncertainties about their future after the sale, listen, ask “Tell me more” questions, and empathize with their feelings. “I get it,” and “That really makes sense to me,” are far more helpful than, “Don’t worry, I’m sure everything will be fine.” Let them know you are willing to listen and help them find resources to navigate the transition. COMMIT Check in with clients after the sale at least once a quarter for the first year to see how they are doing. If they are floundering, suggest they reach out to a qualified transition professional for support. Any major transition, especially in the last third of life, can be the beginning of a devastating downward spiral or the catalyst for personal transformation and growth. As we know, studies show that the vast majority of business owners regret the sale. I believe that in large part, it is because they are not prepared or equipped to create a life and a future that they love. It would be a privilege to share more about my successes with this process and all it can do for your clients who may be struggling with how to make their next chapter their best chapter. Here’s the best news! I’m here for you. Please do drop me an email at the address below and we will schedule a 30-minute discovery call. Contact: info@themindconnector.com Webpage:

How to shift from doom to possibility so you can serve your clients well during this uncertain time.  I say it all the time, but I want to gently remind you.  Your mind’s activity works in a way that sometimes is NOT helpful.  Especially in these days, living in the catastrophe’s and pandemic life right now, our minds are on overdrive protecting us.  How in the world do we stop worrying and fretting right now? Remember that Circumstances trigger not only thoughts but stories.  I.e. the stock market dips and our mind says we are going to lose everything.  Our mind is a frickin’ drama king/queen. And it steals our joy and our ability to be focused on the people and the activities we love.  It robs us of our flow/productivity at work. What’s a person to do? Interrupt the story, get curious about the story, give yourself some grace while you peek in and look at what your mind is doing there.   The action of interruption is powerful. What does interrupting, getting curious look like? 🗣In conversation: “Wow, with all that is going on today, I am making some really crappy conclusions.” SPEAKING THE THOUGHTS OUT LOUD helps you to look at them instead of think them, believe them. ✍🏽In journaling:  Listing everything that you’re thinking and reading it over, can create a powerful awareness instead of BEING IN those thoughts. WE DO NOT HAVE TO THINK DIFFERENTLY. Just watching and observing our thoughts creates a powerful agency over ugly thoughts. 🧠In your mind:  Ask better questions.  Ask open ended questions and keep them coming until you feel a shift to a less dire state.   OPEN ENDED QUESTIONS disrupt powerfully, pointing the brain in another direction.  What is possible here? What shift could I make? What’s another way to think about it? Could I give myself some grace here? Lean into 🧠✍🏽🗣 and see what works for you here. Diana Mindset/Life Coach for Expert Advisors and Owners in Exit ps I discuss all of these issues on my podcast.  Here is one of my favorite recent episodes on building momentum. pss my website is full of resources:  dianamurphycoaching.com

“So, tell me about yourself.” “What’s happening on the big project?” “How are our quarterly numbers?” If you want to sound confident, your response to any question should be clear and engaging. “Ummm, that’s a good question…” or “Well, that depends…” does not communicate confidence. At The Confident Communicator, we coach aspiring leaders to start an answer by showing they’ve heard the question and want to engage in a positive way. “Tell me about yourself.” “I’d be happy to….” Author Judith Humphrey calls this a “grabber.” It grabs the listener by the lapel and says: hey, come with me! “How is the project coming?” “It’s on track…” Grabbers respond to the question but do not provide a full answer. They provide a bridge from the question to the answer. The second component of a confident response is a succinct message. Your message should capture the main point you want to make in a phrase or single sentence. If the other person remembers nothing else from what you said, it’s this one thing. “Tell me about yourself” “I’d be happy to. I thrive on creative projects.” Boom! Grabber + Succinct Answer = Confident. “How are our quarterly numbers looking?” “Excellent. “We increased new applicants by 40%.” Even when answering a factual question, your message can transcend the facts. Pro Tip: in advance, think of a succinct answer to tough questions you may be asked. Be ready! Sign up for your daily leadership communications tip at

People have been selling businesses and retiring forever, so why is this important? Well, after nearly 30 years in healthcare, I’ve seen a startling trend that must be addressed. Let’s walk through two scenarios, and you pick the one that reflects your future desires. Retirement Scenario 1 – The Cliff It is not uncommon for people, especially very successful men, to become defined by their work. It is their source of fulfillment, accolades, confidence, social engagement, power, notoriety, and significance. The years or months leading to retirement are filled with final goals, succession planning, financial projections, and a whirlwind of activity related to the retirement itself. Then Monday arrives. He has no agenda for the day, no one waiting in line with questions, no ringing phones, no fires to put out, and no expectations for his time. This might even be fun and relaxing for a short time. He might have some trips to take and some family time to enjoy. But then what? If he has no longer-term plan or defined purpose, retirement can feel like falling off a cliff. I have seen this happen in so many men, even those with well-developed hobbies or even nonprofit roles. When there is no plan, health can decline rapidly. All of the stress, disappointment, anxiety, loss of self, loss of purpose can lead to decline in physical health. Depression, increased blood pressure, increased weight, increased blood sugar, disrupted sleep, and more can quickly put him at risk of stroke, heart attack, or other future-limiting event. Then, add the impact on relationships that is a key part of the Learn more here. Schedule a 

This has been a challenging year for business owners. I’ve seen it all, your own powerful pivots whilst guiding clients through revenue loss, and their market changes. Navigating your own business in the middle of a LOT of uncertainty, handling an entirely new lifestyle of work and home life.  Just wow! Can we just give ourselves a big pat on the back? Staying in the energy of response for too long can burn you out.  In fact for most of us, we are already there.  We’ve been on high alert since March 13th, 2020, handling every twist and turn and I believe it has taken a toll.   I have been thinking about this a lot and have decided I wanted to do something to support my owner colleagues as coach.  I’ve created a powerful course designed for business owners with 3 modules that stand alone but also build on one another. THIS IS THE INFO FOR THE COURSE: (November 5, 12, 19-Recordings available) This podcast will give you the first step. (This is the 1st module of the Course). Episode 40: From Stress to Clarity & Inspiration We have such a great opportunity for growth in 2022 if we recharge our mental batteries now. Just email me diana@dianamurphycoaching.com and my team and I will answer any of your questions. Diana

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As an advisor, your role is to help clients prepare to exit their business, yet many people resist thinking about the future because it involves so many unknowns, decisions, and choices.  And emotions typically complicate matters further, sometimes derailing the process altogether.  Here are some questions that can help you establish rapport with your clients, learn more about their concerns, and move the conversation forward. How are you feeling about your work/profession/business these days? Which aspects of work are you still enjoying, and which are you ready to leave behind? Do you envision retiring from work at some point, or are you contemplating an encore career? What part of planning for your future feels most challenging? How do you imagine your life in retirement will be different from how it is now? What process are you using to figure out what you’ll do next after you retire? What would you like to see happen with your business long term? What options have you considered for the transfer of your business? What steps have you taken to make your business more attractive to a potential buyer? What are your concerns about transitioning your firm to new ownership? What would be your ideal scenario for transitioning out of your company? What topic(s) have we touched on today that we should put on our agenda to revisit? So, what happens after you pose a few of these questions and your clients open up about emotional matters?  Remember, the most helpful thing you can do is to listen attentively.  You’ve created a valuable opportunity for them to talk about things they may not share with other advisors.   Here are some tips for managing the conversation when clients raise emotionally loaded topics: Don’t try to “fix things” by immediately offering suggestions. Doing so sends the message that you’re uncomfortable hearing their concern.  You can offer suggestions but do so later. Don’t say anything that conveys the message that their feeling or concern is unwarranted. “There’s really no need to feel that way” or “I’m sure it will be just fine” may sound reassuring to you but could be experienced as dismissive by your client. Don’t immediately offer a logical counterpoint to your client’s emotion. Remember, feelings don’t have to make sense; they’re “as is”.  Put another way, if feelings made sense, they would be thoughts. People report concerns and characterize their feelings differently from one another, so it’s in your best interest to seek amplification and clarification by inquiring as follows . . . “I want to make sure that I understand exactly what you mean by ___.  Can you tell me more?” “People sometimes mean slightly different things when they talk about ___.  What does ___ mean for you?” “Before I suggest anything, I’d like to learn more about it from your perspective.” It’s possible that during early conversations your client may hint at mixed feelings about exiting their business.  That’s perfectly normal, but you need to bring it out into the open.  You want to foster an atmosphere such that your client keeps you apprised about where they’re at.  If they keep their ambivalence to themselves, it has greater potential to blindside you and complicate the sale.  You can say: “In my experience, it’s normal to have some mixed emotions about selling.  Those thoughts may not always be top of mind, but when they do pop up let’s be sure to talk about them.  Believe it or not, they can help inform our process and alert us to aspects of the sale that are important to you.” You may also find that your client is overly risk averse.  If so, consider saying the following: “Our work together won’t be comprehensive if we only plan for what could go wrong.  That’s just half the equation.  It’s fine to be conservative and err on the side of caution, but to be truly realistic we should also consider a range of possibilities both good and bad.”   Author’s Note:  The concepts in this article are derived from Robert Leahy’s book, Overcoming Resistance in Cognitive Therapy.  New York:  Guilford

For five decades, the southern United States has been an attractive location for automakers to open plants thanks to generous tax breaks and cheaper, non-union labor. However, after decades of failing to unionize automakers in the South, the United Auto Workers dealt a serious blow to that model by winning a landslide union victory at Volkswagen. In an effort to fight back, three southern states have gotten creative: they passed laws barring companies from receiving state grants, loans and tax incentives if the company voluntarily recognizes a union or voluntarily provides unions with employee information. The laws also allow the government to claw back incentive payments after they were made. While these laws are very similar, each law has unique nuances. If you are in an impacted state, you should seek local counsel. In 2023, Tennessee was the first state to pass such a law. This year, Georgia and Alabama followed suit. So why this push? In 2023, the American Legislative Exchange Council (“ALEC”), a nonprofit organization of conservative state legislators and private sector representatives who draft and share model legislation for distribution among state governments, adopted Tennessee’s law as model legislation. In fact, the primary sponsor of Tennessee’s bill was recognized as an ALEC Policy Champion in March 2023. ALEC’s push comes as voluntary recognition of unions gains popularity as an alternative to fighting unions. We recently saw this with the high-profile Ben & Jerry’s voluntary recognition. Will this Southern strategy work to push back against growing union successes? Time will tell. Brody and Associates regularly advises its clients on all labor management issues, including union-related matters, and provides union-free training.  If we can be of assistance in this area, please contact us at info@brodyandassociates.com or 203.454.0560.  

I once had the thrill of interviewing Jerry West on management. He was “The Logo” for the NBA, although back then they didn’t advertise him as such. Only the Laker followers knew for sure. In 1989 the “Showtime” Lakers were coming off back-to-back championships.  Pat Riley was a year away from his first of three Coach of the Year awards. 

Can you Offer Too Many SKUs to Your Customers? The short answer is YES! A SKU, or Stock Keeping Unit, defines each different product version that you sell and keep inventory of.  There may be different SKUs of the same overall item based on size, color, capacity (think computer or cellphone memory), features, and many other parameters.  For build to forecast businesses, that number of variations can quickly explode and become difficult to manage. Your customers are busy and want ordering simplified. Of course, they may need (or want) more than one variation of a product. That is reasonable and a common aspect of business – one size does not fit all! But there is a point where too offering too many SKUs is not value added either for your customer or your business.  In his April 30, 2013 article “Successful Retailers Learn That Fewer Choices Trigger More Sales” in Forbes, Carmine Gallo discusses his experience and a study about “choice overload” by other authors. He writes about a retailer that “has discovered that giving a customer more than three choices at one time actually overwhelms customers and makes them frustrated…when the customer is faced with too many choices at once, it leaves the customer confused and less likely to buy from any of the choices!” Choice overload is well-documented in consumer studies but can apply in B2B as well. While customer satisfaction is important, another key concern is the often-hidden costs associated with a business offering and managing a large number of SKUs for a given product type. These costs include holding inventory, S&OP (Sales and Operations Planning) team time, small production runs, and scrapping inventory. Holding inventory takes up space, which may come with a cost or utilize racks that could be used for other products. Scheduled inventory counts take up employee time and may result in blackout periods when the warehouse is not shipping product.  The more SKUs there are, including extra SKUS, the greater the potential impact. The Sales team’s forecasting and the Operations team’s purchasing reviews that are part of the S&OP process can occupy more of their valuable time if they need to consider these times. If small orders or forecasts require a new production run, this could be costly and create excess inventory. Whether from this new production or past builds, eventually it will make sense to write off and scrap old inventory, another cost impact to the company. How do you know which SKUs to focus on if you wish to look at reducing your total number of SKUs? Start by examining SKUs that have: Low historic sales over a period of time Small variations between SKUs that customers do not value Older technology or model when newer option SKUs are available This requires a true partnership between Sales and Operations. It starts with educating both teams on the costs involved – neither group may be aware of the money and time impact to the company. Periodic (such as quarterly) reviews of SKUs that meet the above descriptions should become a fixed part of the calendar. A review of the data and other available for sale options should result in the identification of SKUs which may not be needed. At that point, it is helpful to have a customer friendly EOL (End of Life) Notice process by which you inform customers of last time buy requirements for this SKU and alternates available. It is usually best to provide some time for the last time buy in the interest of customer satisfaction, although that may not always be necessary. At a company that designed and sold electronics, a robust SKU rationalization process was implemented to help address these issues. A representative from the Operations team analyzed SKUs that met a version of the above criteria and suggested candidates for the EOL process. Next, a member of the Sales team reviewed them and, where appropriate, issued product change or EOL notices to customers, providing them time for last time buy orders when needed. These steps helped reduce the work involved in maintaining these SKUs while not leading to any customer complaints. A final note – sometimes it makes sense to continue offering low selling SKUs – to support customers buying other items (hopefully in larger quantities). It may be worthwhile to encourage them to keep coming back to you for all of their product needs and this may be a way to accomplish that. But it helps to understand that this is truly the case and not assume that this customer would not be equally happy with another, more popular, SKU.   Steven Lustig is founder and CEO of Lustig Global Consulting and an experienced Supply Chain Executive.  He is a recognized thought leader in supply chain and risk mitigation, and serves on the Boards of Directors for Loh Medical and Atlanta Technology Angels.

When it comes to careers, business owners are a minority of the population. In conversations this week, I mentioned the statistics several times, and each owner I was discussing it with was surprised that they had so few peers. According to the Small Business Administration (SBA), there are over 33,000,000 businesses in the US. Let’s discount those with zero employees. Many are shell companies or real estate holding entities. Also, those with fewer than 5 employees, true “Mom and Pop” businesses, are hard to distinguish from a job. The North American Industry Classification System (NAICS) Association, lists businesses with 5 to 99 employees at about 3,300,000, and 123,000 have 100 to 500 employees (the SBA’s largest “small business” classification.) Overall, that means about 1% of the country are private employers. Owners are a small minority, a very small minority, of the population. Even if we only count working adults (161,000,000) business owners represent only a little more than 2% of that population. So What? Where am I going with this, and how does it relate to our recent discussions of purpose in business exit planning? It’s an important issue to consider when discussing an owner’s identity after transition. Whether or not individual owners know the statistics of their “rare species” status in society, they instinctively understand that they are different. They are identified with their owner status in every aspect of their business and personal life. At a social event, when asked “What do you do?” they will often respond “I own a business.” It’s an immediate differentiator from describing a job. “I am a carpenter.” or “I work in systems engineering,” describes a function. “I am a business owner” describes a life role. When asked for further information, the owner frequently replies in the Imperial first person plural. “We build multi-family housing,” is never mistaken for a personal role in the company. No one takes that answer to mean that the speaker swings a hammer all day. Owners are a Minority We process much of our information subconsciously. If a man enters a business gathering, for example, and the others in the room are 75% female, he will know instinctively, without consciously counting, that this business meeting or organization is different from others he attends. Similarly, business owners accept their minority status without thinking about it. They expect that the vast majority of the people they meet socially, who attend their church, or who have kids that play sports with theirs, work for someone else. There are places where owners congregate, but otherwise, they don’t expect to meet many other owners in the normal course of daily activity. This can be an issue after they exit the business. You see, telling people “I’m retired” has no distinction. Roughly 98% of the other people who say that never built an organization. They didn’t take the same risks. Others didn’t deal with the same broad variety of issues and challenges. Most didn’t have to personally live with the impact of every daily decision they made, or watch others suffer the consequences of their bad calls. That is why so many former owners suffer from a lack of identity after they leave. Subconsciously, they expect to stand out from the other 98%. “I’m retired” carries no such distinction.       This article was originally published by John F. Dini, CBEC, CExP, CEPA on

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