Management succession

Unlock the Potential of Buy-Sell Agreements and Estate Taxes with Premium Financing As a professional in the premium financing life insurance industry, staying informed about the strategies that can benefit your clients the most is crucial. One such strategy is premium financing, a powerful tool for paying estate taxes and fund buy-sell agreements. Join us on May 22nd at 9:00 a.m. CST for a webinar, where we’ll dive into the world of premium financing. Here’s why you can’t afford to miss it: Strategic Financing: Learn to utilize bank funds for life insurance to minimize estate taxes and buy-sell agreements Case Study Insight: Examine strategic buyout funding through a case study, highlighting how bank financing can uphold business continuity following a partner’s death. Timely Tax Strategies: Uncover vital estate tax strategies before the current provisions sunset on January 1, 2026. Expert Guidance: Gain insights from industry leaders, ensuring you receive ethical and well-informed advice. Don’t miss this opportunity to learn from Dave Toeben of Insight Insurance Services and Chris Dunham of Kuorum Partners. They’ll provide valuable insights that will empower you to offer top-tier advice and solutions to your clients. Register now: 

How to increase your EBITDA in Manufacturing; You have tried all cost cutting measures on your shop floor and still not where you want to be? After all initiatives taken, you feel that manufacturing floor looks and feels more chaotic than ever? Here is why it might be so: Every company at their very early stage of their life cycle are pretty lean. The product, the clients and process are as simple as they can be. But during the course of time the product lines, the clients  increase and processes start getting complicated. It becomes hard to follow the product, catch the delivery dates etc. The cost starts building up in the parallel. It comes to a boiling point and EBITDA starts suffering. Company urges to take some actions. And most of the time, as a patient w/o seeing a specialist, looks for some shortcut cure to fix the problem. And guess what? instead of cutting the fat they start cutting from the muscle. Worse than that the lack of follow up on improvement measures due to the daily fire fighting activities starts not going hand in hand. Most of the time the improvements are the ones fall off. That’s when employee morale, trust in management that the problems will be solved starts suffering as well. People start leaving the company and know-how disappears with people leaving as it is in people brains instead of in the DNA of the company. The daily life of employees who decides to stay on board becomes even harder and heavier. So they give up and come to work just to come to work and do the job. The value they add gets limited in time. If this sounds similar to what you are going thru or your client has been facing a similar situation let’s discuss!

“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:   

Every business owner dreams of a big pay day when they sell their business and go off on around the world trip. However, many owners don’t follow a unified strategy of how to go about selling their business, leaving them confused and frustrated because they don’t know where to start. The top 2 characteristics of a quality business are a capable management team and lack of owner dependence. I worked with a business owner for over a decade. He started with a management team of himself, his partner, and a COO. The owner was the visionary and the other two excelled at execution. It was a perfect arrangement. The company grew, but with growth comes increased complexity. Continue reading:

Succession planning considerations enter into discussions that I have with business owners when discussing their interest in conducting an executive search to find a CEO to run their company. For instance: As a business owner are you worn down and tired from all the extra effort and attention that you have had to spend on your business over the last few years? Have you wondered if there are viable alternatives to growing your business when sometimes you just want to kick back and relax? Knowing what you know now about the level of effort and energy to start and grow a business, do you think it is time for a change, perhaps an exit? These are questions I often encounter when talking with business owners who have founded their business or who have taken over their business from a parent – and know that there is no one in their business who is capable of taking over the business when these current owners decide to move on. It certainly creates a quandary for them. It’s especially challenging for these owners when they think it’s time to sell their business and realize that the business value is not what they expected to yield after many years of hard work and effort. In my experience it’s helpful for owner(s) to take a step back and review the options they have when considering a business exit, because hiring a CEO to run their company is only one option. Business Succession Owners who go through a business succession discussion benefit from a review of the options as these will also consider their personal outcome goals, their company’s outcome goals, and what I call legacy goals. Oftentimes I find owners have not considered their personal goals and it leaves them at a disadvantage when seeking to objectively evaluate their company and legacy goals. Think about it. If you are a business owner you most likely spend the majority of your time working on or in your business, with an occasional look up to reflect on what you might do once you exit the business. But when it comes time to exit the business – you have most likely have not developed your personal exit plan. Not having a personal transition plan will impact the choices owners make when deciding to exit their business. Succession Alternatives Effective evaluation of succession alternatives does require careful planning. If, as an owner, you have not used business planning tools previously it may be challenging to follow a planning process, however, the benefits to a carefully thought-out

Drucker & Scaccetti Announces Senior Leadership Changes Appoints 3 Chiefs and Board Chair to Position Firm for Continued Growth and Success Dec.10, 2021 – PHILADELPHIA – Drucker & Scaccetti, a CPA and advisory firm based in Philadelphia, PA and dedicated to providing specialized tax, business, and financial consulting to families and their closely held and entrepreneurially-driven businesses, has appointed its next generation of leadership to take the firm beyond its founders, effective January 1, 2022. For the first time in its 31-year history, the firm’s leadership will consist of all non-founding shareholders and, uniquely, an all-women C-suite. “From our inception in 1990, the goal of the founders has been to offer to our up-and-coming team the same opportunities that we were provided,” states CEO & Co-founder Jane Scaccetti, “which is a purpose of building a legacy and continuing Drucker & Scaccetti into the future. I’m incredibly excited and positive about this next chapter in our firm’s future.” Knowing Scaccetti’s 7-year term as CEO would conclude at the end of 2021, the firm has been carefully planning for this transition for the past 24-months. Scaccetti explains, “Our firm has grown substantially and experienced incredible change. We sought to create a governance structure that could adapt alongside the change, quickly adjust to the evolving needs of our clients, and ensure our talented people have the tools and knowledge to thrive in a dynamic environment. To meet those needs, the shareholders developed a management committee to oversee day-to-day operations and a board of directors to advise on strategic initiatives and maximize the effectiveness and success for of all of our team members.” Beginning January 1, 2022, Scaccetti’s role will transition to Firm Ambassador while maintaining her strong civic and community involvement. She will also continue to build the firm’s brand as a powerful force in advising entrepreneurial and wealthy families to grow and sustain their net worth while living their purpose. The new management committee consists of three business officers responsible for decision making, operations management, and the firm’s strategic performance. They are: Dottie Leonardi, Chief Business Officer Roz Sutch has been elected as the Chief Growth Officer (CGO) responsible for practice expansion and growth. Sutch started at Drucker & Scaccetti as an undergraduate intern and in 2009 became the youngest shareholder at the firm at that time. She provides business, tax, and financial consulting services to the LGBTQ+ community, professional athletes, artists and entertainers, large corporations and partnerships, high-net-worth individuals, entrepreneurs and closely held businesses. Diane DeCesare, CPA, MT, Chief Knowledge Officer Responsible for the day-to day tax practice and the effective use of knowledge resources will be Geoff Mesko, serves as the liaison between the board and the chief business officers. He will be responsible for overseeing firm vision, strategic planning, external communication, and community interface, while continuing client responsibilities.   Mesko joined Drucker & Scaccetti as an intern in 2004 and he became a shareholder in January 2012. Mesko has extensive tax experience in serving private clients and their family enterprises while bringing a strategic business acumen to complement Drucker & Scaccetti’s tax focus.   Mesko serves on several educational and civic boards in Philadelphia and Scranton and hails from a multi-generational family business. “The new leadership team will build upon the legacies of Drucker & Scaccetti caring about the professional integrity of our services, our team members, and the clients we serve in an advisory role. We are very excited about this next chapter of Drucker & Scaccetti’s future and the impactful work we will do together,” said Mesko. Drucker & Scaccetti (D&S) is a Philadelphia-based tax strategy and consulting firm founded in 1990. D&S has nearly 100 employees providing tax, business, and financial consulting services specifically tailored to their clients’ needs. Follow D&S at

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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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