Intentional Growth

Today on the Life After Business podcast, we’re talking to Tim Hall. Tim’s story is so amazing that I just had to get him on the show. Tim was an executive at Cartoon Network and worked at Hasbro. Then Tim had the opportunity to buy the division of Intel. He was able to grow that business to 85 million dollars in revenue, but when the business climate changed and the economy went into a recession, Tim realized he’d missed his exit. Sit back and relax as you listen to what Tim would have done differently, opportunities he didn’t take, and much more. In This Episode You’ll Learn: Tim’s career journey, full of twists and turns, beginning when he was a young teenager. How Tim jumped feet-first into Intel, which is what he considers his foray into entrepreneurship. How he kept the cash flowing in his early days at Intel, later called Digital Blue, when he bootstrapped through the first five years. How factoring works: Tim explains recourse and nonrecourse factoring and how it differs from traditional lines of credit. Tim’s top priorities when the company’s revenue quadrupled. How the recession in 2007 and 2008 hurt Tim’s business, as well as what he would have done differently. Backdrop of The Missed Exit: While Tim was in Corporate America working toys and electronics with Proctor & Gamble, Hasbro, and was a top Executive at Cartoon Network he helped launch the Jurassic Park toys, pitched Star Wars toys to George Lucas and even worked with Disney. Tim saw the opportunity to get into entrepreneurship to buy the division of Intel’s electronic toy division before they shut it down completely. He hired an investment banker and attorney to make sure they knew he was serious and then approached them to purchase the division they were going to use as that year’s tax write off. Through grit, perseverance and sheer passion Tim grew that small division he bought for $500,000 into an $85 Million dollar company with $11 Million in EBITDA. He learned a ton in the trenches as an entrepreneur and found out the hard way what the risk is trying to reach for the  next revenue or value milestone… Takeaways: The next run on the ladder is not always revenue- or size-based. Tim wanted to hit a particular dollar amount so bad that he was blinded by what was going on around him. Don’t become so fixated on a particular benchmark that you lose sight of what it’s all about. Don’t make all of your life goals strategic to your business. Focus as much on the rest of your life as you do on your work. That will help you make better decisions overall. Don’t miss your exit when the timing is good. Good times and excellent cashflow will likely come to an end; know your numbers and know your business cycle. Your timing might change, and that’s okay. Make your exit when the time is right.   Links and resources: Shoe Dog by Phil Knight Simporter.com About Tim Hall: Email Tim Tim’s Digital Blue Experience: Founded and managed all aspects of global business making consumer electronics, software and technology products for niche markets including children’s entertainment and education. Within just 5 years from start grew to $85M sales, $11M EBITDA, and 100 talented employees. After 2008 recession a private equity firm took control, managed for cash, and shuttered most operations. I continue to serve in part-time caretaker role for asset protection and monetization. • Acquired assets from Intel to start company on accretive terms. • Oversaw development of over 150 individual products with effective brand and marketing campaigns. • Leveraged dozens of direct response advertising campaigns across television, print and digital platforms to efficiently build awareness and trial. • Bootstrapped operations for five years and then raised $12M of Series A equity and $25M senior/mez facilities at a $75M pre-money valuation. • Established an efficient sourcing office in Hong Kong with our own Chinese employees, building strategic relationships with 15 OEMs. • Closed 22 sales and distribution deals across Europe, Latin America and Asia/Pac. • Led our North American sales team to secure distribution of our products at big chains including Walmart, Target, Best Buy, Sam’s Club, Costco, Staples and others. • Negotiated and closed 15 licensing agreements with major entertainment verticals like Disney and Warner; sports leagues; and toy companies including Mattel and Lego. • Acquired two smaller software companies, then spun them out a year later for multimillion dollar gain. • Won a $1M research grant from National Science Foundation, serving as principal investigator

Wayne Rivers is the co-founder and President of The Family Business Institute, Inc. that has been around for over 28 years. He is an author of four books on family business and has been quoted in many articles for large publications like Forbes, Fortune, BusinessWeek, Entrepreneur, The New York Times, and Washington Post. Wayne is also a Wall Street Journal panelist, a speaker, and has appeared on the Today Show, CNN, MSNBC, and CNBC. Needless to say, he really knows his stuff! In his 28 years at The Family Business Institute, Wayne has worked with many families in all kinds of situations. On the podcast, he tells us stories of different encounters he has had with families over the years. His main goals are business prosperity and family harmony for all of his family business clients. The biggest question they have to answer first is, are you a business family or a family business? In today’s episode, you will learn: How to prosper in a family business and also have family harmony How to avoid complacency in your business The importance of reinventing your business Significance of bringing in good talent Bridge management techniques Importance of modelling out your financials to make decisions Defining roles, responsibilities, and compensation in family businesses Phantom stock arrangement for non-family members Key elements of a good buy-sell agreement Reasons for keeping real, solid financials Wayne explains how a family business needs to plan ahead for successions to make sure everyone is on the same page with where the business is going. Family businesses need to bring in top talent, not just keep it in the family. He also discusses how these days you always have to be looking to reinvent the business and not become complacent. “A business’s destruction is sewn, today, with those seeds of complacency because it’s so unbelievably hard to sustain anything over long periods of time. You’ve got to reinvent but the second component of that is so important. It’s the most important thing that I could share with family businesses, is you’re in a people business. Even if you’re in the IT business, you’re still in the people business. If you’re not out there creating a new vision, reinventing your company and then attracting the best people all the time, you’re not going to make it,” says Wayne. Listen to the full episode to hear more words of wisdom on family business from Wayne Rivers. Thanks to Wayne for sharing his experience with us and I hope you all enjoy today’s episode! Please leave me any comments you have in the section below. To help out this show, leave an honest review on iTunes. I read every review and your ratings will help the Life After Business Podcast gain exposure and hopefully help more business owners to exit happy! Contact Information and Bio for Wayne: Email: wayne.rivers@familybusinessinstitute.com LinkedIn: https://www.linkedin.com/in/wayne-rivers-3948451/ Twitter: https://twitter.com/FamBizDoctor Company Website: https://www.familybusinessinstitute.com/ Company Facebook: https://www.facebook.com/FamilyBusinessInstitute/ Wayne Rivers is the co-founder and President of The Family Business Institute, Inc.  He has authored four books on the subject of business families the latest of which is Our Family Business Crisis and How It Make Us Stronger.  Wayne has appeared on the Today Show, CNN, MSNBC, CNBC, “BusinessWeek: WEEKEND” and on the Retirement Living Network. Wayne is a Wall Street Journal Expert Panelist.  He has also been quoted on the subject of family and closely held businesses by Forbes, Fortune, BusinessWeek, Entrepreneur, CFO, Family Business, The New York Times, Washington Post, and by many other trade, local, regional, and national publications.  He has written hundreds of articles for various magazines and trade publications and has produced an acclaimed blog for over 15 years.  He has done workshops and lectures for North American Home Furnishings Association, Harley-Davidson, CCA Global, YPO, ACA International, Associated General Contractors of America, National Association of Plumbing, Heating & Cooling Contractors, American Council of Engineering Companies, American Academy of Estate Planning Attorneys, National Association of Industrial and Office Properties, Window and Door Manufacturers Association, National Funeral Directors Association, Association of Equipment Manufacturers, University of Wisconsin, University of Pittsburgh, Wake Forest University, Virginia Tech, University of Hawaii, Babson College, UNC Asheville, and many others. Wayne oversees The CEO Performance Roundtable program which helps commercial construction CEOs make more money in less time with fewer headaches and a higher quality of life through a process of peer review and accountability.  Wayne has also been honored as a Fellow of the Family Firm Institute.  

Today’s guest’s name is Cody McLain. Cody is a serial entrepreneur. He’s in his late 20s and has already sold multiple businesses. At the age of 15, he started a web hosting company and grew it up to $600,000. Unfortunately, he partnered with an individual involved in penny stocks who defrauded Cody in his business and he lost it all. Cody then started another venture, grew it, sold it, and had an entire period of reflection where he was trying to figure out what it means to live a life of happiness. Who did he want to be now? He was searching for his ‘why’ and went on to start multiple other ventures including his current company, SupportNinja, that has over 200 employees and $4 million in revenue. In today’s episode, you will learn: What it is like to sell a company young and not know what to do next How hiring key people can free up your time and focus The importance of looking outside of day-to-day business operations The need for meaning, drive, and motivation as an entrepreneur The journey of self-discovery and how to find your ‘why’ Cody and I touch on a lot of different subjects about how to systematize your business and how to keep culture and values in a company while growing it to a place that you can actually replace yourself. We discuss the process of hiring a CEO that can replace you to take the company to the next level so you can focus on the things that you like. Cody shares a lot of his wisdom and experience with us on the podcast including what it was like on the day he sold his company. He explains how he continuously searches for that ‘why’ in life. “It still comes back down to that meaning, that ‘why’ and wanting to accomplish something, wanting to change something. That drive is still there yet I take time to appreciate what I have,” says Cody. Thanks to Cody for sharing his experience with us and I hope you all enjoy today’s episode! Please leave me any comments you have in the section below. To help out this show, leave an honest review on iTunes. I read every review and your ratings will help the Life After Business Podcast gain exposure and hopefully help more business owners to exit happy!  Contact Information and Bio for Cody: Personal Website: http://www.codymclain.com/ LinkedIn: https://www.linkedin.com/in/codymclain/ Twitter: https://twitter.com/codymclain Company Website: https://www.supportninja.com/ Company Facebook: https://www.facebook.com/supportninja/?pnref=lhc After founding his first company in middle school, Cody has gone on to build and sell a variety of million dollar enterprises. His first two companies were in the web hosting industry which led him to open an office in India and provide outsourced support to other hosting companies. Today he is the founder and Executive Chairman of SupportNinja, an outsourced services company for I.T. companies and startups alike. SupportNinja handles the back-office and front-end Customer Support for a wide range of online platforms, apps and SAAS providers around the world.

Today’s story is about a gentleman named Thomas Smale, Founder of FE International which is an M&A firm specializing in the sale of SaaS, e-commerce and content based businesses. Thomas started his career flipping online businesses. He would buy $50 to $100 websites, build them up, and then sell them for profit. Thomas started realizing that there was a huge potential market for this and people started going to him and asking for advice. He built an instructional e-course and then ended up building FE International to where it is today with his business partner, Ismael Wrixen. They have done $100 million in transactions, over 500+ deals. In today’s episode, you will learn: How to grow the value of your business to get more out of your sale The importance of building recurring revenue streams The value of making your business attractive to a wide range of buyers What your IP is worth in a sale Importance of proper exit planning The three key business models The three categories of buyers Thomas and I take his wisdom and his experience from the volume of transactions and deals that he’s seen to shed light on what the top online businesses are doing to grow valuable companies and sell to the people that they want to. In the episode, we discuss three different key business models in the online space and three different categories of buyers out there. Thomas talks about increasing the value of a business by systematizing operations and potentially putting a recurring revenue stream in place as a part of the owner’s exit plan. Contact Information and Bio for Thomas:  Email: thomas@feinternational.com LinkedIn: https://www.linkedin.com/in/thomassmale/ Twitter: https://twitter.com/ThomasSmale Company Website: https://feinternational.com/ Company Facebook: https://www.facebook.com/FEinternational/ Company Twitter: https://twitter.com/FEIntl Thomas is the Founder of FE International. He is a serial online business entrepreneur and expert. In his early 20s, he began building and selling small online companies. This turned into a full-time career when he founded FE International in 2010, growing the business with zero funds from ground up and consistently doubling annual revenue, as well as the average deal size. Thomas specializes in advising in the M&A of SaaS, e-commerce, affiliate and content businesses. He has consulted hundreds of internet entrepreneurs on exit strategy, growth and business development.

Could you survive for 2 years without a salary? Tom Fafinski [Entrepreneur, Attorney, Real Estate Investor, Peer Group Leader] explains how he grew a 7 figure + law firm, only to cut it back to its bones before he grew it back up again and sold for over a million dollars in all cash… up front! Normally professional service firms get 1-2 times EARNINGS paid on an earnout but Tom had systematized his firm enough to get a stellar offer so he could become a Real Estate Investor and Co-Founder of Virtus Law with his favorite co-worker. Tom created his dream firm after surviving a difficult sale to a second generation attorney durning the financial crisis because he made the BEST decisions, at the toughest times, and he didn’t rely 100% on the income… “To be dependent on the business makes you a liability.” – Tom Fafinski In today’s episode, you will learn: How an attorney became an entrepreneur What the sale of a law firm looks like Why financial diversification from your business is important What happens when you’re not passionate about your work How to not become a liability to your company How to deal with an income squeeze from your business “You can’t make the best decisions if you rely 100% on the business for cash.” Contact Information and Bio for Tom Fafinski: Email: tfafinski@virtuslaw.com Personal LinkedIn Company Website Company Facebook Company Twitter Thomas M. Fafinski is Co-Founder of Virtus Law, PLLC. Tom graduated 13th in his class cum laude at William Mitchell College of Law and was also a cum laude graduate of the College of St. Thomas, with a BA in Finance. Tom is: a facilitator for 2 Allied Executive CEO/business leader peer groups and has been for nearly 9 years a facilitator for 2 estate and business law firm peer groups from across the country through a joint project with Virtus Law and WealthCounsel serves as Chairperson of Community Involvement Program, a $40M non-profit organization helping those with disabilities achieve their greatest life serves as Chairperson of the Parish Pastoral Council and Parish Administrative Committee for St. Thomas Becket Catholic Church in Eagan a continuing education instructor relating to advanced estate planning concepts, especially for real estate investors, through Kaplan Education a past continuing education instructor for WealthCounsel (has taught nearly 50 program hours), member of the Board of Directors of Junior Achievement Upper Midwest, Roundbank Advisory Council, member of Dakota County Technical College Entrepreneurship Program Advisory Council a member of the MNSCU faculty a member of Minnesota Real Estate Investor’s Association a proud father of 3 exceptional children and 3 average dogs the lucky guy who got to be husband of Amy Kadow Fafinski He has been frequently published – nationally through the WealthCounsel Quarterly, Dakota County Tribune, Star Tribune and various newsletters. Tom has also been featured on Todd Rooker’s radio show “Cover your Assets”, as well as a guest speaker on multiple episodes  of MSP Radio. He is a contributor and member of the national asset protection, tax and estate planning organization, Wealth Counsel. He is admitted in State and Federal Court for Minnesota. Tom is an active real estate investor with commercial holdings with nearly $10M in holdings. Tom cherishes spending time with his family and extended family and enjoys reading mystery and suspense novels, golf, his dogs (for the most part) and attending sporting events. Tom is also a die-hard Bruce Springsteen fan.

Are you feeling stuck in your business or don’t know what to do next? Kenyon Blunt, certified Gazelles coach, Value Builder, and expert in growing and selling businesses, gives his advice on what to do when you hit a wall in your business… Maybe that means you want to move on from it to the next phase of your life or maybe that just means figuring out how to take it to the next level. In today’s episode, you will learn: The difficulty of having a business partner with a different vision How to get “unstuck” Importance of a network or entrepreneur’s organization What is a roll-up of a company Importance of long range plans for your company Challenges with the turnaround of a business owned by a PE firm Kenyon didn’t start out as a business coach – he went through his own exit first. During the episode, you will hear more about this journey and the exit option he chose when he was feeling completely burned out. You will hear about the next company he helped to turnaround and the challenges he faced with it being owned by a private equity firmed. After going through these different exits, Kenyon wanted to help other business owners plan out their exits and grow and sell their companies on their own terms. Every entrepreneur at some point hits a personal or business plateau, just as Kenyon had, and with the help of his training in Scaling Up (Mastering Rockefeller Habits) through Gazelles, he helps people see beyond these plateaus. The biggest takeaway Kenyon has for us is: “If you think you are stuck in your business and feeling like you are trapped, get some help… Try to get someone to bounce ideas off of. There are a lot of people who have gone through the same problems.” Thanks to Kenyon for sharing his experience with us and I hope you all enjoy today’s episode! Please leave me any comments you have in the section below. To help out this show, leave an honest review on iTunes. I read every review and your ratings will help the Life After Business Podcast gain exposure and hopefully help more business owners to exit happy!  Contact Information and Bio for Kenyon: Email: Kenyon@kenyonblunt.com LinkedIn: https://www.linkedin.com/in/kenyonblunt/ Twitter: https://twitter.com/kenyonblunt?lang=en Website: http://kenyonblunt.com/ Unstuck Website: http://unstuckbook.info/ Buy “Unstuck” on Amazon HERE Kenyon Blunt is an expert in growing small and medium-sized businesses. He likes to say that he has walked in the shoes of the business owner; he has founded and grown several companies in his career. Kenyon works with business owners and entrepreneurs to get unstuck and he knows how tough this can be especially with companies who have hit a bump in the road. In his last company, Kenyon led the turnaround of a struggling marketing services company. It was this experience and many before that showed him how businesses grow with core competencies he has labeled the Strategic 8: talent management, marketing, sales, operations, customer relationships, financial management, technology and innovation. Past Accomplishments Kenyon has a long career of building and running businesses. Some of the highlights of his career prior to forming his consulting firm are below; CEO of a marketing services firm that grew and increased profitability as a result a significant upgrade in talent and a refocusing of its strategy around marketing technology Founder and president of a database marketing company that Kenyon grew and sold after 10 consecutive years of high profitability Investment banker for small and mid-sized businesses. Kenyon personally assisted in the sale of 21 small businesses. Education & Affiliations BA, University of Kansas MBA, University of Kansas, concentration in Marketing Certified Gazelles coach,Gazelles.com Certified Topgrading professional,Topgrading.com Advisory Board Member, University of Kansas, School of Business Former Board Member, Grand Bank Executive Sponsor Entrepreneurs Organization of Oklahoma  

Do you have a realistic valuation of your company? A lot of business owners never actually know what their company is worth until they go to sell their business. It is important to know this earlier to be able to figure out what exit option makes the most sense. John Carvalho, president and founder of the middle market M&A advisory firm, Stone Oak Capital, as well as co-founder of Divestopedia, talks about the importance of starting to plan for your exit early so you can have time to get the valuation to where it needs to be. If a change in objectives or change in business is needed, you can back into that if not selling for another few years. The more time you have, the more able you will be to achieve the goals you want when selling your company. In today’s episode you’ll learn: How to structure your company sale Who to find as a likely buyer How to architect the financing behind the deal How to reverse back into what you want out of your exit Making a healthier business before sale In today’s episode, you will also get John’s expert advice on business valuations, exit options, how deals are structured, financing options, and we have a discussion on return on equity. With 15+ years of experience in the M&A space, John also tells us the three most important variables in value creation, one being to make sure you have a great M&A advisor. “A great M&A advisor increases value from that timeframe when you start to market the business to the timeframe you close the deal,” says John. My purpose for starting this podcast was to bring my listeners everything I wish I would have known when we sold our company. I am very grateful this podcast will be an added resource on John’s online publication site, Divestopedia, to further this mission. Co-founded with the founder of Investopedia, Cory Janssen, Divestopedia is an online resource for entrepreneurs who want to sell their business for the best price and terms. Thanks to John for sharing all of his M&A knowledge with us and I hope you all like today’s episode! Please leave me any comments you have in the section below and let me know what you enjoyed, didn’t enjoy, or want to know more about. To help out this show, leave an honest review on iTunes. I read every review and your ratings will help the Life After Business Podcast gain exposure and hopefully help more business owners to exit happy! Contact Information and Bio for John: Email: john@divestopedia.com LinkedIn: https://www.linkedin.com/in/johnpcarvalho/ Stone Oak Capital Website: http://stoneoakcapital.com/ Divestopedia: https://www.divestopedia.com/ Divestopedia Twitter: https://twitter.com/divestopedia Divestopedia Facebook: https://www.facebook.com/Divestopedia/ John is president and founder of Stone Oak Capital Inc., an M&A advisory firm as well as co-founder of the online publication Divestopedia. For over 15 years, John has served his clients on numerous financial advisory assignments and M&A transactions in various industries. John’s established professional network and his astute understanding of business operations on all levels, contribute to his demonstrated ability to create value in mid-market transactions. John holds the Corporate Finance designation, is a Chartered Business Valuator and a Chartered Accountant. He is also a member of the Association for Corporate Growth (ACG). John’s mission is to bring transparency and efficiency to private middle market M&A deals.

Richard Wilson creates and manages single family offices for ultra-wealthy families. He also is the founder of the Family Office Club with membership of over 1,500 families of similar net worth totaling over $1 Trillion in Assets. He started off doing risk consulting out of college and joined the angel investing and capital raising world before positioning himself as the thought leader on family offices. If you listen, you will learn: What is a family office The different types of family offices How to create a family office to manage your wealth and business Benefits of a holistic wealth management solution Importance of building a platform business expanding on your niche How a family office can reduce chaos and stress Family Office Defined There wasn’t a ton of knowledge being shared on family offices and Richard saw an opportunity to fill that gap. He saw the extreme benefits of creating a family office for wealthy families. For these individuals, even a 1% mistake on their finances or taxes can be very costly. Family offices are private wealth management firms that provide a more complete, holistic wealth management solution. They manage everything that affects a family’s balance sheet. They don’t just look at stocks, bonds, market exposure, etc. – They essentially manage everything in your life that has anything to do with finances and investments. Richard talks about three different types of family offices – single family offices, virtual family offices, and multi-family offices. He works with single family offices for the ultra-wealthy individuals working with families worth $50 million up to a couple billion! Single family offices are set up for just the wealth creator and their family. A single-family office has a staff that only serves that family all day long unlike the other two options. Family Office Deal Flow As previously stated, a family office manages to a family’s balance sheet. A family that has this high of net-worth usually has a portfolio including real estate investments, different businesses, and other assets. The office manages all of the family’s deals, income, and cash flow. They help mitigate risk and losses rather than just chasing returns. The family office staff has to understand the goals of the family. Usually the wealth creator of the family is passionate in a certain industry where they have built-up industry experience and connections. It is important that the family office has excellent deal flow within their niche industry. Richard explains the staff should continuously be looking at deals and making decisions that will “sweat for you (the family) day in and day out” without too much oversight. “People need a family office if they want to reduce chaos and stress, have a more holistic mindset and oversight on their assets and their service providers that are serving them, define their strike zone and their goals more, organize and prioritize their deal flow, and then as a result do all that so they have less taxes, less fees paid hopefully, as well as better returns because you are more focused and organized in what you’re doing. A little formalization can save a lot of time and grief,” explains Richard. Selling to a Family Office When selling a business, people sometimes do not think about selling to a family office. The reality is family offices buy companies all the time. There is a lack of knowledge of where to find a potential family office buyer and the benefits this kind of sale may provide. There are many benefits to selling to a family office. The long-term view is not just about the numbers like a financial firm. These families have deep resources and industry connections. They usually have knowledge and experience in the industry you are in if they are considering acquiring your company. Family offices usually stick with investments in a niche or that make sense in their portfolio. They could help expedite the growth of your company with their relationships and connections in the industry. Richard asks, “Do you want family office strategic money or dumb money.” Should you have a family office or possibly sell to one? Check out the podcast to find out how and hear more tips from Richard Wilson.  Contact Information and Bio for Richard: Email: richard@familyoffices.com LinkedIn: https://www.linkedin.com/in/singlefamilyoffice/ Company Website: www.familyoffices.com Company Facebook: https://www.facebook.com/familyofficeclub/ Family Office Podcast: http://familyoffices.com/podcast/ Richard C. Wilson helps $100M+ net worth families create and manage their single family offices and currently manages 14 clients including mandates with three billionaire families with a total of $5B of buy-side advisory mandates in place. Richard is also the founder of the Family Office Club, the largest membership-based family office association (FamilyOffices.com) with over 1,500 registered family office members. Richard has spoken at over 150 conferences in 17 countries, has the #1 bestselling book in the family office industry, The Single Family Office: Creating, Operating, and Managing the Investments of a Single Family Office and a recently released book called How to Start a Family Office: Blueprints for Setting Up Your Single Family Office. Richard has his undergraduate degree from Oregon State University, his M.B.A. from the University of Portland, and has studied master’s level psychology through Harvard’s ALM program while previously residing in Boston. Richard currently resides 10 minutes from downtown Miami on the island of Key Biscayne, Florida with his wife and three daughters.  

Dyanne Ross-Hanson started Exit Planning Strategies in 2005 when she realized the business owners that she worked with didn’t give much thought to how they were actually going to get out of their businesses. She saw a need to educate these owners and develop intentional plans for ownership transition. If you listen, you will learn: Why rewarding and retaining key employees is so important Four design variables of an incentive program for key personnel Difference between cash based and stock based incentive plans Different ways you can structure cash based incentive plans Ways to transition ownership financially to family members Tax implications for different incentive plans Key Employee Retention “The reality is that as an owner prepares for that inevitable transition, they recognize the importance of building as much value in the company as they can,” says Dyanne. There are many value drivers to look at when exit planning. Nothing is more important than recruiting, establishing, and retaining your “key bench.” This should be top priority well before talking about the sale or transition of your business. If you don’t have an employee retention or incentive program in place, you need to look into it ASAP! Key employees will help grow the company before the sale and make the actual deal more valuable because of their extensive knowledge and skill sets in the business. A solid employee retention program should be in place when these people are recruited and hired. You can assume that key performers will ask for it as a part of their compensation plans. Employee Incentive Plans If an employee retention or incentive plan is structured correctly, the plan will pay for itself. It should be a win-win for the business owner as well as the employee. Dyanne explains, “These key employee incentive plans aren’t an additional line item on your balance sheet or on your income statement. If properly designed, they are being completely funded by increased profit.” Not only should the program fund itself, when you go to sell your company, you should get a better multiple as well with the promise of these key people as continued employees.      Cash or Stock Based Plans You can structure your employee incentive plan to be cash based or stock based. Cash based plans are much more common and can include a cash payout, phantom stock option, deferred stock, stock appreciation, etc. Phantom stock is the most popular cash based plan. It gives a sense of ownership mentality to the employee without making them an actual minority owner. They don’t have equity in the business but have the characteristics of it. There is an annual award amount put in place and this would be broken up into units that are put into an account and fluctuate based on the actual value of the company stock. The best part about this option for the business owner is that if the employee leaves, they get a payment and don’t have to deal with minority ownership issues with them. Dyanne cautions if choosing a stock based incentive option that you should never give equity away in a compensation package before the employee has proven their value. You want to make sure this person will actually be an asset to your company as well as a key employee for any potential future owners. Key Podcast Takeaways The biggest mistake that some business owners make is they find an amazing key executive that they think may fit well or positively change their company culture and can take them to the promised land financially and decide to give them huge immediate cash bonuses or equity to lock in the relationship. The vision of having this person to help possibly relieve some of their own workload blinds them from future consequences of their decision. Giving away equity to someone that has not proven themselves or not having a strategic plan that ties the incentives to company growth or performance is setting the situation up for failure. The key is to have a plan backed up with legal documentation that will have the key employee working hard now, growing the value of the business, and incentivize them to stick around even after the company is sold. Find a way to align your business strategy, financial goals, and personal preferences and design an incentive plan to motivate your key employees in the short term, long term, and through any ownership transition. Contact Information and Bio for Diane: Email: drh@exitplanstrategies.com LinkedIn: https://www.linkedin.com/in/dyannerosshanson/ Company Website: www.exitplanstrategies.com Main Office Phone: 651-426-0848 Dyanne Ross-Hanson is President and Founder of Exit Planning Strategies, LLC. With 30+ years of experience, her firm specializes in helping business owners plan for what is likely the single most important financial event of their lives, ownership transition. Her mission is to act as an unbiased advocate on behalf of her clients and their families who require highly specialized, objective and comprehensive advisory services. As a component of that planning process, key employees play a critical ingredient to any successful transition. Retaining, rewarding and recruiting key talent is often a top priority for any business and its owner(s). When properly designed and communicated, these plans prove to be a significant value driver via increase in profitability. And by doing so, become “self-funded” in many respects. Dyanne shares her expertise and knowledge with numerous Professional Associations, Continuing Education Programs and published articles.  She is also a Vistage Speaker and has been featured on “The Exit Coach Radio Show” discussing the subject of Key Employee Incentive/Retention plans. Her most recent article on the subject matter can be found on the Construction Management Association online magazine, “Building Profits”. Dyanne is a strong supporter of her industry and community having served as President of the Twin Cities Society of Financial Service Professionals, President of the Minneapolis Estate Planning Council, Secretary of the Twin Cities Exit Planning Institute, Co-Chair of the Minnesota Business Ethics Awards, Member of the Upper Midwest Family Business Advisory Group and Foundation Board of Directors of St. Andrew’s Church.  

Stuart Sorkin is a lawyer and CPA who spent many years working for large accounting firms before starting his own law practice. His broad range of experience allows him to see how tax, financial, and estate planning are intertwined and become extremely important when selling a business. He took everything he learned working with large clients on business plans and estate planning and co-wrote a book called “Expensive Mistakes When Buying and Selling Companies.” If you listen, you will learn: Top mistakes made when buying or selling a business The importance of exit and post-acquisition planning How estate planning and the sale of the business are intertwined What is a Monte Carlo Analysis and how it can help with exit planning How key employees can increase the value of the business Keeping an up-to-date due diligence library will make the sale and transition easier The six ways an entrepreneur can exit their business Planning, Planning, Planning “Every entrepreneur exits his business in one of six ways,” says Stuart. “He sells it to family, he sells it to management, he sells it to a third party, he becomes an absentee owner, it gets liquidated, or he dies.” This is where planning comes in. If a business owner chooses not to have an exit plan that involves one of the first four choices, then the company will either be liquidated someday or they will die working in the business. An exit plan includes planning for the sale as well as post-acquisition. What is your real number? What are you going to do with the rest of your life? Stuart explains that many entrepreneurs have an inflated view of the value of their business and do not understand what needs to be done to fulfill their long-term financial plans. A vague exit strategy will set the deal and their life after business up for failure. Tax and estate planning are a part of financial and exit planning. Estate planning is big in family business scenarios. “It is not what you leave your kids, it’s how you leave it to you kids,” states Stuart. A business owner can save a lot in taxes or save their family that burden if they set up their plans ahead of time and look at all implications. Stuart stresses that one of the most important things is to have someone that is the quarterback and makes sure the right people are involved at the right time. You need to have someone who knows how these deals are run and how to set yourself up for success. Become An Absentee Owner Stuart gives the advice that business owners should have a plan that includes striving toward becoming an absentee owner to get the most value from their business. It is all about transferable value. How easy would it be for a seller to come in and take over operations? Smart owners bring in key employees or partners to handle areas of the business they are not necessary the most skilled at and also teach them to run the business without them. These key employees become essential in a successful acquisition. “By locking up your employees before you are in acquisition mode, you also increase the likelihood of success,” says Stuart. Get Ready for Due Diligence A business owner has to act like they are selling their business at any time. Having a due diligence library is part of this process. If someone would come with an offer tomorrow then everything would be ready. All the corporate records, annual minutes, financial statements, projections, etc. should be kept in one place and updated annually with the correct information. When you have to gather everything for due diligence, employees get nervous if it is not a normal occurrence. Acquisitions are scary. If it is made a normal occurrence and records are updated annually as a part of a process, then employees have nothing to worry about. If someone were to walk in your doors tomorrow with an offer to buy your company, would you be ready? Contact Information and Bio for Stuart: Email: ssorkin@shspc.com LinkedIn: https://www.linkedin.com/in/stuart-sorkin-84a528/ Website: http://stuartsorkin.com/ Co-Author of “Expensive Mistakes When Buying and Selling Companies” Buy Book Here Due Diligence Checklist Click Here Mr. Sorkin is licensed to practice law in the District of Columbia. He is also a Certified Public Accountant. Mr. Sorkin received a B.S in Accounting and Finance from the American University and earned his law degree from the University of Miami. He earned a Masters of Law in Taxation from Georgetown University. He spent seven years working for two international accounting firms before beginning his private law practice. During this period, Mr. Sorkin became proficient in utilizing computers for preparing financial and tax models to assist clients in the areas of structuring individual, corporate and real estate transactions including capital requirements and acquisition analysis. In addition to his legal practice, Mr. Sorkin has purchased, developed and managed several residential real estate projects in the Washington Metropolitan Area and Chicago. This varied background allows Mr. Sorkin to advise his clients from a businessman’s prospective as well as from legal or tax accounting prospective. Mr. Sorkin has been named to National Register’s Who’s Who in Executives and Professionals 2005-2006 and 2008-2009 and Madison Who’s who of Executive and Professionals 2008-2009. He is also the co-author of “Expensive Mistakes in Buying and Selling Companies.” Mr. Sorkin has been interviewed by the Wall Street Journal, Time Magazine, USA Today, Money Magazine and BankRate.com on various aspects of federal taxation. He is a frequent lecturer on exit strategies, estate planning and asset protection to various professional and small business organizations and associations. Full Show Notes: Ryan Tansom: Walking to Life After Business podcast, where I bring you all the information you need to exit your company and explore what life can be like on the other side. This is Ryan Tansom your host, and I hope you enjoy this episode.   [00:00:30] Welcome back to the Life After Business Podcast. This is Ryan Tansom. Today’s guest name is Stuart Sorkin. Stuart and I rallied back and forth on a lot of different things and it stems from his major experience over the last 30 years in M&A and his credentials and the book that he wrote. He’s got his JD LLM and CPA, so he comes at this topic from a lot of different angles.   [00:01:00]           [00:01:30] He wrote the book with a gentleman named Dick called Expensive Mistakes which I’ll tell you what I really wish I would have read prior to us in our company. We take a couple of the top mistakes that entrepreneurs make while they’re selling or packaging up their business to sell. Then we dive into some really, really cool topics like due diligence and all the different parts of due diligence that are important ways that you can actually become an absentee owner and how being an absentee owner will actually give you more money on the actual sale of your company.   We talk about how your corporate structure estate planning tax planning financial planning are all intertwined and looking at your structure in one big picture. In the show notes, I included links to Stuart’s book and then I also included a due diligence checklist that shows you the span of topics that are covered based on the conversation that Stuart and I have.     [00:02:00] This episode of Life After Business is sponsored by the Value Advantage. The Value Advantage is a platform delivered via peer groups and/or one on one to help you build a valuable company that can thrive without you, while putting an exit plan in place. You have the options to sell when you want to who you want for how much you want.   You’re able to manage the business by the numbers work in the business as much or as little as you want, and you fully understand how the business impacts your personal financials. If you want to know more check out the show notes or the website. Without further ado, here’s my interview with Stuart.   Good morning, Stuart. How are you doing today?   Stuart Sorkin: I’m doing great. How are you doing today, Ryan?   [00:02:30] Ryan Tansom:       [00:03:00]   I’m doing really good. I’m super excited for today because I got your book in part of my soul searching after the aftermath of us selling our company and your book is called the expensive mistakes. I don’t want to, for the listeners’ sake, if you can go back you’ve got many decades of experience in the M&A space but can you kind of give the general backdrop of your experience and what advice and what type of clients you normally work with?   Stuart Sorkin:     [00:03:30] Sure, well I spent seven years in the what was formerly the big eight. Now, I guess the big four five of which are the national office where I started their tax application software group and worked with early incarnations of the PC to do early spreadsheet analysis left there and spent the better part of two work went to work for a large firm in D.C. and spent the better part in 1987, ’88. Spent the better part of two years buying banks, failing S&Ls and banks down in Texas when the S&L crisis hit.     [00:04:00]       [00:04:30]       [00:05:00] That was probably my first major foray into it and then went to a boutique securities firm where I worked with small clients long mid-sized clients on capital raising. Putting the other business plans for financing et cetera. Then spent a chunk of time with a mid-sized firm doing mergers and acquisitions in estate planning, and the intertwined between estate planning and sale of business is something that’s commonly missed between people and has met Dick Stieglitz my co-author in Men’s Communications Group and we decided to write the book basically as a give back to small and mid-sized companies who would not be exposed to the issues that his experience and my experience over the last 30 years had come together. It was published initially in January of 2010 which was the first year that baby boomers started hitting 65.   Ryan Tansom: When I was reading and I was like, “Well, yup, I can relate,” because most of the listeners may or may not know my show that my dad and I when we sold there was some things that we could have done that would have saved us almost $1.6 million. I want to get into that because I think that touches in a couple of the different mistakes and you’ve got to like a total of 57 in this book.   [00:05:30] When you only go back to when you and Dick were starting to write this book, did you start with how many mistakes you know that are possible or like where did kind of book come into fruition?   Stuart Sorkin: [00:06:00] I think the book came into fruition. We sat around a table for a while and started thinking about the main of what we viewed as segregating the book into five main areas, which is from the seller’s side developing your business and getting it ready for the sale, the buyer’s side on the same token. Then looking at the transaction from the buyer’s side and the seller’s side, and finally the one that I think gets ignored significantly is the integration because closing is not necessarily success in a deal if you are an acquirer.   [00:06:30]         [00:07:00] The integration piece that I’ve seen many deals fall apart for failure to integrate properly, and then we started looking … then we put together, started talking about common things that he and I had seen and we had probably more than the 57, but I think we tried to look at the ones that we thought would be most valuable to the small mid-sized business owners that were more on a practical side. I think the book was tries to look at things from a practical perspective not just a legal accounting or business perspective, but what are the practical considerations you need to look at.   Ryan Tansom:       [00:07:30] Yeah, and I loved it and I wish I would have read it prior to selling because I mean you only do it once. Usually, if you’re a business owner and you know there are entrepreneurs out there that will continue to do it. For the general population of entrepreneurs, that’s their one big asset that they have sell and they don’t know the mistakes until afterwards. Like I alluded to in our situation.   There’s a couple of mistakes and I want to highlight and kind of dive in on your thoughts, but before we even get into the narrower subjects of a specific mistake when you’re working on the buy side sell side with these entrepreneurs, is there a way that you can summarize the main problem or strategy or the lack of strategy in this whole situation?   [00:08:00] Stuart Sorkin:       [00:08:30]   Okay, you’ve hit on the sell side. It’s really easy. It’s lack of a plan. It’s a failure to plan and that’s where the integration comes in is the failure to plan, one, what’s your target, what’s your real number? Many entrepreneurs have an inflated view of the value of their business but they also don’t necessarily understand how that business integrates in their overall financial plan. It’s really key in my mind that you figure that out.       [00:09:00] Secondly is, what are you going to do when you do sell the business? I think that is probably an area where because as an example with Dick, he knew he could not continue to work for the business post because it was his baby and he knew himself well enough to know that he would only be frustrated watching someone else handling his baby going forward. I think another major issue that on the sell side is, can you stay with the company? Should you stay with the company going forward?     [00:09:30]         [00:10:00] If you’re not staying with the company what are you going to do with the rest of your life? Because I’ve seen some very bad situations come up that people just don’t really have a plan, a personal plan post-acquisition. On the buy side, I think overestimation of how quickly you’re going to be able to integrate, failure to necessarily understand the cultural issues that you may have if you’re acquiring it with them if the acquirer is going to then put it in with another an existing business the cultural issues or I’ve seen major disasters in that area.   Those probably are the two significant sets that I looked, that I that I would see.   Ryan Tansom:     [00:10:30] Yeah, and I think you touched on a couple of big key points too, because it’s just really having an awareness of all this and what are the different variables which I think you guys spelled out pretty in a lot of detail in your book. The first of the exit or of the mistakes that I want to dive into which you kind of just touched down, which is the vague exit strategy.   You talked about and before I would go into it you had mentioned that, can you stay with the business can you not? I think the vague exit strategy includes a lot of different things. If you can say, when you say vague exit strategy is it timing the exit options, what do you mean when you say that?   [00:11:00] Stuart Sorkin:       [00:11:30]   Okay, it will vague exit strategy is one, have you, are you, if you’re exiting, are you going to be financially secure for the rest of your life? That is why the first thing if I spent working with a client before I can have it in LOI which is not the way I would prefer to work, but if I actually can develop a plan the first thing I want my client the client to do is to meet with a financial planner or their financial planner and run a Monte Carlo analysis for those who don’t know what the Monte Carlo analysis is.       [00:12:00] It is a analysis that most brokerage houses can run that says, based on you providing them your income and expenses they can tell you how much capital you need for the remainder of your life with a 90 to 95% certainty. The first question is, is to find out what the value, what you need to retire comfortably or to do the next deal of whatever that is.       [00:12:30] Secondly is, then you can then look and do a real value of the business. Then you can compare the two, if it’s a positive delta, meaning that the value of your business exceeds what you need then you can do a lot of sophisticated planning in the tax area with regard to transferring the subsequent generations and charitable remainder trust and other types of vehicles where you can reduce the tax liability on the eventual sale.       [00:13:00] In one case, recently I had a client who found out that he had a million positive delta and his view was, that instead of selling it to a third party where he would have gotten that million he was more interested in allowing his management to buy it because they would have had trouble meeting his what he thought his number needed to be. When he found out his number was lower, he could then sell it to his employees and preserve the legacy that he wanted to preserve.       [00:13:30] Knowing what you need and then knowing what the true value of the business is a starting point is important. Then we can look at especially if we have time. How do we add value to the business? How are we going to handcuff the employees? One of the things that I think that many people missed today when they talk about golden handcuff in golden employees is that, yes, you want to golden handcuff the employees to grow the value of the business, that’s a wonderful thing.   [00:14:00]       [00:14:30] If all of the sudden, your top sales guy gets a big check the day at closing what’s likely who he is going to stay? The idea here is the building a golden handcuff strategy that effectively creates a state bonus for the employee for your key employees because if you can deliver an intact management team for 12 to 24 months post-acquisition you will add anywhere from 25 to 100 basis points to your even a multiplier.           [00:15:00] Looking at how you can golden handcuff your employees and how to make it a win-win for them. Looking at things like, are you a mile wide and an inch deep which would make your acquisition issues? Are you look in my area in Washington, we have a lot of government contractors and the government contracting range. Do you have full and open contracts or are they my are they set asides based on a particular stance that you have which is going to affect the value of the business.   By looking at those things then we can look at how we can increase the value of the business, I work on a simple philosophy of business is like a three legged stool. There’s the accounting and finance. There’s the sales and marketing and there’s product delivery.   [00:15:30] All entrepreneur start by doing all three. The smart ones figure out what they’re not good at or what they’re not as good at or what they don’t want to do and they bring in either a key employee or partner to handle those things to prove to balance out the value of the business, those areas.   Ryan Tansom:   [00:16:00] Yeah, and I love how you touched on a couple of really good things about, I think there’s a constant challenge behind how do you actually structure the deals of key executives. How do you get them? Just writing a check is usually not aligning them with incentives and everything and that’s part of … We follow the value builder system by John Warrillow, not sure if you agree with that or not but he’s got the eight key drivers.         [00:16:30] This whole concept of value building I think is newer in the last few years because it’s a conscious effort to increase like you had said that multiplier on your pre-tax or your EBITDA. If you’ve got a delta or even a positive delta you’ve got the ability to increase the value of your company. Then there’s also ways that you can increase your net proceeds, so they kind of go back when you’re talking about how you structure everything where the net proceeds is what you’re concerned about in cash flow.   Stuart Sorkin: Correct.   Ryan Tansom:   [00:17:00] You’ve got the multiplier in the value of the company which is your gross dollar amount but how that turns into your actual proceeds is two different kind of things. I don’t know if we can separate those and how you distinguish the two or the different things that you advise people on how to approach different role-   Stuart Sorkin:   [00:17:30] I think that there are probably a couple of different things, one of the things that I look at is the idea of tying your employees then has to be a win-win. In order to make it a win-win, you’ve got to make it that hopefully that the value of locking these key employees up in the company will increase your sales proceeds by more than what you’re giving away to them.       [00:18:00] I think that some people don’t really necessarily look at how that plays in and that’s why as I said the idea of saying, “Okay, I’m going to sell the company and you’re going to have your stock options and you’re going to get ordinary income and nothing to lock you in post.”       [00:18:30] Yes, you’ve helped me build the value of the business but you haven’t necessarily added to your even a multiplier. The way to add the multiplier is the idea is that creating payouts as an example that I typically use would be that you might without LLCs or C-Corps because you can have multiple classes of equity you create a employee class equity which has vesting valuation because equity in a private company is basically wallpaper until a change in control.   [00:19:00]         [00:19:30] The idea of saying, if creating something that says you actually own this equity but if you leave you’re only going to get bought out on a portion of it based on how long you’ve been there. The other thing that I think is key about why like the equity piece Ryan is the idea is that I don’t believe in necessarily giving equity. I like the idea of saying to an employee, “You’re going to buy the equity out of after tax bonuses that I’m going to pay you.”             [00:20:00] The reason why I want to do that is that this helped … There are two types of employees in the world. There are those who were there for a paycheck and there are those who want have some entrepreneurial spirit. If someone is unwilling to forego the opportunity cost of the bonus versus actually buying your equity then they are probably not the right person in your management team because they are there for a paycheck not to help you grow the business.   Ryan Tansom: Right, they see that paycheck as a missing boat if they buy the equity.   Stuart Sorkin:     [00:20:30] Exactly. Therefore, so that and so it’s a way to test but then saying to them what with this equity class you’re going to get 10% or 15% of that as a capital gain rather than ordinary income. The point is that I’m also by having you buy this I’m saving you 20% or more in taxes when you sell the company. When I sell the company the employee now doesn’t have ordinary income they get capital gains.       [00:21:00] In exchange that it says you’re going to get 10%, 15%, 20% of closing, you’re going to get let’s say 50% or 60% at the early year out, one year after acquisition, or 30 days after constructive termination. If they mess around and try to transfer you think try to cut your salary you get paid, but the employee is wrong. Basically it says as long as the new acquire comes in and doesn’t mess with your compensation or your duties et cetera, you’re going to stay here.     [00:21:30] Now, the last piece of this is something else that people in my opinion you tend to miss and that is I quote a portion to a funded covenant not to compete, because a covenant not to compete is a license to sue. It is not anything else, but if all of a sudden I’m saying that is the dovetail portion of 10% or 20% is going to be paid out on a monthly basis starting at month 13 after acquisition as long as you don’t compete.     [00:22:00] If you do compete, the money gets paid into and it’s growing the employee has a choice of saying, “I’m going to forfeit it because I am competing,” or suing and saying, “No, I’m not competing.” Since the agreement provides prevailing parties gets their fees paid, it keeps both sides honest but you’ve also now delivered and locked up your management team for the acquirer for two years, which will maximize which I believe will significantly maximize your multiplier when someone comes in.   [00:22:30] Ryan Tansom:   It’s because, I like the word transferable value it’s how easy with the least amount of risk can someone come in and take over your operations. The reason that someone is willing to give more money or more basis points is because there’s less risk that all of the top people in the company are just going to walk away because there’s usually going to be impact of profit if they do.   Stuart Sorkin: [00:23:00] Ryan, the other point is this, by locking up your employees before you’re in an acquisition mode you also increase the likelihood of success, and because as you’re probably aware probably close to 60% of the deals that go to LOI do not close. A percentage of those deals are that you haven’t locked up your key employees.       [00:23:30] The acquire wants this key employee and the key employee now knows he’s got you over the barrel, and either interposes themselves in the negotiations which could have negative consequences or wants more money, or says, “If I don’t get I’m leaving,” and you can’t lock that person in the acquisition fails, so by locking up your key employees prior to starting the actual exit you increase your likelihood of success as well of closing as well as increasing the potential net proceeds.   [00:24:00] One other point I will make is that the- if you look at these quote bonuses that are being paid out to by the equity they’re really advantaged to the owner because what happens is most of these employees are in a lower tax bracket. If you bonus out the money and you say, “Okay, everything after the tax number goes back to pay for the stock.”     [00:24:30]     [00:25:00] Well the payment of the stock if it’s issued by the company is a nontaxable transaction, so therefore the CEO owner is maybe reducing his compensation by the amount of these bonuses, but he then gets back a larger after tax amount which can be distributed to them in the form of a dividend. During this period of time, you can reduce the note is outstanding, you can actually increase the owner’s cash flow.   Ryan Tansom: Interesting, I like it. With the 60% that fail of the deals, which by the way, I mean that that’s an astronomical amount and I wouldn’t be surprised that it continues to go up with the amount of companies that are going to market over the next few years. Other than some of the key employee issues … I mean I know there’s a lot of these different mistakes that you’ve-   [00:25:30] Stuart Sorkin:   The biggest mistake is we relay a quick story to you that I attended a seminar a couple of years ago where the head of Blackstone Acquisitions was talking and he put a question out the audience and said, “When do you sell your business?”       [00:26:00]       [00:26:30] From the audience, one year, five years, he says, “You’re all wrong. You’re going to sell it when someone wants to buy it.” Therefore, you always have to be ready for sale and the biggest reason why deals fell in LOI is not being prepared for due diligence and not having, not being ready. One of the things I also am a strong believer in is that once you are started to think about this, spend your time, spend the time to build your due diligence library, and then update it quarterly or semiannually because a number of the deals that I had seen fail were due diligence run loan because they weren’t prepared.           [00:27:00] The person who’s responsible for the due diligence is usually the owner entrepreneur who is usually the principal rainmaker. What happens when he’s spending three to six months doing due diligence? He’s not out there selling, and he’s not out there selling and due diligence runs three to six months, he blows his projections because he’s not getting these revenue figures he says, and either at that point in time the inquirer comes back and says, “Hey guys, you haven’t made projections. We want to hear and cut your purchase price.”         [00:27:30] At that point he’s got a real problem. He either accepts it or he walks away knowing he spent a ton on transactional fees and knowing that he has probably hurt the business significantly because employees don’t like to be in an secure position, and a company that fails on acquisition may lose employees at that point. Therefore, it takes you a period of time to rebuild the business at post-acquisition.   Ryan Tansom:     [00:28:00] Yeah, I honestly could not agree with you more. With our situation, I don’t want to dive into your due diligence thoughts but my little two cents is when all of a sudden you have to gather all this my dad and I have the luxury of being able to kind of Bolly the leadership back and forth for our employees and the selling and gathering the data. It is in a very intense amount of work because of the requirements and the questions that are being asked of you.         [00:28:30] I totally agree that having the ability to do that and not impact operations is huge, but then also the thing is your employees get wigged out if it’s not a normal operation to have that stuff. They’re like, “Why do we need this information?” All of a sudden like, for us I got to, VP of sales, who’s got 15 employees or sales people reporting to them, and all of a sudden you’re asking for the profitability or top contracts and like the diversity of the customer is, and he’s gone. Why are you doing that? That alone is almost more scary as an owner than the actual time it takes to get the information.   [00:29:00] Stuart Sorkin:         [00:29:30]   I think you hit the issue is that if when you’re dealing with the “employees” not the guys who exceed beyond a paycheck. Acquisitions are scary, and therefore it’s like you typically you see in an LOI as an example. Well, we want to talk to your key personnel. My comment is, you only talk, in my analyze you will only talk to my key personnel and you will only talk to my clusters once you’ve cleared every one of the other due diligence items. Only if there’s a problem with my employee or a customer, are you walking away.   Ryan Tansom:     [00:30:00] Let’s dive into your due diligence thoughts because unlike what it consists of because I think you’ve got a couple of different points in your book that talk about it, but going through it, it feels like a phone call and ask if you mean you’re going down there and it is like everything you could think of and more, so I don’t know if you can do with a light brush stroke touch on the different kinds of things and need to be ready.   Stuart Sorkin:     [00:30:30] Sure. Obviously, all of your corporate records if you are a corporation, do have you done all your annual minutes is the stock, is your stock but read correctly. I’ve seen a lot of deals where the stock register isn’t right and they’ve got stock that supposedly been redeemed that they don’t have or there’s a stockholder that’s out there. They haven’t talked to in 10 years, and then he comes out of the acquisition.       [00:31:00]         [00:31:30] Your stock records, your corporate records. I also believe you need to do a financial statement clean up. There are certain things that if you look at your financials there are may be things that you can do to make your financials look better. I have one client who had a very unique way of recognizing revenue that when they got a purchase order they recognize the revenue even though the purchase may not generate a profit, and by so and so what they would have is $15 million in sales and $6 million of bad debt right off, because they were recognizing the profit on the PO even though they have actually was no guarantee.         [00:32:00] By changing that, we changed that and it made financing also easier in the future for them, but the idea of looking into your financial statements. Also, planning is important you should be doing rolling two to three year projections out. Again, a lot of this stuff once you do the corporate records, once it’s not that difficult to do the annual up to know you need to do the annual update or if you only own one annual update. If you’ve been updating your … If you have done the things looked at your financials, are you presenting things right away? Do you have the right people in the right places?   [00:32:30] Ryan Tansom:   It’s the documentation too, so I think a lot of entrepreneurs come in for a fight and a fight. I can relate totally where you’re, I think you actually in your book you called it the Doo-Doo machine where you’re doing things constantly. When we sold a couple of our branches or we went through our deal. A lot of entrepreneurs or business owners can answer all these questions, but it’s like, “Okay, then show me.”     [00:33:00] Then, it’s like, “Oh shit, we’ve got to find our employment contracts, find and dig up our contracts with our customers and then they may or may not be consistent,” where are all of these things? I think that is almost more-   Stuart Sorkin:     [00:33:30] Well, that’s what I’m saying by building a library and it doesn’t take once, you’ve hit the real issue is that most doctors are spending 99% working in their business and 1% on their business. The idea here is, for some period of time, you need prior to deal, prior to ID, prior to setting price to have a secure computer where you’ve created a due diligence library, where all of the standard contracts are kept. Then on a quarterly or semiannual basis you’ll review that thing, and say, “Oh we got to put, we’ve got a new contract type here. We need to get that in.”   [00:34:00]         [00:34:30] Having that discipline will make the sale go a lot smoother because you just hit the other point, Ryan. Most of the things are in the entrepreneurs’ hat. It is not doing data dumps to the acquirer and his consultants, what does he not doing? He’s not working in the business. That’s why doing that data dump prior to it, so you can, yes, you’re going to be tied up a percentage of the time in the acquisition anyway but to the extent that you have done this planning at least you can continue to run your business at a reasonable level during the acquisition process until you have to reveal it to the employees.   Ryan Tansom:     [00:35:00] It is crazy amounts of work. Like we were office equipment distributor, so we wrapped Canon, Lexmark, Samsung, Dell, HP so it was like reseller agreements and those update there was like different discounts in the cash backs that we’d have with … I mean you have to like literally prove everything out. Depending on the buyer, the buyers are usually more sophisticated so they know what they’re asking for too.   Stuart Sorkin:     [00:35:30] You put the other when you mention the … The point is if you start doing this now before you’re in acquisition mode you say, “Hey, every quarter or every six months I want you to update your particular section Mr. employee.” They are not going to think that’s out of the ordinary when you’re in the due diligence month, because this was part of the new procedures that we’re putting in is that we want to standardize, we want to make sure everything’s all the records are good.       [00:36:00] In this way, you don’t have to involve that you can keep the number of employees who know what’s happening with regard to the acquisition down to a minimum. In my opinion that’s the key because rumors are not a good thing in acquisition mode.   Ryan Tansom: No, on time becomes your worst enemy.   Stuart Sorkin: Exactly.   Ryan Tansom: I want to jump into your mistake number 19, which I thought was really interesting because it’s the financing options and what’s available out there. I’ve got a keynote presentation that I’ve done where it’s, I think there’s a lot of misperceptions and so I would say the statement that a lot of people think there’s two options.   [00:36:30] One, where they bring it to market and they get a big check and then they walk away or two they have some long drawn out non-profitable family transition, but there’s a plethora of options in between. Can you kind of just give some …?   Stuart Sorkin: Well, let’s put it this way every entrepreneur exits his business the one of six ways, he sells it to family, he sells it to management, he sells it to a third party, he becomes an SP owner, it gets liquidated or he dies.   [00:37:00]       [00:37:30] If you don’t choose one of the first or the last two become the obvious choice, and within that framework you have to look at with management sales. The biggest issue you have to look at is and this is the first one of the first questions I asked my clients in looking at when you talk about financing is, “Okay, Mr. Entrepreneur, if you would drop dead tomorrow what is the ability for this company to get to look at bank loans?”   Oh, back to that, “Well don’t you think the since in probably 70% of the acquisitions you’re going to take back paper from this company that you would like to improve your credit risk now?”   Ryan Tansom: No.   [00:38:00] Stuart Sorkin:       [00:38:30]   So that again goes to the employee how important employees are is how do you improve your credit risk that you’re going to get paid once you sell? Some of the financing pieces on sale depending on this one issue of one of the other chapters called the unemployable salary, because the fact is earn outs and earn outs are a wonderful vehicle as long as you are capable of saying, “This is no longer your baby and someone else is raising your baby and you may not agree with their decisions,” but you have to sit there and say it’s their baby now.     [00:39:00] That so, earn outs and I think the key also in earn outs is they have to be written in a way that is clear understandable and relatively easy to calculate. I’ve seen some litigation over what does the earn out mean, and how is it calculated? It needs to be extremely specific when you get into actual writing of the documents of how the earn out is going to be calculated.   Ryan Tansom: [00:39:30] Well, making sure that if you’re the seller that you can control your numbers that the earn outs based on, because I mean I’ve heard, if it’s a profitability earn out based on net profit or something where all of a sudden your “new boss” decides to buy a bunch of new trucks and that hits your profitability you no longer hear.   No, because they decided to cap X, at the end of the quarter.   Stuart Sorkin: [00:40:00]       [00:40:30] In fact, I just had one recently where it was going to be in that and we fought and wanted to change it to a gross profit, because it was we had a situation where we knew that the seller wasn’t going to be very happy, but the fact is, they had not spent a lot on infrastructure in the last couple of years and there was going to be a major hit to EBITDA. In this case, it was important to keep this person happy, so we went to a gross profit to avoid them taking as big a hit, in some cases depending on how much you want to penalize that, that would be a case where you would probably lay out in advance saying, “Hey, you haven’t bought computers for any of your staff in three years.”       [00:41:00] That’s $100,000 is going to go to EBITDA, you understand that it’s going to hit your earn out number and making sure that if you’re going to do and or not based on that, if there’s either control or at least some understanding of what the GNA increase or decrease is going to be at that point.   Ryan Tansom: Well, and making sure, just a little note on that too is to not I’ve seen people where they play the games where they’re not investing in their infrastructure trying to increase their profits, so that way they can get a bigger number on because it’s a bigger multiplier.   The multiplier is a bigger number because they’ve been profitable more, but then people look at that stuff and they say, “It’s going to need this much,” so they end up paying for it one way or the other.   [00:41:30] Stuart Sorkin:   Well, you’ve also you also hit another issue that I think is S Corporations are not the best vehicles for acquisitions, for being sold in some ways, because the problem is. If you get an LOI towards at the end of the third quarter and you’re not going to close until after the first quarter.   [00:42:00]         [00:42:30] I’ve seen banks go through absolute hysterics because the owner is doing all his tax plan, because it’s an S Corp to minimize their income. They’re looking at three quarter, three quarter is a very profitable, and all of a sudden fourth quarter the numbers drop like a stone because he’s doing tax plan. That’s another thing that people have to be concerned at least consider is, that if you are going to sell in a period it’s going to go over your year end and you are an S or an LLC where you’re doing tax planning.   You have to consider what that may do to your finding to the acquirers financing because they’re look at three quarters and all of the sudden they don’t understand why your revenue has dropped, or your profitability has dropped dramatically. You’re doing it for tax planning and so that’s another thing to consider is that you may have to not do as much tax planning in that here a sale.   [00:43:00] Ryan Tansom:         [00:43:30]   You’ve touched on this term of tax planning, so I want to get your two cents. I find that there’s a lot of misperceptions out there that tax planning is one bucket. You’ve got a estate planning which is one bucket. Financial planning which is one bucket and then like your corporate structure is another bucket. The reality is, it’s like one big a Rubik’s Cube and that’s some of the problems where we ran into that, we could have had a lot more money in that because we should have looked at it all holistically. Tax planning while you’re just doing the normal year end like you had said is way different than how like what your structure is, and estate planning is not just having a power of attorney and a trust. Whipped up for 10 grand.   Can you explain how all of these impact the net proceeds as?   [00:44:00] Stuart Sorkin:       [00:44:30]   As I said, I think the first thing is that the entrepreneur needs, now what the net proceeds needs to be to achieve whatever their next step is. That’s financial planning comes in is, how much you need to do whatever you’re going to do for the rest of your life or also with the net framework, is this your last rodeo or are you going to potentially do another deal? Because if you’re going to do another deal part of tax planning and expenses, maybe using troughs to take some of the chips off the table that the next deal doesn’t work you have protected them.     [00:45:00] The idea of also, the estate planning has some significant issue potentially in family business scenarios because some of the biggest fights I’ve ever seen in my practice have been where you have one or two children in the business, and one and two children out of the business and then you decide who’s going to leave equal shares to the four kids. Having non-work operating working children in a business and operating children they have completely different goals, and I have seen families destroyed over that issue.   [00:45:30] I look at it as party or state plan you should be looking at that if you have a family that’s not in the business, how you’re going to equalize the estate and keep the children out of the business? Or how you’re going to minimize that in a way that is not going to harm the business? I mean that’s part of the estate planning.     [00:46:00]       [00:46:30] Within the estate planning also though is with the higher exemptions and so on, a estate planning from a tax perspective is less important than some ways of, it’s not what you leave your kids, it’s how you leave it to your kids. The idea is it’s an example that I’m working on and I’m working on a project now with the client. Their biggest assets, they are own vineyards. Their biggest asset is the real estate, but the real estate doesn’t generate cash for liquidity purposes for the state taxes.         [00:47:00] The idea of doing transfers currently or over time into trust that will not be subject to tax again for a number of generations. Makes sense. You have to look at what are the composition of the assets and how they play in. With regard to tax planning on the sale, you also don’t want the tax tail to wag the dog. We may or may not have the tax bill this year. If we do have a tax bill this year, or maybe be certain clips that will come, it could come in at a certain period of time.     [00:47:30] Sending our artificial deadlines for taxes can hurts you and net proceeds because the acquirer knows you have that deadline, and if you have a deadline they have a lot more control over the transaction. You have to integrate the income tax, the long run income tax, short run income tax, the estate tax issues. What you’re going to do afterwards, all the part of your financial plan is one.     [00:48:00]       [00:48:30] Obviously your corporate structure is important because I’ll give one other piece. In family transactions if they are not service corps probably the best and most efficient way to potentially do it by out of the senior generation is through a corporate redemption and being a C Corp, because the first $100,000 of taxable income in the C Corp is tax at $22,000, which is considerably less than taking $100,000 out in excess of your normal income and then giving it to your dad, well you’re paying 40% on it. The idea here is this is also some tax plan with regard to …       [00:49:00] A lot of times in the family deals, some second generation will buy a small portion of the stock and then the corporation will redeem the stock at a more favorable tax rate.   Ryan Tansom:         [00:49:30] I think, I mean there are so many different ways and that’s why I love the Rubik’s cube analogy, because depending on what your goal is you get to back from the goal because I’ve heard even horror stories. Actually I was talking to this gentleman, he’s a friend of mine. He’s had a firm similar to mine down in Texas. Worked for the minimum of net worth of $25 million families, and this family is worth like 400 million or something like that. They sold 60% of their, his big huge, that the retail chain to a trust that all these different tax things, but then all of a sudden the company blew up I guess and they did really well.   The dad could not afford to pay the tax bill even though his kids got rich because they were the beneficiaries of this …   [00:50:00] Stuart Sorkin:       [00:50:30]   Yeah, and that’s another point that I’m going to make to you is that clients need the choice of your business entity well in fact the type of trust that you use, because GRATs spreads the rental retained interest trust are okay for S Corps and LLC’s and the owner, and they work because what happens is you make the gift and you get depreciation out, but the senior generation is paying the income taxes.   If you have a C Corp that is only going, and the reason why that’s important is do they trust reaches the top tax bracket at about $14,000 of ordinary income, so you do not want a lot of ordinary income running through in irrevocable trust.     [00:51:00] Flow through entities don’t work with the irrevocable trust unless they are GRATs or other types of Grantor Retained Interest Trust where the grantor was willing to pay the taxes on the other side. The point is, if you have a C Corporation then why would you ever use it GRAT, you would be … because the irrevocable trust gets to pay the same pay for capital gains treatment as an individual.     [00:51:30] Why would you want to grantor to pay tax at capital gains taxes on the sales proceeds when that could be paid by the trust at the same rate?   Ryan Tansom: It’s just one big huge jigsaw puzzle.   Stuart Sorkin:     [00:52:00] Well, and here’s another thing that I think people should also consider is, in some cases the entrepreneur are still supporting the parents, is now supporting the parents. One of the things that I’ve been using recently is setting up the selling maybe your contribution to a charitable remainder trust for the benefit of parents to supplement their income and getting a significant charitable deduction to reduce the tax liability in the year of sale.   Ryan Tansom: [00:52:30] Yup, there’s just so many and this is a huge long technical rabbit hole that I know that you and I could probably volley back and forth for a long time. I think the biggest takeaway. I mean it is so intertwined and all has to do with your goals, your timing, and even like you I think you’ve alluded to it in your book where depending on whether you sell it, of one of the six ways each way that you’re planning on exiting will determine all the ways that you’re back and technically from this.   I think making sure that you understand the correlation between your exit options and goals versus all this technical stuff.   [00:53:00] Stuart Sorkin:   Ryan, let me add two quick points on what you just said. One is, well I said there’s six ways to sell your business. If that’s the way to sell your business is when you’re an absentee owner, so you should be, every entrepreneur should be striving to be an absentee owner because that’s when the business is most valuable because the one thing that’s going to happen after the acquisition generally is the owner wasn’t going to be there.   [00:53:30]         [00:54:00] Striving to become an absentee owner and the other thing that I’ve raises that you have to make sure that your professionals, the problem today with large firms is, the large firms have become highly specialized and with that high specialization one of two things happen in either something that leader have five different partners who are going to learn, who are going to have to learn about your transaction to make sure it’s all covered or something is going to get missed.   That’s why it’s really important to have someone who is going to be the quarterback and make sure that the right people are involved at the right time. That’s where the value ad is to make sure that you have the right people in the right place and the right questions are being answered.   [00:54:30] Ryan Tansom:   I sat in that exact position right, where we had a CPA from a large firm in town with an attorney from a large firm in town. As an entrepreneur who was the guy, we know how to sell the hell out of IT services and your office equipment all that stuff. You sit across from all of these suits thinking that they should know all this stuff, and you don’t realize that your attorney isn’t specialized in M&A that they’re actually specialized in employment law.   Stuart Sorkin: [00:55:00] Exactly, and the thing is or you’re smart you’ve worked with the same attorney for 30 years, and he’s a great attorney but he’s not an M&A specialist.   Ryan Tansom: Oh such a huge deal.   Stuart Sorkin: This is the biggest sale in your life other than the real estate, you need to have someone who actually knows how these deals run.   Ryan Tansom:   [00:55:30] Well, and I know how they run and the interesting comment that I heard from the gentleman [Tiganos 00:55:24] who was on our show back in January, so he said it impacts the continuing ed. If you’re a CPA that doesn’t do M&A for a living, why would you stay up on all of the stuff that we talked about because it’s not important because you’ve only done one in your entire life versus the person that’s done 10 this year.   Stuart Sorkin: Right, exactly.   Ryan Tansom:   [00:56:00] As we’re run low on time here, I was just you … You hit on a huge thing because I was actually gonna ask it to you, and I think you already answered it, which is striving to be the absentee owner. If most entrepreneurs are in the duty machine where they’re doing doing, doing, which is 90% of the time and they’re only working on the business 1% of the time striving to be the absentee owner should be their goal.   Stuart Sorkin:     [00:56:30] And there are two … When they say, there are a couple … First off is this, if you don’t do that you become the biggest backup in the business. If you are the biggest back up in the business what ends up happening, those that are entrepreneurial. If you have to, if the entrepreneur has to make every decision you’re going to alienate those people in your management team who have entrepreneurial spirit because they’re going to figure they can’t do. They can’t make any decisions, and all you’re going to end up with yet, then, or you’re going to end up with this, yes, man in management. Therefore, if you’re not there the business falls apart.   Ryan Tansom: [00:57:00] Yeah, and I think it’s like the best gift on earth which is your sole goal is to work yourself out of a job.   Stuart Sorkin: Exactly.   Ryan Tansom: Your company is worth more because you did it.   Stuart Sorkin: Exactly.   Ryan Tansom: That’s it. I don’t know if you are familiar with the book snowball by Warren Buffett?   Stuart Sorkin: Yes.   Ryan Tansom: I mean that’s what Warren does. That’s what Berkshire Hathaway is where he goes in there he understands it and then he delegates until all he has to do is read the financials.   Stuart Sorkin: Yeah, agree.   Ryan Tansom: [00:57:30] I don’t know if there’s anything we haven’t covered that you want to make sure that you know we reiterate or there’s one thing you want to highlight before we kind of wrap up?   Stuart Sorkin:   [00:58:00] I think the reiteration is this needs to be planned. If you wait and just say, “Okay,” and then someone comes to you with an LOI, you’re going to get a lot less proceeds and as I analogize it, one of the statements I make the client says, “Until you get the LOI, you are like the prom queen and everyone wants to date you.”         [00:58:30] The minute you sign the LOI, the shoe is on the other foot and the acquirer will do everything they can to potentially reduce the price. You need to make sure that when you do the LOI that you’ve got someone … If I see a two-page LOI I’m concerned. LOI needs to specify and also another point within that specification.   I’m a big believer that if you have a formal that’s been used to calculate the purchase price that you use the formula in the LOI. In case there is something that hiccups in due diligence regarding revenue, you don’t get into a fight at that point over what the new number is.   [00:59:00] That to the extent you can be a specific, you can build things that have flexibility with regard to where the wheel can fall apart in the LOI and prevent you’ll have a more, a larger chance of closing taking the LOI closing if it’s built as a flexible document but detailed.   Ryan Tansom: Great advice. Absolutely love it. Stuart, what is the best way our listeners can get in touch with them?   [00:59:30] Stuart Sorkin:   Well, they can contact me through my website which is stuartsorkin.com, or they can reach me by e-mail at ssorkin@hspc.com.   Ryan Tansom: Stuart, thank you so much for coming on the show.   Stuart Sorkin: My pleasure.