Disruptive Successor Podcast: Recent Episodes

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Grant and Erin Stahla are the inspiring husband-and-wife co-founders of Stahla Services, a premium restroom and shower trailer rental company. Starting with a single trailer after college, they have disrupted a traditional industry by providing hospitality-level service and a product often described as a "hotel bathroom on wheels." Guided by their values and a passion for entrepreneurship, they've grown their family-run business across multiple states. The Stahlas are also the creators of Stahla Leads, an innovative online marketplace designed to help other vendors in the sanitation space grow their businesses by connecting them with qualified customers.

SHOW SUMMARY

In this episode, host Jonathan Goldhill chats with Grant and Erin Stahla about their incredible journey of transforming the portable sanitation industry. Grant shares the origin story of starting the business right out of college and how he and Erin joined forces to scale it with a commitment to quality and service. We explore how they innovated a commodity product into a premium experience, the systems they've used to scale effectively, and the genesis of their second company, Stahla Leads. Grant and Erin also offer an open and honest look at the dynamics of running a business as a married couple and how their faith serves as the foundational core for their leadership, culture, and life balance.

KEY TAKEAWAYS

• Innovating a Commodity: The Stahlas elevated the standard porta-potty into a premium experience with amenities like flushing toilets, running hot water, A/C, heating, and Bluetooth sound systems, effectively creating a new market category.
• Values-Driven Leadership: Their faith is the "core of everything." They strive to run their business "like Jesus would," which informs everything from their company culture and customer service to maintaining perspective and life balance.
• The Dynamics of a Couple in Business: Erin shares that success as a married couple in business requires acknowledging the ups and downs, communicating openly, and finding a flexible balance that works for them, rather than enforcing rigid rules.
• From Internal Problem to New Venture: After spending over a million dollars on Google Ads and finding most leads were outside their service area, they created Stahla Leads—a marketplace to sell those leads to other vendors, turning a marketing challenge into a new revenue stream.
• Building to Sell, But Inspired to Hold: While they use the "build to sell" framework to ensure the business is systemized and valuable, their true inspiration comes from legacy companies like Chick-fil-A, focusing on long-term growth and value creation over decades.
• Scaling with Intention: The Stahla have intentionally scaled using systems like the Entrepreneurial Operating System (EOS), software like HubSpot and Smartsheets, and a commitment to embedding their core values across all locations to maintain quality and culture.

QUOTES

• "We really want to be that rising tide that lifts all ships within our industry."
• "We want to do this business like Jesus would. So we want to own it like Jesus would and just manage like Jesus would."
• "Anything that you do, there's going to be some low moments and some hard things that you're gonna have to talk through, whether that's like purely a coworker or a coworker who happens to be your spouse."
• "If we're gonna have a business, we wanna do it right and we wanna keep building it."
• "Such a basic thing. But also it, it's so different than the standard plastic porta-potty."

Connect and learn more about Grant & Erin Stahla:
Grant Stahla's LinkedIn: https://www.linkedin.com/in/grant-stahla/
Erin Stahla's LinkedIn: https://www.linkedin.com/in/erinstahla/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Marshall Rabil is the third-generation President and CEO of Hubbard Peanut Company, the country's oldest specialty peanut brand, famously known as "Hubs." Founded by his grandparents in 1954 in Sedley, Virginia, Hubs is a household name celebrated for its super extra-large Virginia peanuts. Before taking the helm, Marshall cultivated a global perspective, working in sustainable development and education in Japan and around the world. He later gained invaluable industry experience as a specialty food buyer at Whole Foods, inspired by the principles of Conscious Capitalism. In 2016, Marshall returned to his roots, bringing a vision to blend the company's rich tradition with modern innovation, community engagement, and long-term growth.

SHOW SUMMARY

In this episode, host Jonathan Goldhill sits down with Marshall Rabil to explore the journey of leading a 70-year-old family legacy into the future. Marshall shares how his experiences abroad, from Japanese villages to international development projects, shaped his desire to use the family business as a catalyst for positive change in his own rural Virginia community. We dive into the nuts and bolts of this transformation, from turning an old grocery store into a vibrant community hub to competing against private equity-backed giants. Marshall offers a candid look at the delicate balancing act of honoring his grandparents' legacy while implementing new technology, marketing strategies, and, most importantly, navigating the complex dynamics of family ownership and succession.

KEY TAKEAWAYS

Business as a Community Catalyst: Marshall is using the business as a force for good, transforming an old grocery store into "The Hubs Vine," a community event space, and forging deep partnerships with the local food bank through initiatives like the "Homegrown Harvest" festival.

The Value of Outside Experience: The Rabil family mantra was to "go and work for someone else first." Marshall’s time in international education and at Whole Foods provided him with a unique perspective that has been crucial for innovating within the family business.

Navigating the Private Equity Wave: Instead of selling to private equity firms that are acquiring competitors, the Rabil family chose to reinvest in their business. Hubs differentiates itself by focusing on its premium quality, its authentic story, and strategic partnerships with brands like Orvis.

The Toughest Challenge is Family Alignment: Marshall reveals that the most critical and time-consuming challenge isn't operations or scaling, but getting the multi-generational family owners aligned on corporate governance, especially the buy-sell agreement.

Modernizing a Legacy Brand: Marshall is spearheading the adoption of new technologies, from a sophisticated Shopify Plus website and data analytics tools to exploring automation on the production line, ensuring the brand remains relevant.

Patience in a Legacy Business: Leading a 70-year-old company requires patience. Marshall emphasizes the need to take a step back, understand different family perspectives, and accept that meaningful change takes time.

QUOTES

"I was really starting to think how can business, um, be a catalyst for change in our community?"

"I was always encouraged to go out and do something before you want to come back here. So that was always kind of our family mantra was, you need to go and work for someone else first."

"I think our value has multiplied because of some of those efforts. But it required a lot of work."

"Of the seven things that you mentioned, that [family alignment on corporate governance] is the one that is taking the most time and attention... because you have to get the family on board."

"I have to remind myself too, you know, take a step back. You'll get there. I like things to happen a little quicker than they do sometimes."

Connect and learn more about Marshall Rabil and Hubbard Peanut Company:
LinkedIn: https://www.linkedin.com/in/marshall-rabil-83a24a15/
Company LinkedIn: https://www.linkedin.com/company/hubbard-peanut-company-inc/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Ronald Stein is a professional engineer, energy literacy advocate, and the Pulitzer Prize-nominated co-author of Clean Energy Exploitations. With decades of experience designing and building refineries for major corporations like Bechtel and Fluor, Ron possesses a deep, nuanced understanding of the energy sector. Thirty years ago, he and his wife, June, founded PTS Advance, a staffing and workforce solutions firm specializing in complex industries like energy and life sciences. After successfully growing the company, they transitioned ownership to their two sons 15 years ago. Now, Ron dedicates his time to educating policymakers, business leaders, and the public, serving as a columnist for America Out Loud News and an advisor to the Heartland Institute on energy policy.

SHOW SUMMARY

In this eye-opening episode of the Disruptive Successor Podcast, host Jonathan Goldhill sits down with Ronald Stein to challenge everything you think you know about energy. Ron explains the dangerous lack of "energy literacy" plaguing our leaders and policies. He draws a critical distinction: renewables like wind and solar only generate electricity, whereas fossil fuels are the foundation for the petrochemicals that create over 6,000 essential products, from iPhones and medical devices to the very components of EVs and solar panels. The conversation delves into the successful generational transition of Ron's family business, PTS Advance, and unpacks the severe economic and national security risks of misguided energy policies, revealing the hidden truths behind the global push for a "green" transition.

KEY TAKEAWAYS

• Energy vs. Electricity: A Critical Misunderstanding: Ron clarifies that "energy" and "electricity" are not interchangeable. Wind and solar generate electricity, but they cannot create the physical products derived from the petrochemicals in fossil fuels that our modern world is built on.
• Everything is Made from Oil: Our materialistic society, including "green" technologies like EVs, wind turbines, and solar panels, is fundamentally dependent on the 6,000+ products derived from oil. Getting rid of oil means getting rid of the building blocks of modern life.
• A Family Business Success Story: Ron shares how he and his wife built PTS Advance from the ground up, successfully transitioned it to their sons, and strategically hired a non-family CEO, leading to massive growth and an eventual acquisition.
• The Perils of Poor Policy: California's push to eliminate in-state oil production has ironically made the state over 70% dependent on foreign oil imports, creating a significant national security risk and driving up costs for consumers.
• The Hidden Costs of EVs: Transitioning to electric vehicles eliminates the gas tax revenue that maintains roads, while the heavier weight of EVs causes more road damage, creating a future funding crisis.
• The Unethical Side of "Clean" Energy: Ron argues that mandating EVs financially incentivizes the exploitation of labor (including child labor) and environmental degradation in countries like China and in Africa, where the raw materials for batteries are mined.
• The Nuclear Resurgence: As a reliable, emissions-free, and continuous power source, nuclear energy is gaining worldwide momentum as a practical solution for our electricity needs, requiring far less land and materials than wind and solar.

QUOTES

• "Wind and solar only generates electricity. They make no powers, no insulation, no asphalt, et cetera, et cetera. Whereas oil, all the products we have today didn't exist 200 years ago."
• "If you get rid of oil, you get rid of electricity, you get rid of EVs. The EV is a hundred percent made with oil."
• "Instead of being 5% dependent on foreign imports for crude oil, we're now more than 70% dependent... And that is a national security risk for America."
• "My passion is to stimulate conversations about energy literacy because most of our policy makers are misunderstanding the word energy."
• "I think it's unethical and immoral to provide those financial incentives for those countries to continue to [exploit people and the environment]."
• "There's a worldwide movement toward nuclear 'cause we want affordable, reliable, continuous electricity, also emissions free electricity and nuclear is providing that."

Connect and learn more about Ronald Stein and his work:
LinkedIn: https://www.linkedin.com/in/ronaldstein/
Email: ronald.stein@energyliteracy.net
Book: Clean Energy Exploitations on Amazon
Company: PTS Advance: https://www.linkedin.com/company/pts-advance/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Jeff Ustin is the Vice President of Western Bagel, the first bagel shop in Los Angeles. He helps carry on his great-grandfather’s 75-year legacy while leading the brand’s national and international expansion. Under his leadership, Western Bagel has become a West Coast staple, blending New York tradition with LA innovation. Carrying on a rich 75-year legacy, Jeff is the great-grandson of David Ustin, a union bagel baker from New York City who founded Western Bagel in 1947. Jeff grew up immersed in the business, learning every aspect from sweeping floors at 3 AM with his father, Steve, to managing retail stores. Under his leadership, Western Bagel continues to blend New York tradition with LA innovation, expanding its reach nationally and internationally while preserving its strong family values and commitment to employee

SHOW SUMMARY

In this episode of the Disruptive Successor Podcast, host Jonathan Goldhill talks with Jeff Ustin, Vice President of Western Bagel. Jeff shares the fascinating history of his family's 75-year-old bagel business, from its New York roots to becoming a West Coast staple. The conversation explores the unique challenges and triumphs of generational transitions, maintaining a strong company culture based on loyalty and respect, and the ongoing efforts to modernize and expand the brand in a competitive market. Jeff offers valuable insights into balancing tradition with innovation, adapting to consumer trends, and navigating market shifts like the COVID-19 pandemic, all while staying true to Western Bagel's core values.

KEY TAKEAWAYS

• A Legacy Built on Hard Work and Family: Jeff highlights how Western Bagel's 75-year success is rooted in the tireless dedication of his great-grandfather and father, who instilled a strong work ethic and passion for the business from a young age.
• The Backbone of Employee Loyalty: The longevity and success of Western Bagel are largely attributed to their deep respect for employees, many of whom have been with the company for decades, fostered by an open-door policy and a family-like culture.
• Balancing Tradition with Innovation: Western Bagel masterfully combines its New York bagel heritage with an LA touch, creating a less dense bagel that appeals to the local market while continuously exploring new products and adapting to modern consumer preferences like high-protein options.
• Modernizing for the Next Generation: The company is actively investing in social media, hiring PR firms, and exploring new concepts to connect with younger customers and expand its brand presence, ensuring relevance in a constantly evolving market.
• Strategic Expansion in a Competitive Landscape: Jeff discusses the deliberate planning behind market expansion, emphasizing the need to "hit hard" when entering new areas and the constant evaluation of opportunities in wholesale, private label, and potential new factory locations.
• Lessons from Adversity: Navigating COVID-19: The pandemic, while challenging, pushed Western Bagel to adapt and grow, particularly in delivery services, leading to valuable operational improvements and a stronger, more resilient business.
• Sticking to Your Core and Giving Back: Jeff emphasizes the importance of focusing on what the company does best – making authentic bagels – and its unwavering commitment to community involvement and stewardship through charitable giving.

QUOTES

• "You're only as good as your employees that you have. You need to be loyal to them. They're the backbone of your company."
• "If you don't change with the times, you're gonna fail."
• "You gotta know what you know and what you don't know... you gotta put that ego aside and, and trust people and learn."
• "We know we have the best bagel out there. We take pride in our bagel. We use the highest quality ingredient. I mean, it's a, it matters to us."
• "There's always something good that comes outta something horrific."
• "You gotta help those that need help... we believe that's our job as a, as a company, is to help those in need."

Connect and learn more about Jeff Ustin and his company:

Jeff Ustin's LinkedIn: https://www.linkedin.com/in/jeff-ustin-307a1710b/
Western Bagel: https://westernbagel.com/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Adam Frederico grew up in Utah, surrounded by entrepreneurial family members, including his father, Russell Frederico, the founder of what is now Frederico Outdoor Living. A BYU graduate from the Marriott School, Adam spent 8 years in Chicago working in corporate America, startups, and consulting. He later pursued an MBA from The University of Chicago Booth School of Business. It was during this experience that Adam decided to buy the family business and grow within the green industry. Adam aims to expand upon the 40-year legacy his father started. The company has been named to Lawn and Landscape Magazine’s “Best Places to Work” list multiple times, had projects featured in the Utah Valley Parade of Homes, and has won four “Best Landscaping Awards.”

SHOW SUMMARY

In this episode of the Disruptive Successor Podcast, host Jonathan Goldhill talks with Adam Frederico, a next-generation leader who took over his family's landscape business, Frederico Outdoor Living. Adam shares his journey from corporate America to entrepreneurship, his experience implementing the Entrepreneurial Operating System (EOS), and the challenges and successes in transitioning and growing the family business. With insights on leadership, culture, and maintaining family harmony, this episode provides valuable lessons for anyone involved in a family business or considering a significant business transformation.

KEY TAKEAWAYS

• Transitioning from Corporate to Family Business: Adam shares his personal journey from working in corporate America to taking over his family’s landscape business, Frederico Outdoor Living.
• Implementing EOS for Growth: Adam discusses how he successfully implemented the Entrepreneurial Operating System (EOS) to streamline operations, align his team, and drive business growth.
• Leadership and Family Harmony: Key insights into the challenges of leading a family business, maintaining family harmony, and creating a balanced leadership culture that fosters success.
• Overcoming Challenges in Business Succession: Adam highlights the unique obstacles of transitioning leadership in a family business, and how he navigated those challenges to ensure continuity and growth.
• Lessons for Next-Gen Leaders: Valuable advice for the next generation of leaders in family businesses, emphasizing the importance of leadership, culture, and strategic vision.
• Creating a Strong Company Culture: Adam explains how fostering a positive company culture has been instrumental in driving both employee satisfaction and business success.
• Advice for Family Business Owners: Practical lessons on how to sustain and grow a family business while preserving the legacy of previous generations.

QUOTES

• "Entrepreneurship for me was taking something that was existing and making it better."
• "What differentiates a company is the process... It's how we deliver that client experience."
• "People don't care how much you know until they know how much you care."
• "It's not just about catching a vision and talking about growth, it needs to be a co-created vision."
• "When those [one-on-ones] are consistent and really thoughtful, we are doing very well because the team feels aligned."
• "The green industry is a bit slow to adopt newer management practices... but it’s important to connect with employees on a personal level."

Connect and learn more about Adam Frederico and his company:

Adam's LinkedIn:https://www.linkedin.com/in/adamfrederico/
Adam's Company: Frederico Outdoor Living:
https://www.linkedin.com/company/frederico-outdoor-living/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at
www.DisruptiveSuccessor.com

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Joe Olwig and Shaun Lee are the co-founders of 6 Levers – an organizational consulting firm known for their 6 Levers framework. They are also co-authors of the best-selling book, "At the Heart of Work: Rethinking what it takes to build organizational health with the 6 Levers Framework."

Prior to co-founding 6 Levers, Joe served as the VP of Organizational Solutions at Mission Matters Group. He holds dual master’s degrees in business administration and education leadership from Saint Louis University.

Shaun previously served as COO of Haven for Hope, the largest homeless services campus in the U.S. He earned an MBA from the University of Texas, San Antonio.

SHOW SUMMARY

In this episode of the Disruptive Successor Show, host Jonathan Goldhill welcomes Joe Olwig and Shaun Lee, founders of 6 Levers, to discuss their innovative framework outlined in their book, "At the Heart of Work: Rethinking What It Takes to Build a Healthy Organization." The conversation delves into the six essential levers—Identity, Leadership, Focus, Rhythm, Cohesion, and Momentum—that form a comprehensive system for improving organizational health and performance. Highlighting case studies and practical steps, this episode offers invaluable insights for leaders in family businesses, startups, and rapidly growing companies looking to create more engaged, resilient, and profitable organizations.

KEY TAKEAWAYS

• Six Essential Levers for Organizational Health: Joe Olwig and Shaun Lee discuss their framework from the book At the Heart of Work, which focuses on six key levers:
  • Identity
  • Leadership
  • Focus
  • Rhythm
  • Cohesion
  • Momentum
• Comprehensive System for Improvement: These six levers form a holistic approach to enhancing organizational health and performance, providing leaders with a structured way to address key challenges.
• Practical Insights for Leaders: The episode includes practical steps and case studies to demonstrate how these levers can be applied to improve engagement, resilience, and profitability in organizations.
• Target Audience: The framework is especially valuable for leaders in family businesses, startups, and rapidly growing companies aiming to create a more engaged and successful workplace.
• Focus on Organizational Health: The conversation emphasizes the importance of building a healthy organization, not just focusing on profits, but also fostering an environment where employees are motivated and cohesive.

QUOTES

• "They just felt like they had a framework for growth for the first time. A framework to consider different strategic opportunities as a team, whereas that might have sat with just the CEO for a while."
• "Anyone can pick up this recipe, but you don’t have to start from the beginning... you can pick up any particular lever and start working with that and then add another lever."
• "There’s really three core ways... first is focusing with the senior leadership team, we have a six-month journey we call leading together... to help them become a cohesive, high-performing leadership team."
• "Leading with Intention is designed for individual leaders who want to work on sharpening and improving their relational side of leadership... how to show up more like a coach, lead with more vulnerability, and develop more self-awareness."

Connect and learn more about Joe Olwig and Shaun Lee.
Joe Olwig’s LinkedIn: https://www.linkedin.com/in/joe-olwig-757755139/
Shaun Lee’s LinkedIn: https://www.linkedin.com/in/shaun-lee-1122a131/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Andrew Morris, the founder of Sam’s Caribbean Marketplace, a business that has become a cultural landmark since its humble beginnings in 1993. Andrew’s journey is a true testament to perseverance, innovation, and the power of dreaming big.

In 1979, Andrew arrived in New York from Jamaica with just $50 and a vision for a better life. After building a career in publishing and earning an MBA from Columbia, he took a bold leap of faith—leaving a stable job to venture into an industry he knew nothing about. What started as a small family-run grocery store named in honor of his late father-in-law, has now grown into a thriving business that serves customers across 100 miles with same-day delivery of Caribbean groceries and meals powered by cutting-edge AI technology.

From baking 70,000 patties a year in a $200 oven to revolutionizing delivery services, Andrew and his family have created something truly special. Tune in to hear his incredible story of entrepreneurship, community-building, and embracing the future while staying rooted in culture.

SHOW SUMMARY

In this episode of Disruptive Successor, host Jonathan Goldhill interviews Andrew Morris, the founder of Sam's Caribbean Marketplace. Andrew shares the inspiring story of how he emigrated from Jamaica to New York with just $50 and built a successful Caribbean food superstore and cultural landmark. He discusses the challenges and triumphs of running a family business, from overcoming initial skepticism to leveraging technology for growth. The conversation delves into the importance of community support, cultural preservation, and adapting to market changes. Andrew also touches on the significance of family involvement in the business and his vision for future growth through online sales and innovative delivery services. The episode provides valuable insights for entrepreneurs, especially those looking to build and sustain a legacy in the family business.

KEY TAKEAWAYS

• Entrepreneurial Journey: Andrew Morris emigrated from Jamaica to New York with just $50 and built Sam's Caribbean Marketplace into a successful cultural and business landmark.
• Family Business Challenges & Triumphs: He shares lessons learned from navigating skepticism and growing a family-run business.
• Leveraging Technology: Andrew highlights how adopting technology has played a key role in scaling the business.
• Community & Cultural Impact: The importance of community support and preserving Caribbean culture has been central to the marketplace's success.
• Adapting to Market Changes: Andrew discusses how staying agile and adapting to evolving market demands has sustained the business over time.
• Future Growth Vision: He outlines plans to expand through online sales and innovative delivery services.
• Insights for Entrepreneurs: The episode offers practical advice for entrepreneurs aiming to build and sustain a family legacy in business.

QUOTES

• "We couldn't have done it without wonderful employees... we've had some really good people and some terrific customers."
• "We’re really community-oriented... we just love our customers. We love our employees and we thank them all.
• "We’ve been around for 31, going on 32 years... we’ve experienced setbacks along the way, but we’ve never looked back."
• "I probably could have done without the MBA, but it helped with the mindset."

Connect and learn more about Andrew Morris.

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Ryan Chute is an award-winning creative strategist and the driving force behind Wizard of Ads. Specializing in helping small businesses transform into big brands, Ryan delivers divergent sales and marketing solutions that accelerate profitable growth without the typical friction. With a background in retail and automotive industries, Ryan has become a secret weapon for businesses aiming to punch above their weight and dominate their market. His unique approach focuses on reducing friction and creating value-driven customer experiences, making him a sought-after expert in strategic marketing.

SHOW SUMMARY

In this episode of Disruptive Successor, host Jonathan Goldhill is joined by Ryan Chute, an award-winning creative strategist and key figure behind Wizard of Ads. Known for his ability to aid small businesses in becoming dominant market players, Ryan discusses his unique approach to sales and marketing that focuses on reducing friction and emphasizing unique value propositions. He shares valuable insights from his challenging early experiences in high-friction industries like retail and automotive, and his pivotal educational journey at the Wizard Academy under Roy Williams. Ryan offers practical advice on brand messaging, curating inventory, and the importance of building strong customer relationships. The episode also touches on different business models and how small businesses can leverage their unique strengths to compete effectively. Whether you're a business owner or aspiring entrepreneur, this episode provides actionable strategies to help you differentiate and grow your business.

KEY TAKEAWAYS

• Value Over Transaction: The true differentiator for businesses is the value they provide beyond basic services. It's essential to identify what makes your business unique.
• Empathy and Connection: Successful marketing isn't just about getting attention; it's about connecting emotionally with customers and building long-term relationships.
• Curated Offerings: Simplifying offerings and curating inventory can significantly increase sales efficiency and customer satisfaction.
• Customer Expectations: Modern consumers expect convenience, speed, and empathy in their interactions. Meeting these expectations can set a business apart from its competitors.

QUOTES

• "Beliefs are worthless, but values shape how we show up in the world."
• "Do the right thing always and forever, and then charge appropriately for it."
• "The stories that stand 600 feet above the competition are the ones that hold value."
• "The biggest problem in the arena of selling and growing businesses is doing something that gets noticed but holds their interest."
• "Less is actually going to sell you more stuff."

Connect and learn more about Ryan Chute
https://www.linkedin.com/in/wizardryanchute/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Dan Frosh is the director at the Merrill Center for Family Wealth. He works with enterprising families to navigate the complexities of wealth and family dynamics, aiming for multigenerational success. A trained attorney, Dan has previously served as a senior advisor at Cambridge Family Enterprise Group and writes and speaks internationally on family enterprises and family wealth. He is the co-author of an upcoming handbook for advisors on business families and family businesses.

SHOW SUMMARY

In this episode of Disruptive Successor, host Jonathan Goldhill is joined by Dan Frosh, Director at the Merrill Center for Family Wealth. The discussion focuses on preparing for the transfer of ownership to the rising generation in family businesses. Topics include the importance of aligning on a family vision, developing the necessary skills and knowledge for future owners, and navigating governance structures. Dan shares insights from his experience and co-authored book, providing valuable advice for family business leaders. The episode concludes with the significance of collaboration and holistic planning to ensure smooth ownership transitions.

KEY TAKEAWAYS

• Family Business Succession Planning: Importance of preparing both ownership and leadership succession in family businesses.
• Role of Next Generation: The Significance of the rising generation in creating and driving the vision for the future of the family business.
• Governance Essentials: The need for appropriate governance structures that evolve with the business through different generations.
• Core Skills and Education: Developing financial literacy, understanding business operations, and governance knowledge are crucial skills for the next generation.
• Collaboration and Communication: Vital role of clear communication and collaborative decision-making between generations in ensuring smooth transitions.

QUOTES

• "What hat are you wearing in each meeting as a board? You know, when the board meets, you put on your board hat and you think of it as a board member on a day-to-day basis. You're thinking of it as a family, a family employee. You're both a family member and an employee."
• "Make sure that the agenda is clear. What hat you're wearing and what type of topics and issues you are talking about during that meeting."
• "Both generations need to be moving together in this process... If one runner is just standing still waiting for the baton to come, they're going to get passed immediately."
• "Collaboration is super key for smooth ownership transition."
• "Where you see senior generation family members who are reluctant to bring the next generation into the discussions... adopting this mentality of, 'I'm the owner, they're not an owner yet, so I will decide and I will tell them what will happen.'"
• "You need each one of them—business coach, wealth manager, family wealth manager, lawyers, and accountants—to really be successful."
• "Aligning on the vision becomes really important as well... they're inheriting or they're being gifted an enterprise that they might not totally agree with."

Connect and learn more about Dan Frosh.
https://www.linkedin.com/in/dan-frosh-92759b9/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Dann Van Der Vliet is the John and Dyan Smith Executive Director of the Smith Family Business Initiative (SFBI) at Cornell University. Cornell has been named as one of the “25 best schools for family business” by Family Capital in 2015. As the founding director, Dan guided the launch and growth of one of the leading educational centers for family business. He designed and developed the Leaders in Family Enterprise course, and he also teaches executives and next-generation leaders through the Cornell’s external education and eCornell programs.

Under his tenure, the Smith Family Business Initiative has developed the Cornell Case Competition for Family Ownership, the Mentors Forum, and the Family Innovations Summit.

SHOW SUMMARY

In this episode of Disruptive Successor, host Jonathan Goldhill is joined by Dann Van Der Vliet, the Executive Director of the Smith Family Business Initiative at Cornell University, to discuss the Rising Gen Survey. This survey provides unique insights from over 200 college students about their perceptions, challenges, and aspirations regarding family businesses. Key topics include the importance of communication, succession planning, and the qualifications necessary for the next generation to take over family enterprises. The episode also explores the survey's demographics, the cultural impacts on family business continuity among international students, and the evolving role of technology. Dan shares surprising findings and emphasizes the need for effective governance and addressing generational concerns to ensure smooth transitions in family businesses.

KEY TAKEAWAYS

• Communication is a top concern among next-gen family business leaders.
• There is a need for next-gen leaders to feel qualified and credible when returning to the family business.
• Cultural differences significantly impact family business dynamics and the likelihood of next-gen participation.
• Technology brings new opportunities for growth and scalability but also challenges for traditional family business structures.
• Educational programs play a crucial role in bridging gaps and preparing the next generation for leadership in family businesses.

QUOTES

• “Legacy can be a bit of a burden for the next generation.”
• “15% of next-gen leaders cited communication as their number one concern.”
• “Technology has allowed us to be much more remote with what we do, but not all businesses can be run remotely.”
• "One disruptor is when an unexpected sibling returns to join the family business."
• “How do you even attract next-gen leaders? Sometimes it’s really about letting them come to you.”

Connect and learn more about Dann Van Der Vliet.
https://www.linkedin.com/in/dannvdv/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Fletcher Wimbush is the CEO of three innovative firms in the Talent Acquisition space, with a decade of experience revolutionizing the hiring process. He has developed groundbreaking assessments and hiring systems that help leaders build high-performing teams through repeatable and consistent hiring practices.

Fletcher’s approach has transformed hiring, reducing turnover, improving engagement with top talent, and allowing CEOs to focus on business growth, personal time, and successful exits. His work provides a pathway to a brighter future for companies and their leaders, breaking the cycle of hiring despair.

SHOW SUMMARY

In this episode of the Disruptive Successor Show, host Jonathan Goldhill welcomes Fletcher Wimbush, CEO of three firms in the talent acquisition space. Fletcher shares insights on revolutionizing the hiring process, leveraging innovative assessments, and implementing best hiring practices to drive business results. The conversation delves into his journey of taking over his father's business, the significance of hiring the right talent, and the role of AI and technology in modern recruitment. Practical advice on improving hiring processes and creating a culture of referrals is discussed, making this episode valuable for leaders in family businesses and growing enterprises.

KEY TAKEAWAYS

• Revolutionizing the Hiring Process: Fletcher shares strategies for transforming hiring practices, focusing on how innovative assessments and best practices can drive business results and build high-performing teams.
• AI & Technology in Recruitment: Fletcher discusses the role of AI and technology in modern recruitment, highlighting their effectiveness in streamlining processes and improving decision-making.
• Building a Referral Culture: Practical advice on fostering a culture of referrals, helping companies attract top talent and create stronger, more engaged teams.
• The Importance of the Right Talent: Fletcher emphasizes the critical role of hiring the right people to support business growth and success, drawing parallels to leadership in family businesses.
• Scaling & Growing Enterprises: Insights on how streamlining and systemizing hiring processes can empower business leaders to focus on growth while reducing turnover and improving company culture.

QUOTES

• "People who see that the world is a half-glass empty... they generally aren't very good performers. They're difficult people."
• "Make it a priority, reward the referral, not the outcome... It's about Jonathan, you were kind enough to think about me and send someone my way."
• "If you do it, and you put in the work, and you make it intentional... you can become the employer of choice."
• "Hiring will be completely done by AI in the future. I say 10 years. It can be done today, frankly... but human acceptance is what's stopping it right now."
• "Hiring is the most significant thing... making sure you have the right people in the right seat, doing the right things, and doing them right."

Connect and learn more about Fletcher Wimbush.
https://www.linkedin.com/in/fletcher-wimbush/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Ryan Malone is the Director of Maintenance at Malone’s Landscape Management, a company recognized twice on the INC. 5000 list of fastest-growing private companies. Ryan works alongside his family to provide exceptional landscape maintenance services, focusing on company culture and helping others grow. Outside of work, he’s achieved personal milestones like summiting Mount Rainier multiple times, completing a full Ironman, and finishing a 100-mile ultramarathon. Ryan’s dedication to hard work, growth, and excellence is at the core of both his professional and personal life.

SHOW SUMMARY

In this episode of Disruptive Successor, host Jonathan Goldhill welcomes Ryan Malone, the director of maintenance at Malone's Landscape, soon to be the COO. They discuss the challenges and strategies behind scaling a family business, especially the remarkable growth of their maintenance division. Ryan shares his journey from collegiate athlete to business leader, emphasizing the crossover between extreme endurance sports and business resilience.

The episode provides insights into succession planning, team culture, and the importance of discipline and vision in achieving business goals. Plus, Ryan talks about balancing personal extreme endurance challenges with professional demands, underscoring how setting big goals and breaking them into manageable steps can lead to success both in business and personal endeavors.

KEY TAKEAWAYS

• Scaling a Family Business: Ryan shares strategies for growing a family business, focusing on the significant expansion of their maintenance division.
• Endurance Sports and Business Resilience: Drawing parallels between extreme endurance sports and business leadership, Ryan emphasizes how both require discipline, perseverance, and resilience.
• Succession Planning & Team Culture: Insights into preparing for leadership transitions and fostering a strong, family-like company culture that supports growth and success.
• Balancing Personal and Professional Goals: Ryan discusses how setting big, manageable goals in both personal endurance challenges and business ventures can lead to long-term success.

QUOTES

• "It's incredibly difficult. It’s not easy. It’s going to test you in every way possible. But really think about the life that company has helped you live."
• "Success sort of brings with it a sense of complacency. And so having the discipline and the drive, it's enough to do it in business or maybe in family life or in sports... but to combine those two seems unattainable."
• "It was almost like a warning that that wasn’t a good route... which I think ultimately gave me some fuel in the fire, to really make this thing work."
• "The family business is a great opportunity financially... It gives you much more job security than you're going to get in a non-family business."
• "I’ve been disciplined in different areas, but never had to put it all together at one time... it taught me a wealth of discipline."
• "When you change your life, you change your business as well.

Connect and learn more about Ryan Malone.
https://www.linkedin.com/in/ryan-malone-asm-55002499/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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ABOUT THE GUEST

Scott Canon CEO of BigRentz, a leading procurement software company that connects over 6,000 rental companies and 14,000 rental yards across the U.S. With their extensive network, BigRentz can deliver equipment and services to 90% of job sites within 30 minutes, cutting down on transportation costs, which make up 40% of rental expenses.

Under their leadership, BigRentz has evolved from a start-up into a powerful platform that helps contractors streamline procurement. The construction industry, which has struggled with low productivity growth, faces significant inefficiencies, costing the economy over $177 billion each year. BigRentz’s upcoming software, LIFT, uses AI and GIS technology to optimize procurement by analyzing job sites, vendor behavior, and delivery patterns. Set for release in 2025, LIFT promises to revolutionize the way construction professionals manage equipment, materials, and labor.

SHOW SUMMARY

In this episode of Disruptive Successor, Jonathan Goldhill discusses how family businesses in traditional industries like construction and equipment rental can modernize their operations with Scott Cannon, CEO of BigRentz. The conversation covers the challenges these businesses face, such as labor shortages and slow technology adoption, and explores how centralized procurement platforms can improve efficiency and profitability. Scott shares his journey from a logistics company to leading BigRentz, and provides insights into overcoming barriers to technology adoption. The episode also addresses the significance of strategic planning and cultural shifts within family businesses to adapt to modern advancements.

KEY TAKEAWAYS

• Modernizing Traditional Industries: Scott Cannon, CEO of BigRentz, shares how family businesses in industries like construction and equipment rental can modernize operations.
• Challenges Faced by Family Businesses: The conversation highlights key challenges, such as labor shortages and slow adoption of new technologies, that these businesses encounter.
• Benefits of Centralized Procurement: Scott discusses how centralized procurement platforms can enhance efficiency and boost profitability for family-run businesses.
• Scott’s Journey: He shares his transition from managing a logistics company to leading BigRentz, offering valuable lessons in business evolution.
• Overcoming Technology Barriers: The episode delves into how businesses can overcome obstacles to adopting technology and the importance of embracing innovation.
• Strategic Planning and Cultural Shifts: Scott emphasizes the role of strategic planning and necessary cultural changes within family businesses to stay competitive in today’s tech-driven landscape.

QUOTES

• "The most difficult personal things that my clients have had to go through is firing or letting go or having a difficult conversation with a legacy employee... He's not on board with managing other people in a way that is more current."
• "Young people, especially Gen Z, right? They want to be involved in decisions. They want to feel like they have a say."
• I think this needs to be planned. I think it requires the family to sit down and really look at their core values and be able to identify them."
• "We just have to, as business people, be more aware of what's going on and can't have our head in the sand."
• "Where that next generation is brought into the process... and there has to be a family dynamic to allow for conversation."
• "Some do it well, many don't. And it's, these are lessons to be learned and to apply in the future."
• "Succession planning is a really foreign concept to a lot of business owners... there's so much resistance to doing it."

Connect and learn more about Scott Cannon:
https://www.linkedin.com/in/sccannon/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Dylan Milroy is a trusted advisor and employee-focused business leader in the home services industry. As the founder, owner, and operator of Better Basements and Waterproofing, Dylan has mastered the art of driving lead flow and building a standout company culture that promotes success and employee retention. He is known for his belief in prioritizing employees over customers, which he argues leads to better service and customer satisfaction in the long run. Dylan's innovative approaches and dedication to best practices in the construction industry make him a thought leader in his field.

SHOW SUMMARY

In this episode of the Disruptive Successor podcast, Jonathan Goldhill is joined by Dylan Milroy, founder and operator of Better Basements and Waterproofing. Dylan shares his journey from starting the company out of necessity to building a strong, employee-focused culture that prioritizes employee satisfaction and retention over traditional customer-centric models. The discussion covers key topics such as the importance of hiring workers with high moral character, balancing productivity with employee well-being, and implementing effective review bonus programs. Dylan also addresses the challenges of disrupting traditional industry practices, leveraging innovative marketing strategies, and managing growth while maintaining quality service. The episode provides valuable insights for next-generation leaders and entrepreneurs looking to make a significant impact in their respective fields.

KEY TAKEAWAYS

• Focusing on employee satisfaction can lead to higher productivity and better customer service.
• The waterproofing industry has traditional, time-tested methods that are often more effective despite being labor-intensive.
• Continuous education for employees can foster passion and commitment, especially in industries that require manual labor.
• Effective marketing strategies, including honest and direct communication, can differentiate a business in a competitive industry.
• Using advanced tools and technology can improve efficiency and job satisfaction for employees.
• Customer reviews and feedback are crucial for building trust and reputation in the market.
• Balancing operational management with strategic marketing efforts is essential for growing a business.
• Vision and purpose within a company should align with long-term personal and professional goals, creating a supportive environment for employees.

QUOTES

• "If you're painting a vision big enough for yourself that they can fit in, then your dreams should be bigger than their dreams for themselves."
• "Too many businesses are hyper customer focused when in reality, they need to be more focused on their employees."
• "You can't look into everyone's past and you're not expected to, but you do have to have your guide posts and you have to continue to look at them and it makes a big difference."
• "There's one thing that's important in any business, especially a physically demanding business like yours, it's balancing productivity with employee well being."

Connect and learn more about Dylan Milroy.
https://www.linkedin.com/in/dylan-milroy-5b8ba395/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.comDylan Milroy is a trusted advisor and employee-focused business leader in the home services industry. As the founder, owner, and operator of Better Basements and Waterproofing, Dylan has mastered the art of driving lead flow and building a standout company culture that promotes success and employee retention. He is known for his belief in prioritizing employees over customers, which he argues leads to better service and customer satisfaction in the long run. Dylan's innovative approaches and dedication to best practices in the construction industry make him a thought leader in his field.

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Charlie Leichtweis is the founder of Experts in How LLC, a business consultancy focused on family businesses and helping them create successful legacies. With over 40 years of experience, Charlie has served as a C-suite executive, advisor, and board member for numerous family-owned businesses. He is also the author of two books, 'The Power of Respect in Business' and 'The Power of Legacy,' which provide insights into leadership and the unique challenges of family businesses. His extensive experience makes him an expert in guiding family businesses towards sustainable success.

SHOW SUMMARY

In this episode of the Disruptive Successor podcast, Jonathan Goldhill is joined by Charlie Leichtweis, founder of Experts in How LLC, about the intricacies of family business succession and legacy. They discuss the importance of generational engagement, governance, and the challenges and conflicts that arise in family businesses. Charlie shares his extensive experience working with family-owned businesses and his insights from over 40 years of advisory and executive roles. They also touch on the significance of understanding the family business legacy, the need for effective communication, and respect within the decision-making processes. The episode highlights lessons from Charlie's books, 'The Power of Respect in Business' and 'The Power of Legacy.' Charlie emphasizes the interconnectedness of succession planning and family dynamics and offers guidance on fostering a successful legacy in family businesses.

KEY TAKEAWAYS

• Importance of Family Legacy: Understanding and preserving family legacy can prevent conflict and guide business sustainability.
• Generational Engagement: Early and continuous engagement of all family members fosters better relationships and smoother succession.
• Governance Structures: Effective governance, with a separation between family council and board of directors, aids in informed decision-making.
• Conflict Resolution: Addressing and resolving conflicts through respect, trust, and communication is crucial.
• Leadership and Succession: Clear processes for leadership development and succession planning help mitigate family disputes.
• Purpose and Values Alignment: Articulating and aligning family and business values ensures coherent decision-making.

QUOTES

• "Family legacy is related to family values and their understanding of what their purpose is and how to carry that forward." - Charlie Leichtweis
• "Less than 3 percent of families make it to generation 4." - Charlie Leichtweis
• "Respect builds trust, trust builds relationships, and relationships are the key to leadership." - Charlie Leichtweis

Connect and learn more about Charlie Leichtweis.
https://www.linkedin.com/in/charlesleichtweis/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Christopher Morrison is the co-founder and CEO of TeamDynamics, a groundbreaking platform that redefines team collaboration by focusing on team dynamics rather than individual personalities. With a background at leading consulting firms like McKinsey and a successful track record in tech startups, Christopher brings a wealth of experience in organizational psychology and team performance. His innovative approach has helped companies like Meta, Splunk, and Hilton optimize their team effectiveness, making him a sought-after expert in the field.

SHOW SUMMARY

In this episode of the Disruptive Successor podcast, Jonathan Goldhill is joined by Christopher Morrison, co-founder and CEO of Team Dynamics, who shares his journey from consulting at McKinsey to pioneering a platform that enhances team dynamics. The discussion emphasizes the importance of understanding team behaviors, leveraging smart frameworks for optimal performance, and the value of leadership buy-in and cultural cohesion in achieving business success. Christopher also elaborates on his tool, Team Dynamics, which provides actionable insights into team interactions, and contrasts it with traditional individual-focused assessments. The episode wraps up with practical advice on implementing these innovative tools for improved team effectiveness.

KEY TAKEAWAYS

• Team Dynamics Concept: The platform measures and categorizes team behaviors to enhance collaboration and productivity.
• Framework Dimensions: TeamDynamics uses four dimensions: Communicating, Processing, Deciding, and Executing, to assess and improve team interactions.
• Leadership Buy-in Essential: Successful implementation requires leadership support, clear narrative, understanding of frameworks, and integrating these practices into daily workflow.
• Addressing Skepticism: Overcoming resistance involves demonstrating the actual impact of these tools on team performance.
• Professional & End Users: The product is used by both consultants and organizational leaders across various industries.

QUOTES

• • 'One of the primary challenges in family businesses is fostering effective teamwork and collaboration.'
• • 'Knowing when you've put enough in the problem isn’t the organization and its investment in that individual. The problem is that individual.'
• • 'What defines good leadership a lot of the time is ownership and accountability as the leader around your performance and buy-in of the team members that you're leading.'
• • 'There is no single best way for a team to work together. It’s a function of who’s on the team, what the team is tasked with, and the broader organizational context.'
• • 'High performing teams know how they prefer to work and know when it’s time to flex outside their comfort zone.'
• • 'One of the most important leadership qualities, which is chronically under emphasized, is flexibility.'
• • 'Once you start to see the impact, then a lot of that skepticism starts to fall away.'
• • 'In the cases where the answer is no, then your responsibility as a leader is to make a change and to take your team in a different direction.'

Connect and learn more about Christopher Morrison and his company.
https://www.teamdynamics.io/contact

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Kelly Finnell is a leading expert in Employee Stock Ownership Plans (ESOPs) with over 40 years of experience. As one of the nation’s premier ESOP consultants, Kelly has designed and executed numerous ESOPs and has shared his expertise at more than 300 conferences and meetings globally, including in London and Sydney.

In 2010, Kelly authored "The ESOP Coach: Using ESOPs in Ownership Succession Planning," the most comprehensive guide on ESOPs available today. He has also published numerous articles on the subject, further establishing his authority in ownership succession planning.

Kelly’s firm, Executive Financial Services, established in 1981 and based in Memphis, Tennessee, is dedicated exclusively to ESOPs. With a highly qualified team, they have successfully executed transactions in 38 cities across 19 states, focusing solely on ESOPs.

SHOW SUMMARY

In this episode of the Disruptive Successor podcast, host Jonathan Goldhill is joined by Kelly Finnell, a leading ESOP consultant, to discuss the intricacies and benefits of Employee Stock Ownership Plans (ESOPs) as an effective business succession strategy. Kelly provides insights into how ESOPs function, their tax benefits, the impact on company culture, and the feasibility for various business types. He also addresses common myths and concerns related to ESOPs, offering real-world examples and case studies. This episode aims to provide next-generation leaders and entrepreneurs with valuable information on leveraging ESOPs for successful business transitions while fostering employee ownership.

KEY TAKEAWAYS

• Introduction to ESOPs: An Employee Stock Ownership Plan (ESOP) is a form of retirement plan that invests primarily in the stock of the sponsoring employer, providing both an exit strategy for business owners and benefits to employees.
• Target Companies: ESOPs are ideal for small to mid-sized companies with stable and predictable revenues, typically with at least $2 million in EBITDA. They are particularly beneficial for professional services firms.
• Tax Benefits: Significant tax advantages exist for both the selling owner (potential deferral or elimination of capital gains taxes) and the company (operating tax-free if it's an S corporation).
• Financing ESOPs: The ESOP is fully financed by the company, not by the employees, making it possible for employees to become owners without needing to invest their own money.
• Ownership Culture: ESOPs promote an ownership culture within the company, aligning employees' interests with the company's success, which can lead to increased productivity and motivation.
• Succession Planning: ESOPs can be used effectively in family businesses to manage generational transitions, ensuring fair distribution of the estate among family members.
• Feasibility and Implementation: The process begins with a feasibility study to evaluate the potential outcomes and involves significant communication and education efforts to ensure employee buy-in and understanding.

QUOTES

• "ESOP solves that problem: it is entirely financed by the company. The employees don't come out of pocket with any money. It's a benefit plan for them, not an investment plan."
• "I always tell business owners that the best candidate for an ESOP is a company where the owner comes in late, takes a long lunch, and leaves early."
• "You have to have a strong successor management team."
• "The reason the ESOP outperforms is because with an ESOP, you're getting a leveraged rate of return on the employee's accounts."
• "If a business owner sells to private equity, the way the government would look at that is you have a rich person selling to other rich people."

Connect and learn more about Kelly Finnell.
LinkedIn: https://www.linkedin.com/in/esopcoach/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Dr. Kimberly Wagner is a licensed psychologist and performance coach with over a decade of experience working with elite athletes and business professionals, including Major League Baseball players. She conducted a study on the mental skills and characteristics that enhance performance in Major League Baseball players, which led to the development of her online course, Believe It, Achieve It. Dr. Wagner is dedicated to helping individuals overcome mental blocks and cultivate a winning mindset for success in their careers.

SHOW SUMMARY

In this episode of the Disruptive Successor podcast, host Jonathan Goldhill is joined by Dr. Kimberly Wagner. Dr. Wagner shares insights from her research on peak performance and the crucial mental skills that set top performers apart. She highlights key characteristics such as mental toughness, confidence, work ethic, and effective stress management, emphasizing the importance of mindset in achieving success. Dr. Wagner discusses how these skills apply not only to elite athletes but also to professionals in all disciplines, offering practical strategies for personal and professional development.

KEY TAKEAWAYS

• Mental skills like confidence, resilience, and focus are crucial for peak performance in sports, business, and life.
• Effective communication, leadership adaptability, and maintaining a positive attitude are essential for success in various roles.
• Developing a strong mindset, managing expectations, and learning to overcome self-doubt are key factors in personal and professional growth.
• The Believe It, Achieve It online course combines research-based insights with practical exercises to help individuals overcome mental blocks and achieve their full potential.
• Confidence can be learned and cultivated through positive self-talk, rationalizing thoughts, and internalizing self-belief for enhanced performance.

QUOTES

• "If you're not confident in yourself, then no one else will be confident in you."
• "A person could be very self-confident on the outside, but always feel like the least successful person on the inside."
• "Leaders are not always born; there are different leadership styles that can be adapted to individual employees."
• "Communication and work-life balance are critical skills that contribute to success in various roles."
• "80 to 90% of performance at the elite level is mental, emphasizing the significance of mindset in achieving success."

Connect and learn more about Dr. Kimberly Wagner.
LinkedIn: https://www.linkedin.com/in/kimberly-wagner-psy-d-9098b263/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Doug Baumoel is the founder of Continuity Family Business Consulting and a renowned expert in managing conflict within family enterprises. With over 25 years of experience, Doug has developed a unique systems approach to resolving deep-seated family disputes. He is the co-author of the influential book "Deconstructing Conflict: Understanding Family Business, Shared Wealth and Power," which he wrote with Blair Trippe. Doug's work focuses on addressing identity-based conflicts and historical impasses, providing families with the tools and strategies needed for long-term harmony and business success.

SHOW SUMMARY

In this episode of the Disruptive Successor podcast, host Jonathan Goldhill welcomes Doug Baumoel, founder of Continuity Family Business Consulting. Doug discusses his groundbreaking work in managing conflict within family businesses, drawing on over 25 years of experience and his unique systems approach. He delves into the origins of his conflict equation, the importance of understanding identity-based conflicts, and effective methods for resolving deep-seated family disputes. Along the way, Doug shares insights from his book, "Deconstructing Conflict: Understanding Family Business, Shared Wealth and Power," co-authored with Blair Trippe.

KEY TAKEAWAYS

• Understanding Identity-Based Conflict: Conflict in family businesses often goes beyond financial disputes and touches on deep-seated identity issues. Recognizing this can help in addressing the core of the conflict.
• The Conflict Equation: Doug's methodology breaks down conflicts into opposing goals, incompatible values, and historical impasses, each requiring different approaches for resolution.
• Forgiveness and Releasing Blame: Genuine conflict resolution often involves a process of forgiveness and releasing blame, which can be structured and methodical.
• Historical Impasses: Addressing past grievances and historical conflicts within the family is crucial for long-term harmony and business success.
• Empathy and Understanding: Building empathy and understanding between family members can lead to better accommodation of differing values and smoother conflict resolution.

QUOTES

• "Conflict in Family Enterprise has more in common with religious, political, and ethnic conflicts than with civil disputes."
• "When your identity is threatened, your rational thinking gets hijacked, and you behave emotionally."
• "Forgiveness is not a simple act; it's a process that requires understanding, empathy, and sometimes a structured approach."

Connect and learn more about Doug Baumoel.
LinkedIn: https://www.linkedin.com/in/dougbaumoel/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Known as “the coach for coaches”, Mark Scherer has had the pleasure of working with thousands of individuals, including executives, entrepreneurs, healthcare professionals, coaches, and leaders - enabling them to navigate the most challenging personal chapters of their lives. As a certified business mentor, Mark applies his many modalities to help businesses, groups, families, and individuals identify, clarify, align, and implement their highest visions. He has distilled his decades of experience into a unique framework called the Quantum Leap Technique, which transforms challenges into gains in a matter of minutes. Mark is a straight-shooting Texas farm boy who loves to spark major breakthroughs when the chips are down.

SHOW SUMMARY

In this episode of the Disruptive Successor podcast, host Jonathan Goldhill is joined by Mark Scherer, founder and CEO of Encompass Life, a life coaching and leadership development academy. Mark shares insights about his unique framework, the Quantum Leap Technique, which transforms challenges into gains in minutes. From assisting clients in overcoming self-sabotages to achieving exponential business growth, Mark distills decades of experience into transformative mentorship. Throughout the conversation, he emphasizes the importance of aligning internal motivations with business goals, breaking through familiar patterns, and finding fulfillment beyond financial success. The discussion offers valuable strategies and methodologies for business owners and leaders to achieve breakthrough results.

KEY TAKEAWAYS

• The Importance of Inner Alignment: Understanding how internal states and belief systems influence external business results.
• The Quantum Leap Technique: How this framework helps individuals and businesses achieve rapid and significant growth.
• Overcoming Self-Sabotage: Identifying and eliminating patterns of shame, blame, guilt, and hate that hinder success.
• Manifesting from Abundance: The difference between manifesting from a place of want versus already having.
• Transformational Outcomes: The role of spiritual and quantum principles in achieving personal and professional breakthroughs.

QUOTES

• "Whatever somebody says about life is a relationship to God. Some people don't like talking about God, but whatever, somebody will say, Oh, I really love God. I really love, whatever. And how's your life going? my life sucks. I don't have enough money. My kids and I are fighting, blah, blah, blah. all this. All these things, and I'm going, you said you loved God, you said that you hate these things in your life. You're talking out of both sides of your mouth, folks. You gotta have, you gotta find that alignment. you gotta find that alignment there. And when somebody really changes their relationship to life, what I've found here is that all areas of their life change simultaneously and exponentially."
• "When a trauma occurs as a kid, the person creates a lot of it. I am not making statements to survive that trauma. I can't do anything right, and they surround that trauma with a whole bunch of not statements, N. O. T. statements, and once they create an N. O. T. statement, one of the side effects of that, or one of the effects of that, is the person has a high level of anxiety."
• "Before you even identify what it is, you give yourself of having the feeling of having something great first, before you ever even name what it is, you can't even begin to name what it is you really desire when you're in a state of sympathetic nervous system, when you're in a fight or flight."
• "So I started doing everything based on what I loved. It took me a while to acclimate my body into believing that I could do that. As weird as that, as weird as that may sound."

Connect and learn more about Mark Scherer.
LinkedIn: https://www.linkedin.com/in/encompasslife/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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R. Adam Smith is a distinguished strategic advisor, financier, and deal maker with over two decades of experience in private company finance and family offices. As a LinkedIn Top Voice and seasoned board member of 10x companies, he brings extensive expertise in family business dynamics. He is the founder and host of Family Business Audiocast, the source of thought leadership for family business-related topics. With a background at Salomon Brothers and education from Columbia Business School, he has guided over fifty venture and private equity-backed companies, participating in transactions worth several billions of dollars.

SHOW SUMMARY

In this episode of the Disruptive Successor podcast, host Jonathan Goldhill welcomes R. Adam Smith, a veteran strategic advisor and expert in family offices and enterprises. The discussion covers the complexities and unique dynamics of family businesses, from governance and succession planning to fostering resilience and balancing family values with business objectives. They explore the importance of transparency, the role of external advisors, and the necessity for effective governance structures. Smith also shares insights on managing conflicts, the significance of aligning family legacy with strategic goals, and the evolving role of next-generation leaders in family businesses. This episode is a must-listen for anyone involved in family enterprises wanting to navigate the intricate landscape of maintaining family harmony while driving business success.

KEY TAKEAWAYS

• Exploration of Family Business Dynamics: The episode delves into the complexities and unique dynamics of family businesses, highlighting their distinct challenges and opportunities.
• Emphasis on Transparency: Throughout the discussion, there is a strong emphasis on the importance of transparency within family businesses. Transparent communication is highlighted as a cornerstone for fostering trust and effective decision-making among family members and stakeholders.
• Role of External Advisors: Smith and Goldhill discuss the pivotal role that external advisors play in guiding family businesses. These advisors bring objective perspectives and specialized knowledge that complement the internal dynamics of family leadership.
• Alignment of Family Legacy and Strategic Goals: One of the central themes is the alignment of family legacy with strategic business goals. Smith underscores the importance of integrating the family's heritage, values, and long-term vision into the overarching business strategy.
• Evolution of Next-Generation Leadership: The evolving role of next-generation leaders within family enterprises is discussed, highlighting the challenges and opportunities they face in continuing and innovating upon the family legacy.

QUOTES

• "We definitely know what's best practices because we've read the book, studied it, seen it in practice, and know it works."
• "Raise equity, raise debt, buy things, sell things, refinance, build governance, build a legacy, build human capital, hire executive recruiters, build a brand, make an impact."
• "I think that when I think of resilience, there are a lot of factors that weigh in. I think that people have to think in terms of doing a SWOT analysis."

Connect and learn more about R. Adam Smith.
LinkedIn: https://www.linkedin.com/in/radamsmith/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Scott Snider is a recognized expert in family business dynamics and the CEO of Exit Planning Institute (EPI), where he leads efforts to educate advisors and business owners on succession planning and value acceleration strategies. With a background in finance and a passion for helping businesses navigate leadership transitions and maximize their value, Scott is dedicated to providing practical insights and methodologies through EPI's training programs and resources. His work, alongside industry leaders like Jonathan Goldhill, focuses on addressing the unique challenges of generational transitions, disruptive successors, and adapting businesses in response to challenges like the COVID-19 pandemic, making him a sought-after speaker and consultant in the field of family business advisory.

SHOW SUMMARY

In this episode of Disruptive Successor, Jonathan Goldhill Jonathan Goldhill welcomes back Scott Snider, President of the Exit Planning Institute (EPI). Scott shares his journey from exiting his first business to leading a family-run institute that educates advisors on exit planning. The discussion dives into the significance of exit planning, challenges in running family businesses, and the impact of EPI’s value acceleration methodology. Learn how Scott and his team navigated pandemic-related hurdles, the importance of strategic planning, and future goals for EPI. This episode is packed with insights for next-generation leaders, family business owners, and entrepreneurs interested in succession planning and maximizing business value.

KEY TAKEAWAYS

• Value Acceleration Methodology: Understanding the importance of aligning business, personal, and financial goals to create a significant and valuable company.
• Transitioning Leadership: Insights into the challenges and strategies for successfully transitioning leadership within a family business.
• Impact of COVID-19: How EPI pivoted from in-person to virtual training during the pandemic and what it taught about resilience and adaptability.
• Generational Shifts: Observations on how different generations approach exit planning and the implications for advisors and business owners.
• Communication and Decentralization: The critical role of regular communication and the need to decentralize control to empower the next generation of leaders.

QUOTES

• "We all know that what got us here isn't going to get us there."
• "Value acceleration is about blending business, personal, and financial goals for long-term significance."
• "The pandemic forced us to pivot quickly, and it showed us the strength of our team and the importance of being adaptable."
• "Regular communication is absolutely critical in a family business, especially during leadership transitions."
• "Different generations have different approaches to exit planning, and it's important to understand these shifts to better serve business owners."

Connect and learn more about Scott Snider.
LinkedIn: https://www.linkedin.com/in/scott-snider-epi/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Shelley Hoss, Chief Executive Officer at Orange County Community Foundation, brings over 38 years of leadership in philanthropic organizations to the discussion. She offers deep insights into the transformative role of community foundations in integrating philanthropy into business models. Shelley highlights how such integration not only enhances community engagement, reputation, and customer loyalty but also boosts employee satisfaction. She delves into practical strategies for engaging younger generations in philanthropy and shares the personal fulfillment that comes from making a meaningful impact.

Drew Hoeven, Chairman and Chief Investment Officer of Westport Properties, shares his family's inspiring journey of blending business success with purposeful philanthropy. He discusses the strategic advantages of charitable giving, including tax benefits, and emphasizes the importance of aligning corporate values with philanthropic efforts. Drew's perspective underscores how businesses can drive positive social change while achieving sustainable growth.

SHOW SUMMARY

In this episode of Disruptive Successor, host Jonathan Goldhill explores the power of strategic philanthropy and its multiple benefits with guests Shelley Hoss, a 38-year leader in philanthropic organizations, and Drew Hoeven, Chairman and Chief Investment Officer of Westport Properties. They discuss how integrating philanthropy into business models can increase community engagement, reputation, employee satisfaction, and customer loyalty. The episode also highlights the tax advantages of charitable giving, the personal rewards of making a difference, and strategies for involving younger generations in giving. Shelley explains the role of community foundations, and Drew shares his family's journey in combining business success with impactful philanthropy.

KEY TAKEAWAYS

• Strategic Integration of Philanthropy: Shelly Hoss and Drew Hoeven emphasize the transformative impact of integrating philanthropy into business models. This approach not only enhances community engagement but also strengthens reputation, increases employee satisfaction, and fosters customer loyalty.
• Personal Fulfillment and Legacy: The episode underscores the personal rewards of making a difference through philanthropy. Drew Hoeven shares his family's journey, illustrating how businesses can align success with meaningful social impact to leave a lasting legacy.
• Tax Advantages and Strategic Giving: Discussions highlight the strategic advantages of charitable giving, including tax benefits. Understanding these incentives can empower businesses to optimize their philanthropic efforts while achieving financial goals.
• Engaging the Next Generation: Strategies for involving younger generations in philanthropy emerge as a crucial theme. Shelley Hoss explores effective methods for cultivating a philanthropic mindset among the next generation, ensuring continuity and sustainability in charitable endeavors.
• Business Culture and Social Responsibility: Integrating philanthropy into business culture emerges as a strategic imperative. By embedding social responsibility into core values, businesses can achieve both financial success and meaningful societal contributions.

QUOTES

• "This is all part of a whole integrated approach to life, business, and personal life. And philanthropy can be this amazing bridge to help next-gen leaders bring their business forward, take advantage of all the benefits that you outlined, but also to feel a greater sense of integrity with how they want to be leading their companies."
• "I think a lot of the younger generation, when they're looking to apply for companies, if you don't have that piece, they're going to move on... It's a big part of company culture and ours in particular."
• "Encouraging employees to volunteer their time for community service and organizing group volunteer activities... It attracts candidates who come and say, 'I want to work for your company because of who you are and what you do in the community.'"
• "There are so many reasons to give, and there are so many benefits to it. Not the least of which is the psychic benefit, the emotional benefit, call it what you will, that you get from participating and doing something that can really have an impact in your community."

Connect and learn more about our guests:
Shelly Hoss’ LinkedIn: https://www.linkedin.com/in/shelley-hoss-1233a711/
Drew Hoeven’s LinkedIn: https://www.linkedin.com/in/drew-hoeven-0669691/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Andrew Hartman, is a seasoned professional with over two decades of experience in marketing tech firms and software startups. Specializing in time management and strategic prioritization, Andrew developed the Time Boss Model to help individuals achieve their goals without compromising their mental health. After experiencing burnout and significant stress early in their career, Andrew transformed their approach to work, learning how to manage their time effectively and reduce anxiety. This led to the creation of the Time Boss Model, a framework built from 15 years of experimentation and learning, designed to maintain a sustainable work pace while making substantial progress on key priorities.

Currently serving as a Fractional COO, Andrew also coaches business leaders and high-level professionals on optimizing their time and maintaining their well-being. Their unique approach blends practical strategies with a focus on mental health, empowering others to close their workday stress-free and maintain a deep sense of peace.

SHOW SUMMARY

In this episode of Disruptive Successor, host Jonathan Goldhill welcomes Andrew Hartman, founder of Time Boss, to discuss effective time management strategies for leaders. Andrew shares his journey from burnout to creating Time Boss, a system that helps individuals and teams optimize their relationship with time, reduce stress, and enhance productivity. He emphasizes prioritizing tasks, setting boundaries, and establishing habits that support focused work. Key topics include the pitfalls of multitasking, the benefits of the Pomodoro technique, and methods for achieving work-life balance.

KEY TAKEAWAYS

• Focus on Time Management and Productivity: The episode centers on strategies for effective time management and productivity enhancement.
• Guest Introduction: Andrew Hartman, founder of Time Boss, shares his personal journey from experiencing burnout to developing a system to help business leaders manage their time more efficiently.
• Importance of Establishing Habits: Andrew emphasizes the significance of establishing positive habits to optimize productivity and maintain work-life balance.
• Understanding Capacity: Andrew discusses the importance of understanding one's capacity and avoiding multitasking to enhance productivity.
• Strategic Prioritization: Strategies such as the Pomodoro method and the Pareto principle are highlighted as effective tools for prioritizing tasks and managing stress.
• Clarity and Planning: The episode underscores the importance of clarity, proper planning, and setting boundaries to ensure sustainable success in both personal and professional life.

QUOTES

• “We all know that what got us here, isn't going to get us there.”
• “You cannot manage all the things in your head at the same time, you have to be able to get them out in front of you into a system where you can see them.”
• “Being thoughtful always of how am I setting up my future self to really have the life that they want? I think it comes down to the decisions we make today.”
• “A one-degree positive course correction can mean lift off. A one-degree negative course correction or a lack of course correction can drive you into the ground over time.”

Connect and learn more about our guest, Andrew Hartman.
LinkedIn: https://www.linkedin.com/in/andrewhartman/
Time Boss website: https://www.timeboss.us/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Nikki Rausch, founder of Sales Maven, is a renowned sales expert, author, and speaker specializing in neuro-linguistic programming (NLP) to enhance sales conversations and strategies. With over 25 years of experience in sales and sales training, Nikki helps entrepreneurs and business leaders improve their communication skills, build authentic relationships, and achieve higher sales success through her proven, rapport-building techniques. Her unique approach to sales blends psychology and practical tactics, empowering individuals to confidently and effectively close deals while maintaining genuine connections with their clients.

SHOW SUMMARY

In this episode of The Disruptive Successor Show, Jonathan Goldhill is joined by Nikki Rauch, CEO of Sales Maven, to discuss transformative sales techniques. Nikki shares her insights on effective communication, neuro-linguistic programming, and the significant difference between 'cat calling' and 'dog calling' techniques in creating curiosity. She breaks down her 'Selling Staircase' framework into five actionable steps: Introduction, Create Curiosity, Discovery, Proposal, and Close. The conversation delves into how Nikki's methods ensure authentic, client-centered sales interactions. Learn how these practices can be adapted for better communication within family businesses and entrepreneurial environments.

KEY TAKEAWAYS

• Introduction to NLP: Understand the basics of Neuro-Linguistic Programming and its application in improving sales and communication.
• Five Steps of the Selling Staircase: Learn the structured approach to sales that can be adapted to different contexts and industries.
• Importance of First Impressions: Discover strategies for making a powerful and positive first impression in sales conversations.
• Matching and Mirroring Techniques: Explore how adjusting your communication style to match your client's can build rapport and ease conversations.
• Motivational Traits in Sales: Gain insights into recognizing and leveraging towards and away from motivational strategies in your sales approach.
• Practical Applications: Real-world examples and tips on how to apply these techniques in everyday interactions to improve relationships and sales outcomes.

QUOTES

• "Sales is something you do with another person, not to another person."
• "When you can learn how to communicate in a way that is comfortable for the other person, then conversations get easier."
• "Understanding your client's motivational traits can help you tailor your approach to meet their needs effectively."
• "The selling staircase is a structure that allows your personality and relationship with the client to shine through while following a proven path to success."

Connect and learn more about our guest, Nikki Rausch.
https://www.linkedin.com/in/nicolerausch/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Steve Hasty is a dynamic second-generation family business owner and entrepreneur, currently serving as the president and owner of Hasty Awards, a leading company in the awards industry. With over 30 years of experience, Steve has significantly expanded the business, diversifying its product offerings and transforming it into a major player in the market. Beyond his primary business, he co-owns Swimming World, where his strategic leadership has enhanced the company's influence within the swimming community. Demonstrating his entrepreneurial versatility, Steve also holds a majority stake in Smarter Paw, an award-winning pet products company. His commitment to community development and passion for sports governance further underscore his multifaceted career.

SHOW SUMMARY

In this episode of The Disruptive Successor Show, Jonathan Goldhill features Steve Hasty, a second-generation family business leader and owner of Hasty Awards. Steve shares his journey from university student to business owner, elucidating the challenges and successes involved in transitioning leadership from his parents. He discusses his strategic innovations, including the introduction of technology and significant business expansions. The conversation further explores Steve's involvement in Swimming World Magazine and SmarterPaw, highlighting his entrepreneurial spirit across diverse industries. Listeners gain insights into managing family business dynamics, fostering employee loyalty, and identifying future opportunities in the sports sector.

KEY TAKEAWAYS

• Generational Transition: Steve's experience highlights the importance of smooth power transitions within family businesses, emphasizing the balance between respecting legacy and embracing innovation.
• Embracing Technology: The integration of technology was crucial in expanding Hasty Awards' product offerings and improving efficiency, demonstrating the necessity of modernization in business growth.
• Crisis Management: Navigating through the COVID-19 pandemic, Steve’s strategy of investing in equipment and modernizing operations underscores the importance of resilience and adaptability in business.
• Leadership and Mentorship: The value of gaining external work experience before joining a family business is evident in how Steve’s children were prepared for leadership roles, ensuring they brought valuable skills and perspectives.
• Diverse Ventures: Steve’s involvement in various ventures, including Swimming World magazine and Smarter Paw, illustrates the benefits of diversifying interests and leveraging expertise across industries.

QUOTES

• "We were really still all on the same team, whoever was at the head of the company didn’t matter."
• "We took that whole period of time [COVID-19] and invested in our equipment, modernizing, and getting ready for the push we felt would ultimately come."
• "It's tough being a dad and boss, but I wanted my kids to understand the value of working for someone else before joining the family business."
• "Connecting kids with trainers and workout routines via their phones is where I see the biggest opportunity now in the sports sector."

For more details on Steve’s professional activities, you might want to visit the Hasty Awards website: https://www.hastyawards.com/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Jon Bassford is a visionary entrepreneur and operations professional who thrives on creating and driving change. As the Founder and CEO of Lateral Solutions, an operations management company, our guest specializes in helping organizations achieve growth through streamlined and effective operations.

In the entrepreneurial and business world, "10X" is a popular buzzword. However, it's impossible to 10X your business if you're bogged down by daily operational details instead of focusing on growth and strategy. Our guest's expertise lies in transforming organizational operations to foster efficiency and effectiveness, paving the way for substantial growth and success.

SHOW SUMMARY

In this episode of Disruptive Successor, host Jonathan Goldhill sits down with Jon Bassford, focusing on operations management for entrepreneurs and family businesses. It covers the importance of getting operations right to create efficiencies and foster growth by moving beyond the do-it-yourself mentality. Bassford shares insights from his journey from law school to becoming a visionary entrepreneur and operations professional. The discussion also delves into the challenges of adopting new technologies and the need for a mentality shift towards open-mindedness and curiosity. Additionally, the concept of letting go for growth and success in business transitions is explored, emphasizing the importance of operational efficiency, compliance, and the role of a fractional COO in achieving scalable success.

KEY TAKEAWAYS

• Importance of Operational Efficiency: Effective operations are crucial for creating efficiencies and fostering business growth. Moving beyond the do-it-yourself mentality is essential for scaling and success.
• Insights from Jon Bassford's Journey: Bassford shares his unique path from law school to becoming a visionary entrepreneur and operations professional. His experiences highlight the importance of strategic operational management in driving business success.
• Challenges of Adopting New Technologies: The episode delves into the difficulties businesses face when integrating new technologies. A shift towards open-mindedness and curiosity is necessary to overcome these challenges.
• Letting Go for Growth: The discussion emphasizes the concept of letting go for growth and success, especially in business transitions. Operational efficiency and compliance play key roles in this process.

QUOTES

• “We all know that what got us here isn't going to get us there.”
• “Our proven practices challenge business owners to think differently about their business and how they're running it and quite literally become game changers in our clients' companies.”
• “The concept is you know that the more I do myself, the more money there is going to be for my business and my family.”
• “Letting go is about understanding. It's about the work you put into it and letting the results happen. The more that you try to push and make things happen, the more resistance you get back.”

Connect and learn more about Jon Bassford.
https://www.linkedin.com/in/jonbassford/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Steven Wilkinson is a seasoned advisor with 35 years of experience in investing and company leadership, specializing in guiding owner managers of mid-market companies through transitions and growth phases. Based in Ireland, Steven brings a unique perspective rooted in his background working at the intersection of finance and entrepreneurship, particularly in Germany's Mittelstand sector. With a deep understanding of financials and various business models, Steven is known for his holistic approach to advising, prioritizing strategic visioning, financial integrity, and governance. His insights into the symbiotic relationship between ethical business practices and prosperity make him a sought-after mentor for entrepreneurs aiming to achieve sustainable success.

SHOW SUMMARY

In this episode of The Disruptive Successor Show, Jonathan Goldhill features returning guest Steven Wilkinson, exploring strategies for next-generation leaders in family businesses and entrepreneurs aiming to disrupt and advance their industries. Jonathan introduces the podcast's focus on inspiration, advice, and resources for entrepreneurial leaders seeking impact. The episode delves into Steven's background and the ethos behind his company, Good and Prosper Limited, highlighting the synergy between being good in businesses and achieving prosperity. Through discussions around financials, business models, and strategic planning, Steven shares insights into improving a business's margin structure, differentiating pricing strategies, and the essential mindset shifts necessary for success. The conversation also touches upon the importance of preparing for economic cycles and the potential impacts of global and political changes on small and medium-sized businesses. Additionally, Steven emphasizes the significance of mental preparation and risk management ahead of economic downturns, offering practical advice for business positioning during uncertain times.

KEY TAKEAWAYS

• Ethics vs. Prosperity: Steven challenges the misconception that being good in business and being prosperous are mutually exclusive, emphasizing the correlation between ethical conduct and financial success.
• Financial Mastery: Understanding the intricacies of the business model, including revenue streams, cost structures, and market dynamics, is essential for optimizing profitability and sustainability.
• Specialization and Differentiation: The top 10% of successful businesses excel through disciplined planning, specialization, and constant improvement, setting themselves apart from the competition.
• Owner Manager vs. Owner: Distinguishing between the roles of an owner manager, who predominantly operates as a manager, and an owner who strategically oversees the business, is crucial for effective leadership and long-term growth.
• Pricing Strategy: Rather than mirroring industry norms, businesses should adopt a proactive approach to pricing, recognizing their unique value proposition and avoiding the trap of pricing for failure.

QUOTES

• "The choice between being good and being prosperous is a false dichotomy. The better you are, the more prosperous you'll become."
• "Success in business hinges on mastering the financial model, understanding market dynamics, and making intentional decisions for growth."
• "The top 10% achieve profitability not by accident but through disciplined planning and specialization."
• "Owner managers often spend the majority of their time as managers, neglecting their role as owners in strategic decision-making."
• "Pricing strategy is a key determinant of profitability; pricing for failure occurs when businesses fail to differentiate and understand their value proposition."

Connect and learn more about Steven Wilkinson.
https://www.linkedin.com/in/stevenknwilkinson/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Madeline Miller, a seasoned executive coach and former attorney, brings a unique blend of experience and insight to her work. With a career spanning across diverse sectors and continents, from corporate law to entertainment, including a role as a production attorney on the James Bond franchise, Madeline has honed her ability to navigate uncertainty and achieve milestone successes. Fueled by her own quest for purpose and fulfillment, she founded Coaching with Madeline to empower rising leaders, particularly Gen Z and millennial men and women, in aligning their career choices with their values, developing interpersonal skills, and combating burnout. Through her AIR framework, Madeline helps individuals craft meaningful careers, navigate intergenerational workplaces, and cultivate impactful leadership styles.

SHOW SUMMARY

In this episode of The Disruptive Successor Show, Jonathan Goldhill features career and leadership coach Madeline Miller, who specializes in making executive coaching more accessible and inclusive for Gen Z and millennial leaders. Madeline shares her journey from a career in law, including a role as a production attorney for the James Bond movie franchise, to founding Coaching with Madeline, where she helps young leaders align their work with their values, develop interpersonal skills, and build resilience. The discussion encompasses the differences between baby boomers, Gen X, millennials, and Gen Z in the workplace, focusing on the latter's higher expectations, need for purpose, financial insecurities, and unprecedented levels of burnout. Madeline introduces her AIR framework (Alignment, Influence & Impact, and Resilience) designed to guide young professionals in their leadership journeys. The episode also addresses the challenges of virtual communication, the importance of managing difficult conversations, and the benefits of group coaching for fostering a sense of community among younger employees. The conversation highlights the need for personalized coaching to help individuals navigate the complexities of modern work environments while preparing them to become emotionally resilient leaders.

KEY TAKEAWAYS

• Generational Differences: Understanding the distinct mindset and behaviors of Gen Z and millennials compared to previous generations.
• Alignment: Recognizing the importance of aligning personal values with career choices to combat misalignment burnout.
• Influence and Impact: Developing interpersonal skills, leadership profiles, and conflict resolution abilities to enhance recognition and effectiveness in the workplace.
• Assertiveness vs. Aggression: Exploring the nuanced differences between assertive communication and aggressive behavior, particularly relevant for younger professionals.
• Creating Psychological Safety: Building environments where employees feel empowered to voice concerns and navigate challenges without fear of reprisal.

QUOTES

• "Misalignment burnout is one of the most common forms of burnout in the workplace."
• "Assessments are great, but personalized exploration often yields deeper insights."
• "Assertiveness isn't about aggression; it's about authentically using your voice."
• "Psychological safety fosters productivity by empowering employees to address deeper issues."

Connect and learn more about Madeline Miller.
Email: madeline@coachingwithmadeline.com
Website: https://www.CoachingwithMadeline.com/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Maryann G. Bell is a seasoned partner at Wingspan Legacy Partners, an esteemed family business advisory firm. With a wealth of experience garnered from her tenure at Goldman Sachs across New York, Boston, and London, coupled with her MBA from Harvard University, Maryann brings invaluable insights to the complexities of multi-generational family enterprises. As a philanthropic leader in Austin, Texas, and a governance authority chairing numerous boards, Maryann is dedicated to helping enterprising families navigate succession, governance, and legacy planning with clarity and strategic foresight.

SHOW SUMMARY

In this episode of The Disruptive Successor Show, Jonathan Goldhill delves into the intricacies of having difficult conversations in family businesses, particularly regarding succession planning and ownership transfer. Joined by guest Maryann G. Bell, they explore the challenges, consequences, and strategies for effective communication within family enterprises.

KEY TAKEAWAYS

• Succession planning involves delicate discussions about authority, ownership, and financial matters, crucial for the sustainability of family businesses.
• Open communication and mutual understanding are essential to navigate through difficult topics such as succession, ownership, and financial planning.
• Advanced notice and framing the conversation with clear objectives can help set a positive tone and facilitate productive discussions.
• Neutral settings and active listening without distractions foster an environment conducive to meaningful dialogue.
• Facilitators or advisors can provide valuable support in navigating complex family dynamics and mediating challenging conversations.
• Establishing policies and procedures, such as buy-sell agreements, distribution policies, and family constitutions, can provide clarity and structure for succession planning and ownership transfer.

QUOTES

• "Clarity is kindness when it comes to addressing difficult topics within family businesses."
• "Succession planning involves delicate discussions about authority, ownership, and financial matters, crucial for the sustainability of family businesses."

Connect and learn more about Maryann G. Bell.
https://www.linkedin.com/in/maryann-bell-1212074/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Franco Perez is an innovative entrepreneur and the driving force behind Franco Mobile Homes. Growing up in a family with unstable housing, Franco was determined to create affordable housing solutions in Silicon Valley and beyond. He discovered the potential of mobile home parks and has since built a successful business focused on helping families transition from renting to mobile home ownership. Franco's goal is to provide a stepping stone for families to achieve financial security and ultimately purchase their own homes.

SHOW SUMMARY

In this episode of The Disruptive Successor Show, Jonathan Goldhill interviews Franco Perez, the founder of Franco Mobile Homes. Franco shares his personal journey from experiencing housing instability to becoming a pioneer in affordable housing solutions. He discusses the misconceptions and stigmas associated with mobile homes and highlights the benefits of mobile home ownership. Franco explains how his company is reimagining mobile homes and converting old trailers into luxurious, modern homes. He also addresses the housing crisis and the importance of providing affordable housing options for middle-class families. Franco's passion for helping others and his commitment to creating positive change in the housing industry shines through in this inspiring conversation.

KEY TAKEAWAYS

• Franco Perez's personal experience with housing instability inspired him to create affordable housing solutions.
• Mobile homes offer a more affordable option for families looking to transition from renting to homeownership.
• Mobile homes provide the benefits of homeownership, including tax breaks, appreciation, and the ability to build equity.
• Franco Mobile Homes is focused on rebranding and destigmatizing mobile homes through education and showcasing the modern, luxurious options available.
• The company is expanding its reach to other metro areas and partnering with construction companies to provide affordable housing solutions nationwide.

QUOTES

• "Mobile homes are a perfect stepping stone and a beautiful place for people to start their wealth-building journey."
• "Mobile homes provide a more flexible and affordable option for middle-class families to enter the housing market and build financial security."
• "Our goal is to enable people in other areas to build affordable housing solutions by sharing our blueprints and partnering with construction companies."

Connect and learn more about Franco Perez.
https://www.linkedin.com/in/francotv/
http://franco.tv/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Jennifer Lee is a highly experienced financial expert and the founder of Modern Wealth, a Sarasota-based firm specializing in guiding individuals through significant life transitions. With over three decades of industry experience, Jennifer's approach is deeply rooted in understanding her clients' values and aspirations, translating financial resources into meaningful life goals. She particularly focuses on empowering women through life changes such as divorce, inheritance, and retirement planning, bridging the emotional and financial aspects seamlessly. Central to her philosophy is the concept of the "family love letter," facilitating communication of values, wishes, and financial plans to loved ones. Jennifer's accessible demeanor and unwavering commitment to client success make her a trusted advisor, whether through her book, podcasts, or personalized consultations, as she helps clients achieve financial well-being and leave a lasting legacy.

SHOW SUMMARY

In this episode of The Disruptive Successor Show, Jonathan Goldhill delves into the intricate world of family businesses and financial planning with guest Jennifer Lee, founder of Modern Wealth. From her unique perspective as a successor in a family business, Jennifer shares insights on the emotional intersections of finance, family, and legacy. Key topics include the importance of communication, crafting a family love letter, and bridging generational transitions in wealth and business.

KEY TAKEAWAYS

• Navigating Generational Transitions: Understanding the complexities of transitioning wealth and business ownership between generations, from succession planning to fostering communication.
• Emotional Intelligence in Financial Planning: Recognizing the emotional impact of financial events and leveraging emotional intelligence to guide clients through transitions.
• The Power of the Family Love Letter: Exploring the concept of the family love letter as a tool for communicating values, intentions, and financial plans to loved ones.
• Challenges Facing Women in Finance: Addressing the unique challenges women face in financial planning, from divorce to navigating family business dynamics.
• Building Trust and Connection: Establishing meaningful connections with clients by aligning financial strategies with personal values and goals.

QUOTES

• "Money is just a tool. It's not something to fear. It's a tool to facilitate where you want to go."
• "It's never too late to get started today."
• "Opening the mind of the existing owner to the future and to different scenarios is key to bridging generational transitions."
• "The family love letter softens communication between family members and explains the intentions behind legal documents."
• "Succession planning isn't a 1+1=2 scenario. It requires ongoing discussions and strategic considerations." - Jonathan Goldhill

Connect and learn more about Jennifer Lee.
https://www.linkedin.com/in/jennifer-lee-awma%C2%AE-aif%C2%AE-1b5aa56/

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Gina Cotner is the founder and CEO of Athena Executive Services, a pioneering firm that pairs virtual executive assistants with busy entrepreneurs and executives across the United States. With over 15 years of experience working remotely on national and international teams, Gina brings a wealth of knowledge in optimizing productivity and streamlining operations. She has a passion for empowering her team members and fostering a culture of innovation within her organization.

Dorian Zarbakhsh serves as the Operations Manager at Athena Executive Services, working closely with Gina in the process of succession planning and business development. As a member of the next generation, Dorian brings fresh perspectives and technological savvy to the table. With a background in coaching and personal development, Dorian is committed to guiding the company towards continued growth and success. Together with Gina, Dorian is navigating the challenges and opportunities of transitioning leadership from one generation to the next in a family business setting.

SHOW SUMMARY

In this episode of The Disruptive Successor Show, Jonathan Goldhill delves into the complex world of succession planning in family businesses. He is joined by Gina Cotner and Dorian Zarbakhsh, CEO and operations manager respectively, of Athena Executive Services. Gina shares the origin story of her business and how Dorian, from a different generational perspective, is being groomed as her successor. They discuss the challenges and dynamics involved in passing the baton from one generation to the next, touching on conflicts, changes in technology, and the importance of trust and empowerment.

KEY TAKEAWAYS

• Succession planning in family businesses involves navigating generational differences and evolving business landscapes.
• Empowering the next generation involves giving them room to make discoveries and learn from mistakes.
• Trust and patience are essential in fostering growth and development within the business.
• The purpose of the business extends beyond financial success to include personal fulfillment and connection with purpose.
• Balancing tradition with innovation is crucial for sustained success in family enterprises.

QUOTES

• "What got you here isn't going to get you there. You're going to need new tools, new technology, new people, new processes."
• "I believe and have experienced nine times out of ten, what they do is great. And when they do it, and they got the bandwidth given by me to do it, then they experience themselves as triumphant."
• "The purpose of the business is not to make money. The purpose of the business is to give you freedom in your life or to connect with your purpose."

Connect and learn more about Gina Cotner.
https://www.linkedin.com/in/athenaea/

Connect and learn more about Dorian Zarbakhsh.
https://www.linkedin.com/in/dorian-zarbakhsh/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at

www.DisruptiveSuccessor.com

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Jay Dixon is a dynamic entrepreneur and former athlete who has seamlessly transitioned his passion for sports into the world of business. With a background in football and a drive for success, Jay founded multiple successful companies and actively participated in numerous business transactions. His latest endeavor, SuccessCoach.com, stands as a testament to his commitment to helping athletes navigate the challenging transition from sports to entrepreneurship. Through his expertise and proven methodologies outlined in his book "After the Game," Jay empowers athletes to unlock their full potential in the business world, guiding them towards fulfilling and prosperous ventures. With a focus on mindset strategies and practical playbooks, Jay Dixon is revolutionizing the way former athletes approach their post-playing careers, inspiring them to achieve disruptive success in their entrepreneurial journeys.

SHOW SUMMARY

In this episode of The Disruptive Successor Show, Jonathan Goldhill engages with Jay Dixon, a former athlete turned successful entrepreneur, to explore the dynamic intersection of sports and business. Jay shares his journey from the gridiron to the boardroom, discussing the challenges athletes face post-career and how they can leverage their unique skill set to excel in entrepreneurship. Through his expertise and insights, Jay provides actionable strategies outlined in his book "After the Game" to help athletes transition into the business world successfully.

KEY TAKEAWAYS

• Transitioning from an athlete to an entrepreneur involves overcoming identity gaps and finding fulfillment beyond sports.
• Athletes possess valuable soft skills such as resilience, teamwork, and coachability that are transferable to business.
• Entrepreneurship through acquisition offers a pathway for athletes to leverage their mindset and network to acquire and operate successful businesses.
• Success in entrepreneurship requires a shift in mindset, embracing humility, coachability, and adaptability.
• Athletes can tap into financing opportunities and strategic partnerships to facilitate business acquisitions and growth.

QUOTES

• "Athletics teaches valuable soft skills essential for business success, including resilience and teamwork."
• "Success in entrepreneurship hinges on embracing humility and being coachable, traits often honed in athletics."
• "Entrepreneurship through acquisition offers a strategic pathway for athletes to transition into business ownership and maximize their potential."
• "The key to successful business acquisition lies in identifying synergies and leveraging one's network and skill set."
• "The journey from athlete to entrepreneur requires a mindset shift and a willingness to embrace new challenges and opportunities."

Connect and learn more about Jay Dixon.

https://www.linkedin.com/in/jay-dixon-mergers-acquisitions-entrepreneur/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Dan Whittaker, a seasoned CPA and entrepreneur with over 30 years of experience, stands at the intersection of financial expertise and family business insight. As the founder of Whitaker and Company, established in 1999, he has dedicated his career to helping family-owned and closely held businesses in the lower-middle market achieve financial success and build wealth. Growing up amidst entrepreneurial roots, Dan draws from personal experiences to guide clients in navigating the complexities of tax mitigation, financial reporting, and wealth creation. His strategic approach, deeply rooted in understanding diverse industries such as manufacturing, distribution, and high-tech enterprises, reflects a commitment to maximizing tax efficiencies and creating enduring financial success for his clients.

SHOW SUMMARY

In this episode of The Disruptive Successor Show, Jonathan Goldhill sits down with Dan Whittaker, a seasoned CPA and entrepreneur, to explore the world of tax planning for family businesses. Discover the often-overlooked strategies that can significantly impact your bottom line and pave the way for long-term financial success. From income shifting to expense optimization, learn how to navigate the complexities of tax laws and create a proactive plan that stands the test of time.

KEY TAKEAWAYS

• The importance of starting tax planning early in the year to maximize available strategies.
• Understanding the four key buckets of tax strategies: income shifting, expense optimization, leveraging government bonuses, and creating tax-exempt income.
• Real-world case studies showcasing successful tax mitigation strategies, including cost segregation studies and R&D tax credits.
• The impact of family dynamics on succession planning and tax strategy implementation.
• Overcoming common challenges faced by family businesses in adopting proactive tax planning approaches.

QUOTES

• "Taxes are somewhat of a controllable expense. When you legally reduce it, the savings over many years can be millions of dollars."
• "Implementing new tax strategies may require changes, but it's essential to see them as opportunities for growth and sustainability."
• "Start early, think strategically, and navigate the complexities of tax laws to pave the way for family business success."

Connect and learn more about Dan Whittaker.
https://www.linkedin.com/in/dan-whittaker-cpa-cepa-managing-partner-5b830/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Justin White is the CEO of K&D Landscaping, a family business that he took over at the age of 25. Under his leadership, the company has experienced significant growth, expanding its revenues, profits, and enterprise value. Justin is also a coach and the founder of The JW Group, where he helps other entrepreneurs and business owners achieve their goals and find fulfillment in their work.

SHOW SUMMARY

In this episode of The Disruptive Successor Show, Jonathan Goldhill interviews Justin White, CEO of K&D Landscaping and founder of The JW Group. Justin shares his journey of taking over his parents' business at a young age and his vision to grow the company to $30 million by 2030. He discusses the challenges he faced, including self-doubt and work-life balance, and the lessons he learned along the way. Justin also talks about the importance of dreaming big, believing in oneself, and continuous learning through reading. He highlights the game-changers in his life, including his wife, Lila, and the importance of surrounding oneself with smart people. Justin also discusses the water management department at K&D Landscaping and the Central Coast Water Summit, which aims to educate the community about water conservation. He emphasizes the need for offensive growth in the face of industry consolidation and the entry of private equity firms. Finally, Justin shares his journey as a coach and his passion for helping others achieve their goals and find fulfillment in their work.

KEY TAKEAWAYS

• Dream big and don't let anyone talk you down from your dreams.
• Believe in yourself, even when others don't.
• Read books to continuously learn and grow.
• Surround yourself with smart people and don't try to be the smartest person in the room.
• Understand your strengths and weaknesses and focus on doing what you love and are good at.

QUOTES

• "Dream big and go for the gold."
• "Believe in yourself because you're stuck with yourself for the rest of your life."
• "Working hard only gets you so far. You've got to combine working hard with working smart."
• "Don't try to be the smartest person in the room. Surround yourself with smart people."
• "Defenses win games. Offenses win championships."

Connect and learn more about Justin White.

https://www.linkedin.com/in/justin-white-35b7a210b/

https://www.kndlandscaping.com/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Join Jonathan Goldhill in a riveting episode of Disruptive Successor as he delves into the intricate world of mergers and acquisitions with seasoned expert Kevin Berson. Uncover the common misconceptions, challenges, and success stories behind selling businesses, whether you're a family-owned enterprise or a thriving IT managed service provider. Gain valuable insights and strategic advice to navigate the M&A process effectively.

KEY TAKEAWAYS

• M&A is not a quick process; it requires thorough preparation and can take around 9 months on average.
• The value of a business is not solely based on its potential but primarily on past performance.
• Buyers are interested in EBITDA, not just revenue, and a clear, accurate financial picture is essential.
• Choosing the right buyer is crucial – one who aligns with the company's values and culture.
• Successful M&A involves strategic planning, including transitioning to recurring revenue for added value.
• Family businesses face unique challenges, such as sibling conflicts and differing views on selling.

QUOTES

• "Buyers are not paying for potential; they want to see how the business has performed in the past."
• "The process of selling a business is not a sprint; it's a marathon that requires meticulous preparation."
• "Your business won't trade on a multiple of revenue; it's the multiple of EBITDA that matters most."
• "Identifying the right buyer is like finding a life partner for your business – values and culture alignment are crucial."
• "Success in M&A involves strategic transformations, like transitioning to recurring revenue for increased valuation."
• "Family businesses often face unique challenges, from underpaid family members to disagreements on the next chapter."

Connect and learn more about Kevin Berson.

https://www.linkedin.com/in/kberson/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of the Disruptive Successor, Jonathan Goldhill and Les O'Hara delve into the essential elements of entrepreneurial success, focusing on mastering time management and leveraging automation tools for business growth. Les shares his journey as a serial entrepreneur and the pivotal role of financial education, marketing, and CRM systems in scaling businesses. Discover how prioritizing tasks and delegating effectively can unlock significant potential for business owners.

KEY TAKEAWAYS

• Financial Education: Implementing sound financial practices and understanding key metrics is essential for business growth.
• Marketing Strategy: Building a strong brand image and effective messaging can significantly impact customer acquisition and retention.
• CRM Automation: Utilizing CRM systems streamlines operations, enhances customer interactions, and boosts sales productivity.
• Time Management: Structuring time effectively and prioritizing tasks according to their impact can maximize productivity and business growth.
• Delegation and Leadership: Delegating non-core tasks and focusing on high-value activities enables entrepreneurs to scale their businesses efficiently.

QUOTES

• "Nothing happens until someone sells something. Selling is essential for communicating value and driving business growth."
• "The fortune is in the follow-up. Automation enables consistent and personalized follow-up, fostering strong customer relationships."
• "Mastering time management is a game changer for entrepreneurs, allowing them to focus on high-impact activities and drive business success."

Connect and learn more about Les O'Hara.

https://www.linkedin.com/in/lesohara/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of the Disruptive Successor, Jonathan Goldhill engages in a dynamic conversation with Cody Schneider, an entrepreneur and digital marketer, exploring the journey from traditional family businesses to disruptive digital marketing strategies. Cody shares his experiences transitioning from unsexy industries to creating AI tools for content marketing, highlighting the power of educational content and leveraging digital platforms for exponential growth. From revitalizing local businesses to scaling startups, listeners gain insights into navigating marketing evolution and maximizing impact in today's dynamic landscape.

KEY TAKEAWAYS

• Transitioning from traditional to digital marketing: Embracing educational content and digital platforms can revolutionize businesses, even in unsexy industries.
• Harnessing the power of owned and non-owned media: Investing in both short-term transactional marketing and long-term assets like SEO and email lists creates a balanced marketing portfolio.
• Leveraging platform-specific strategies: Tailoring content to resonate with target audiences on platforms like TikTok, Instagram, and YouTube Shorts can drive local business growth.
• Building trust through storytelling: Sharing authentic narratives and expertise fosters deeper connections with customers and enhances brand credibility.
• Seizing marketing arbitrage opportunities: Identifying and capitalizing on emerging trends like TikTok SEO can yield significant competitive advantages in the digital landscape.

QUOTES

• "We want to spend time where your customer is spending time online...creating content that entertains, educates, and builds relationships."
• "Doubling down on what is working is key to accelerating growth in marketing."
• "Transitioning from survival-driven short-term marketing to long-term investments in owned media assets is essential for sustainable business growth."
• "In today's digital age, trust is built through authentic storytelling and value-driven content distribution."l

Connect and learn more about Cody Schneider.

https://www.linkedin.com/in/codyxschneider/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of the Disruptive Successor, Jonathan Goldhill delves into the world of acquiring family businesses with Kevin Bibelhausen, Principal at Fruition Capital. Discover the secrets of acquiring stable operating businesses, the challenges faced, and the strategies to navigate the complex acquisition market. From overcoming obstacles to finding the right deals, this episode provides insights and inspiration for next-generation leaders looking to disrupt the status quo in family businesses.

KEY TAKEAWAYS

• Diversify or Decline: Kevin emphasizes the importance of diversifying both customers and suppliers to mitigate risks associated with concentration in business relationships.
• Reducing Owner Dependency: The attractiveness of businesses lies in their ability to operate successfully without heavy dependence on the owner. For buyers, this opens opportunities for active management and growth.
• Macro-Economic Trends: Explore the impact of interest rates, the micro private equity space, and the continuous demand for businesses in the lower middle market.
• Check Size Dynamics: Learn about the sweet spot for deal sizes, the role of syndication with other investment groups, and how strategic partnerships enhance the potential for success.

QUOTES

• "Diversifying your suppliers, diversifying your customers for sure... Being able to get what's happening right now." - Kevin Bibelhausen on adapting to supply chain challenges.
• "It is a family environment, and the same is true for a lot of the entrepreneurs that knock on our door." - Kevin Bibelhausen on maintaining a family-oriented culture in acquired businesses.
• "The business did record numbers in January. We grew 20% over last. I wasn't here for half the month. Like that's what you're looking for when you're a buyer." - Kevin Bibelhausen on the value of reducing owner dependency.

Connect and learn more about Kevin Bibelhausen.

https://www.linkedin.com/in/bibelhausen/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of the Disruptive Successor, Jonathan Goldhill explores the intersection of success, fulfillment, and spirituality with guests Steven D'Angelo, a technology executive turned consultant, and Father Arnold Rosney, a Catholic priest with extensive experience in pastoral care. Together, they delve into the essential components of a fulfilled life, the role of spirituality in success, and the dynamic interplay between personal and professional goals.

KEY TAKEAWAYS

• Celebrate Your Differences: Happy and successful individuals celebrate their uniqueness, fostering strong self-esteem and resilience.
• Silence and Spirituality: Regular moments of silence or meditation contribute to emotional and spiritual well-being, providing clarity and guidance in decision-making.
• Goal Setting with Purpose: Goals, when aligned with a deeper purpose, contribute to a sense of fulfillment. The journey of pursuing meaningful objectives is as crucial as achieving them.
• Interconnected Relationships: The concept of family extends beyond blood relations to include all interconnected relationships, fostering a sense of community and support.
• Divine Dissatisfaction: While appreciating current achievements, it's natural to aspire for more, driving continuous personal and professional growth.

QUOTES

• "Life is a journey with ups and downs; embracing the ebb and flow contributes to true happiness."
• "Spirituality isn't confined to religious beliefs; it's expressed through acts of kindness, mentorship, and contributions to others' well-being."
• "Goal setting with purpose creates a sense of purposefulness, contributing to self-esteem and resilience."
• "Harmony at home begins with recognizing and appreciating the interconnectedness of all relationships, fostering a supportive community."
• "Divine dissatisfaction encourages the pursuit of meaningful objectives, ensuring a constant drive for personal and professional growth."

Connect and learn more about Stephen D'Angelo and their works.

• Stephen’s LinkedIn: https://www.linkedin.com/in/stephendangelo/
• Stephen’s Book: https://www.amazon.com/Single-Day-Peace-Inspirational-Principles/dp/1637460333

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of the Disruptive Successor, Jonathan Goldhill engages in an insightful conversation with Richard Parker, an expert in business acquisition and a managing partner at Diomo. Richard shares his journey from mentoring Ray Dalio's son to his extensive experience in buying and selling businesses. He delves into the critical importance of honesty, radical transparency, and aligning skills with business acquisitions. The episode explores the pitfalls of business buying, the role of experience versus expertise, and Richard's mission to empower aspiring entrepreneurs in making informed decisions about buying businesses.

KEY TAKEAWAYS

• The significance of honesty, radical transparency, and integrity in successful business operations.
• Differentiating between experience and expertise when pursuing business acquisitions.
• The complexities and challenges of evaluating and buying a business, emphasizing the importance of skill alignment.
• The role of previous failures and lessons learned in shaping successful business ventures.
• The absence of meaningful guidance for individual investors looking to acquire businesses and Richard's initiative to fill this gap.

QUOTES

• "We love weaknesses because they really work to bolster people's weaknesses and enhance their strengths."
• "Confuse expertise with experience. It's what you've done in an industry that matters when acquiring a business, not just experience in that industry."
• "The average person would have bought that business. It was only from experience that I was able to see where the skeletons and bodies were."

Connect and learn more about Richard Parker in this link below.

• LinkedIn: https://www.linkedin.com/in/richparker1/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Join host Jonathan Goldhill on the Disruptive Successor show as he delves into the incredible journey of Zach Carlin, a former professional athlete who ventured into entrepreneurship. In this episode, Zach shares how his experiences as a fighter and CrossFit competitor shaped his mindset and approach towards business, highlighting the crucial connections between discipline, personal development, and entrepreneurial success.

KEY TAKEAWAYS

• The Power of Discipline and Synergy: Explore how the discipline and focus honed through athletic pursuits directly translate into entrepreneurial success.
• Integrated Approach to Success: Understand the interconnectedness of various aspects in achieving success, whether in fitness or business, emphasizing the importance of holistic growth.
• Adaptability and Resilience: Learn from Zach's journey of navigating setbacks, pivoting between careers, and leveraging opportunities for growth in different fields.
• Personal Development for Professional Growth: Recognize the significance of continuous personal development in enhancing leadership skills, communication, and overall business acumen.

QUOTES

• "Everything has to work together. It's the same in business—every component must align cohesively for success."
• "Discipline creates habits, and having systems for habit formation reduces the need for excessive discipline."
• "Your business can only climb as high as your personal foundation. Always aim to stay ahead and continuously evolve."

Connect and learn more about Zach Carlin in this link below.

• LinkedIn: https://www.linkedin.com/in/zach-carlin-799955228/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of the Disruptive Successor Show, Jonathan Goldhill engages in an illuminating conversation with third-generation family business owner Michael Ghilotti. Spanning over 110 years, the Ghilotti family's construction business journey encapsulates a saga of entrepreneurial resilience, family dynamics, and evolving industry practices. Michael delves into the rich history of Gelati Brothers, chronicling its growth, challenges, and the generational shifts that shaped the company. The conversation explores the complexities of family dynamics within a business, the challenges of succession planning, and the crucial role of servant leadership in steering a legacy forward.

KEY TAKEAWAYS

• Navigating Generational Transitions: Understanding the evolution from second to third generations in a family business and the shifts in mindset, approach, and challenges they bring.
• Facilitated Project Partnering: Exploring a transformative approach to construction projects, emphasizing collaborative goals, mutual trust, and proactive stakeholder engagement for enhanced project outcomes.
• Succession Planning & Leadership Development: The importance of early succession planning, aligning family members' aspirations with the business's future, and nurturing leadership skills in the next generation.
• Challenges of Doing Business in California: Insights into the complexities and regulatory hurdles faced by businesses in California, including labor laws, employee rights, and navigating industry-specific regulations.

QUOTES

• "You can't start that discussion soon enough. Connecting with their vision and role is crucial."
• "When the business runs you and you don't run the business, that's not success." - Michael Ghilotti on redefining success in family businesses.
• "Creating a culture of organizational excellence is vital. A strong team committed to shared goals makes the owner's role easier."
• "California poses challenges from labor laws to industry regulations, making external alliances and advocacy vital for business resilience."

Connect and learn more about Michael Ghilotti in this link below.

• LinkedIn: https://www.linkedin.com/in/michael-ghilotti-8b79a111/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of the Disruptive Successor Show, Jonathan Goldhill in a thought-provoking conversation with Maryann G. Bell about the critical need for prenuptial agreements (prenups) in family businesses. Explore how prenups transcend financial concerns, safeguarding family assets, business continuity, and stakeholders' interests. Discover why planning for generational transitions and implementing family policies can prevent disruptions, protect legacies, and ensure harmony in family-owned enterprises.

KEY TAKEAWAYS

• Policies before It's Personal: Establishing family policies governing ownership, transfers, and governance of family businesses before individual scenarios arise.
• Modernizing Preconceptions: Evolving attitudes toward prenups, driven by increased financial literacy and changing marital dynamics, necessitating clear communication and legally sound agreements.
• Continuous Documentation: Regularly updating legal documents like prenups, estate plans, and postnuptial agreements to align with current family dynamics and protect assets and intents.

QUOTES

• "Policies before it's personal. Establishing clear guidelines for ownership and governance of family businesses should be a priority."
• "Modern times demand modern measures. Evolving attitudes toward prenups reflect increased financial literacy and a shift in marital perceptions."
• "Continuously updating legal documents ensures protection for assets and intents amidst changing family dynamics."

Connect and learn more about Maryann (Gallivan) Bell in this link below.

• LinkedIn: https://www.linkedin.com/in/maryann-bell-1212074/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of the Disruptive Successor Show, host Jonathan Goldhill and Jill Shipley, Head of Governance and Education at ALTI Tiedemann Global, delve into the challenges and strategies of navigating charitable giving, raising responsible heirs, and fostering intergenerational dialogue within affluent families. They explore the nuances of managing wealth, instilling values, and engaging younger generations in philanthropy.

KEY TAKEAWAYS

• Navigating Wealth and Responsibility: The conversation revolves around the challenges faced by affluent families in raising responsible heirs amidst financial abundance, emphasizing the importance of instilling purpose and values beyond monetary wealth.
• Generational Dynamics: Understanding the shifts in values and motivations across generations, exploring ways to bridge the gap between different perspectives on wealth, success, and charitable giving.
• Engaging in Charitable Conversations: Encouraging open dialogue among family members, fostering a shared understanding of philanthropic goals, and finding common ground to make a positive impact within the community.
• Empathy and Learning: Emphasizing the significance of empathy, respect, and learning across generations, encouraging younger heirs to actively engage with older family members to understand their values and experiences.

QUOTES

• "Money is a tool that provides opportunity but also carries responsibility. It can be a burden when unprepared for its weight."
• "Success should not solely depend on income. Purpose and meaning matter just as much, if not more, than monetary wealth."
• "Let's focus on what we agree on rather than fighting about what we disagree on, especially when engaging in shared family giving."

Connect and learn more about Jill Shipley in this link below.

• LinkedIn: https://www.linkedin.com/in/jill-shipley-a8116213/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of the Disruptive Successor Show, host Jonathan Goldhill and Abbe Large from Lenox Advisors delve into the nuanced world of financial planning. Abbe, a dedicated professional, shares her profound insights and experiences navigating difficult financial realities while emphasizing the importance of empathy and understanding in wealth management. Unpacking the psychological nuances of clients' relationships with money, Abbe discusses the significance of addressing familial dynamics, legacy planning, and intergenerational wealth transfer. Discover how her personal journey caring for her father shaped her unwavering commitment to empower clients beyond financial figures.

KEY TAKEAWAYS

• The depth of empathy in financial planning: Abbe's approach emphasizes understanding clients' childhood relationships with money, fostering deep conversations to determine their financial behaviors and risk profiles.
• Facilitating difficult dialogues: From marital differences in financial outlooks to intergenerational wealth transfer, Abbe provides tools and language to aid clients in navigating emotional and complex discussions.
• The human side of wealth management: Abbe's personal experience caring for her father highlights the true value of financial products, allowing families to focus on love and support during challenging times.

QUOTES

• "I've married my intuitiveness with the mathematics of financial planning. They don't call me 'Dear Abbe' for nothing."
• "It's about understanding the 'why' behind decisions. Giving clients the tools to communicate is what really matters."
• "I have a whole new appreciation for the products that I show people because I know what it does. And if I had to worry about the money, it would suck even more."

Connect and learn more about Abbe Large in this link below.

• LinkedIn: https://www.linkedin.com/in/abbelarge/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of the Disruptive Successor Show, Jonathan Goldhill interviews John Nieuwenburg, an experienced business coach who shares insights gained from over 20 years of coaching small business owners. John delves into his journey from being the president of BC Liquor Stores to becoming a business coach, emphasizing the need for entrepreneurs to gain clarity and control over their businesses. The conversation highlights the challenges faced by business owners, such as time management, team building, and financial strategies. John explains his approach to coaching, focusing on identifying key priorities and eliminating tasks that hinder growth. The episode explores the personal aspects of coaching, discussing how coaching often involves a blend of business strategy and personal development. John and Jonathan emphasize the importance of articulating a clear vision and aligning the team's efforts to achieve business success.

KEY TAKEAWAYS

• Business coaching often entails personal coaching in disguise, providing entrepreneurs with a non-judgmental space to articulate their thoughts and challenges.
• The primary challenges for small business owners revolve around time management, team building, and financial strategies.
• Effective coaching involves helping business owners prioritize tasks, identify their top priorities (top 5), and delegate responsibilities to focus on high-value activities.
• Business success requires aligning the team's vision and efforts, emphasizing the need for clarity and strategic planning.
• Entrepreneurs should recognize tasks that evoke a feeling of dissatisfaction ("crap list") and delegate those tasks to free up time for high-value activities.

QUOTES

• All business coaching is personal coaching in disguise. It's the manifestation of the owner's mindset or skills that have taken them as far as they can go, and now they need to go beyond that."
• "Focus doesn't mean saying yes; it's about learning to say no. It's the hard thing about focus because business owners often suffer from shiny object syndrome."
• "Business coaching often involves providing a sounding board for entrepreneurs, allowing them to express their thoughts and define their vision, leading to action."

Connect and learn more about John Nieuwenburg in this link below.

• LinkedIn: https://www.linkedin.com/in/business-coach-canada/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of the Disruptive Successor Show, join Jonathan Goldhill in an intriguing conversation with Greg Martin, a seasoned entrepreneur and investment banking expert. Together, they discuss Greg's journey from a family business background to his entrepreneurial ventures, exploring industry shifts, and the importance of understanding evolving market dynamics. They delve into the challenges and rewards of entrepreneurship, emphasizing the need for continuous learning, industry networking, and a balanced approach to risk-taking.

KEY TAKEAWAYS

• Adapting to Industry Changes: Highlighting the necessity for businesses to adapt to technological, social, and regulatory changes.
• Entrepreneurial Mindset: Emphasizing the need for continuous learning, networking, and diverse skill sets in entrepreneurial endeavors.
• Family Business Dynamics: Exploring the pros and cons of joining a family business, considering job security versus entrepreneurial freedom.
• Strategic Vision: Encouraging entrepreneurs to anticipate industry shifts by actively engaging in industry associations, conferences, and networking.

QUOTES

• "There's an interesting sense of loneliness, of not necessarily being able to relate to enough people. I really valued going and talking to others who were in similar shoes."
• "You don't have to be 100 percent entrepreneur to get into that world. You can invest, advise, or work within it to gain a glimpse of the industry."

Connect and learn more about Greg Martin in this link below.

• LinkedIn: https://www.linkedin.com/in/gregmartin416/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of the Disruptive Successor Show, join Jonathan Goldhill in an intriguing conversation with Guillermo Salazar, a seasoned advisor specializing in family business governance and succession planning. Discover the nuances of family enterprises, their unique challenges, and the essence of effective communication, crucial for navigating family business dynamics. From understanding the narrative of a family business's history to crafting shared dreams and establishing governance structures, explore the intricate layers that contribute to the success and satisfaction of family-owned businesses. Uncover valuable insights on fostering harmony, defining purpose, and embracing change within the fabric of a family enterprise.

KEY TAKEAWAYS

• Navigating Family Dynamics: Understanding the complexities of family business dynamics, embracing effective communication, and aligning individual preferences to enhance collaboration.
• Building the Narrative: Unraveling the history, values, and milestones of a family business to derive a shared sense of purpose and identity.
• Establishing Governance and Succession: Crafting governance structures, defining roles, and outlining succession plans to navigate transitions and ensure continuity.
• Success Measurement: Acknowledging success in family businesses by assessing the level of satisfaction and commitment among family members, emphasizing internal harmony over external benchmarks.

QUOTES

• "Every obstacle leads to a decision, and in every decision, there's a guiding value. These pieces create our narrative, giving us an identity within the family business."
• "Success in family businesses is relative and personal. It's about the satisfaction and willingness to improve within the family, not just external indicators."
• "Understanding the narrative of a family business allows you to know where you come from, guiding where you're headed."

Connect and learn more about Guillermo Salazar in this link below.

• LinkedIn: https://www.linkedin.com/in/guillermosalazar/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of the Disruptive Successor Show, host Jonathan Goldhill explores the world of family offices with guest Nolan Bradbury, a financial expert with a passion for helping business owners achieve their dreams. Together, they demystify the concept of family offices, discussing what they are, how they benefit families at different wealth levels, and the diverse objectives they can serve. From managing investments and maintaining wealth to fostering multi-generational education and philanthropy, family offices offer a framework for building a lasting legacy beyond financial assets.

KEY TAKEAWAYS

• Family offices are not exclusive to the ultra-wealthy; even individuals with a net worth of 1 to 2 million can benefit.
• Family offices serve diverse objectives, including investment management, risk mitigation, and multi-generational education.
• Patient capital is a fundamental concept in family offices, emphasizing long-term goals and legacy-building.
• Initiating the family office journey doesn't require grand gestures; starting with organizing financial documents is a valuable first step.
• Family offices empower individuals to shape a legacy that extends beyond financial wealth, instilling values and responsibility for generations.

QUOTES

• "Success equals opportunity plus preparedness. Control what you can control—be prepared for the opportunities life presents."
• "The ultimate goal of a family office is a longer runway; it's about creating an infinite legacy that goes beyond one's time on this planet."
• "Don't let the reason you don't get the home you want be because you haven't done the work upfront to get everything in place."
• "Family offices create an environment where everyone's rowing together and looking at things cohesively—a powerful approach to wealth management."
• "Dress for the job you want, not for the one you have. Similarly, approach your wealth as if you're aiming for the financial legacy you desire."

Connect and learn more about Nolan Bradbury in this link below.

• LinkedIn: https://www.linkedin.com/in/nolan-bradbury/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of the Disruptive Successor Show, Jonathan Goldhill engages in a captivating conversation with seasoned CEO and trusted family business advisor, Rob Ferguson. The episode delves into the unique dynamics of family businesses and the critical decisions they face when it comes to succession planning and the possibility of selling the business. Rob shares his insights on the differences between family-first and business-first approaches, and how integrating family values into business culture is the secret sauce of family businesses' success. He also explores the importance of effective communication and consensus-building in addressing conflicts within family businesses. Rob discusses the significance of early succession planning and the impact of market value assessments in making informed decisions about the future of the business. Listeners gain valuable insights into the world of family businesses and the strategies for ensuring their longevity.

KEY TAKEAWAYS

• Family businesses often have a unique approach to long-term planning and culture, emphasizing the integration of family values into the business culture.
• Family businesses tend to be more focused on multi-generational success, which sets them apart from institutional businesses that often prioritize short-term gains.
• The decision to be a family-first or business-first family is crucial and can shape future decisions and governance.
• Effective communication, especially empathetic listening, is essential for resolving conflicts within family businesses.
• Collaboration, along with defined decision-makers, can help navigate conflicts and ensure everyone is on board with decisions.
• Succession planning should start early to provide flexibility and adaptability to changing circumstances.
• Market value assessments can provide crucial insights into the true worth of the business, helping owners make informed decisions about the future.

QUOTES

• "You balance those [flexibility and structure], and you don't want to take away the entrepreneurship of a family business."
• "There's something for me to do here to help. I've had a very successful 30-year career. I wanted to pay it forward, had a lot of mentors. And so I wanted to do that."
• "Family businesses drive 65 percent of all employment in this country. When I learned that they're the leaders of philanthropy and innovation, it became a kind of a calling to me."
• "We ask our clients every year at the end of every year, is this time to reinvest in your business, or is it time to monetize your business?"
• "Your business really isn't valued as much as you think it is. However, if you've got 10 years to go, there's a lot you can do to increase the value."

Connect and learn more about Rob Ferguson in this link below.

• LinkedIn: https://www.linkedin.com/in/robertaferguson/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this enlightening episode of The Disruptive Successor Podcast, we dive into the essential components of personal transformation and leadership that not only impact your business but also your personal life. Our guests share a firsthand experience of breaking free from stagnation, realizing the need for change, and making a profound impact on their company culture. We discuss the four critical time management principles and how prioritization can drive productivity. Additionally, we explore the art of accepting feedback as a leader, understanding the different mindsets of team members, and building trust within your organization. Discover how to simplify growth, nurture a holistic abundance, and adapt your leadership style for a new era. Join us for insights on business and personal transformation, and learn to lead with intention and impact.

KEY TAKEAWAYS

• Personal transformation is key for both business and personal success. Aligning with your values can positively impact your company culture.
• The four time management principles: No, Not Me, Later, and Now, help you prioritize tasks and focus on what truly matters.
• Effective leadership involves accepting feedback without taking it personally and understanding your team members' mindsets and needs.
• Simplifying growth and aiming for holistic abundance should be the ultimate goal of leadership.
• Adapting your leadership style and embracing collaboration can lead to positive change in your company culture.

QUOTES

• "In alignment with your own values, you have a very unhealthy culture in your company."
• "Once I recognized I'm part of the problem, I started showing up an hour early, motivating the team, and having vision meetings. That's when our business transformed."
• "Simplify growth so that it's easy and effortless for leaders so they can have longevity in their lives and experience an abundance that is holistic."
• "My culture is different, but we still teach the same and we still honor him."

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this enlightening episode of The Disruptive Successor Podcast, we delve into the complexities of family wealth and its impact on the generations that follow. Join us as we explore the challenges and opportunities faced by business-owning families, with a focus on imparting financial wisdom, stewardship, and creating meaningful legacies. Our guests, a seasoned advisor to wealthy families, shares practical steps and principles to foster healthy family communication, align values, and ensure a successful transition of wealth to the next generation. Discover how to balance business and family dynamics while empowering the next generation to thrive.

KEY TAKEAWAYS

• Teaching financial literacy and the value of hard work to children early on is crucial for fostering good financial stewardship.
• Founders of family businesses must be willing to empower the next generation and not cling to control.
• Effective communication and transparency are paramount for maintaining family unity and a thriving financial legacy.
• Avoid weaponizing money to control family members; instead, use wealth to create positive impacts and meaningful legacies.
• Succession planning should begin early, identify potential successors, and include a training and development plan.
• Family businesses should distinguish between running the business and managing the family's affairs.
• Leaders in family businesses should connect their work to a higher purpose and focus on results-driven leadership.
• Communication, values, and purpose are essential for preserving multigenerational wealth and ensuring a fulfilling life.

QUOTES

• "Teaching children the joy of earning a living and the value of a dollar is essential in family wealth management."
• "Empowering the next generation requires founders to see the world through their children's eyes."
• "Communication is the cornerstone of enduring family wealth; it's about quality, not just quantity."
• "Avoid weaponizing money to control behavior; it's essential to have a positive impact on family dynamics."
• "Succession planning should start early, identifying and training potential successors."
• "Balancing family and business: there's a difference between the family business and the business of the family."
• "Leaders should connect their work to a higher purpose and focus on results-driven leadership."
• "Discover your 'why' and follow your passion; money will follow when you align with your purpose."

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this enlightening episode of The Disruptive Successor Podcast, we explore the multifaceted world of leadership with a diverse panel of guests. From the power of silence to the impact of leadership on corporate culture and the critical role of authenticity, these thought leaders share their insights and experiences that can transform your approach to leadership.

KEY TAKEAWAYS

• The Power of Silence: Oscar Trimboli highlights the importance of pausing in conversations to truly understand what someone means and thinks. In many cultures, silence is a sign of wisdom and respect, not awkwardness.
• Leaders Shape Culture: Claire Chandler emphasizes that leaders play a pivotal role in shaping corporate culture from the top-down. Empowering people at all levels is essential, but culture truly starts with leadership.
• Leadership Styles: Robert Jordan discusses the four distinct leadership styles and how trying to be all things to all people can hinder exceptional leadership. The key is doubling down on your strengths.
• Ego Management: Christie Garcia delves into the significance of identifying and managing ego tactics that sabotage good leadership. Without addressing these unconscious weaknesses, leadership growth remains stunted.

QUOTES

• "In the West, we call it the awkward silence, yet in high context cultures, silence is a sign of wisdom and respect." - Oscar Trimboli
• "Leaders shape culture, and a culture drives success." - Claire Chandler
• "The difference between average and exceptional leadership often lies in focusing on your dominant strengths." - Robert Jordan
• "Unless you learn to manage your ego, it doesn't matter what you do; it will hold you back from being your best self." - Christie Garcia

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of the Disruptive Successor Show, Jonathan Goldhill discusses the complex dynamics within family businesses, particularly when it comes to compensation, values, and succession planning. He's joined by Mike Alves, the founder of VIDA Private Wealth, to shed light on the challenges faced by families in business and share insights on how to manage them effectively. He emphasizes the importance of open communication and aligning values across generations to ensure the continuity and success of family businesses. Jonathan and Mike delve into topics like fair compensation for family members involved in the business, the importance of defining and passing down family values, and the role of next-generation financial education in preserving multi-generational wealth.

KEY TAKEAWAYS

• Sudden Wealth Syndrome: Many families, including those in multi-generational wealth, face challenges due to a lack of financial education, leading to issues like sudden wealth syndrome.
• Next-Generation Financial Literacy: Mike Alves highlights the significance of early financial education, teaching young individuals about saving, investing, and philanthropy.
• Values and Legacy: Successful family business succession involves not only transferring wealth but also passing down family values and a sense of stewardship.
• Family Meetings: Facilitated family meetings are crucial for addressing conflicts and ensuring clear communication among generations.
• Aligning Passions: Encouraging the next generation to pursue their passions and values can lead to fulfilling lives while preserving the family legacy.
• Compensation Clarity: It's crucial to differentiate between ownership and compensation in family businesses. Family members actively involved in the business should receive fair market compensation, while dividends and ownership shares are based on ownership stakes.
• Passing Down Values: Family meetings and communication are vital for passing down not just financial assets but also family values. Technology can aid in recording messages from founders to future generations, ensuring their values are preserved.
• Value Discovery: Uncovering and understanding one's values is a critical step for both adults and children in the family. Aligning these values with financial decisions can lead to greater fulfillment and success.
• Entitlement Awareness: Entitlement can be a pitfall in wealthy families. It's essential to instill a sense of responsibility and avoid entitlement by educating the next generation about the family's financial values.

QUOTES

• "We don't want to have this issue of 90 percent of wealthy families losing their wealth by the third generation and the sudden wealth syndrome."
• "Follow your passion, follow your why. Money will come along, maybe not immediately, but it will eventually come."
• "It's all about communication of those values and education of the next generations that come."
• "Compensation to be market rate. We look at dividends to be based on ownership."
• "Values to a family are going to be different. Developing family values that are articulated and communicated at family meetings are so important."
• "No one wants or feels proud of a child who's overly entitled."
• "Aligning values with financial decisions changes everything."

Connect and learn more about Mike Alves in this link below.

• LinkedIn: https://www.linkedin.com/in/mikealves/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Dennis Doran is a seasoned professional with over 40 years of experience in the construction industry. He has worked as a contractor, consultant, strategic trainer, facilitator, leadership development coach, and public speaker. Dennis is the author of the book "Soft as Steel" and hosts the podcast of the same name. He is passionate about helping people and organizations develop soft skills to build successful and long-lasting relationships.

In this episode of the Disruptive Successor Show, Dennis Doran shares his journey from being an accountant to becoming a leadership development coach and author. He emphasizes the importance of soft skills in business and explains how they contribute to building successful relationships. Dennis discusses the need for leaders to have self-awareness and understand their strengths and weaknesses. He also highlights the challenges faced by family businesses in transitioning leadership to the next generation and the importance of trust and communication in such situations.

KEY TAKEAWAYS

• Soft skills are essential for building successful relationships in business.
• Leaders need to have self-awareness and understand their strengths and weaknesses.
• Trust and communication are crucial in family businesses during leadership transitions.

QUOTES

• "Soft skills are necessary to lead and build successful relationships in business." - Dennis Doran
• "Leaders need to be self-aware and understand their strengths and weaknesses." - Dennis Doran

Connect with Dennis Doran and check out his work through the links below.

• LinkedIn: https://www.linkedin.com/in/dennis-d-doran-a14403a/
• Soft As Steel Book: https://a.co/d/1OerWFt

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of the Disruptive Successor Show, delves into the complex world of ego management in leadership with guest Christie Garcia, a seasoned leadership coach. They explore the three main ego types: Complier, Controller, and Protector, and discuss how each can either hinder or enhance collaboration within a leadership team. Christie emphasizes the importance of self-awareness, ownership, and ego management for effective leadership and teamwork. The conversation provides valuable insights and strategies for improving communication, alignment, and accountability in any organization.

They delve deep into the intricacies of ego dynamics within family businesses, shedding light on how ego mindsets can impact relationships both at work and at home. Christie shares her expertise on recognizing and managing ego behaviors, fostering effective communication, and ultimately achieving success in family enterprises.

KEY TAKEAWAYS

• Ego Management Impacts Every Aspect of Life: Ego dynamics play a significant role in various aspects of life, including family businesses, relationships, friendships, and more. Understanding and managing your ego is essential for healthier interactions.
• Family Businesses and Ego: In family businesses, ego behaviors can become more pronounced due to the intertwined nature of work and personal life. Ego-driven conflicts and communication challenges can impact both the family and the business.
• Ego Types Aren't Gender-Specific: Ego types (controllers and compliers) are not limited to specific genders. Men and women can exhibit either ego type, and it's essential to avoid falling into gender-based stereotypes.
• Transparency Is Crucial: Transparent communication is vital within family businesses. Recognizing and addressing ego behaviors openly can lead to more productive and meaningful interactions, both at work and at home.
• Modern Leadership Approach: Ego management offers a modern approach to leadership. It focuses on fostering self-awareness, effective communication, trust-building, and alignment within the organization.
• Value of Vulnerability: Embracing vulnerability and addressing ego dynamics can lead to more fulfilling relationships and increased productivity in the workplace. Vulnerability is a sign of courage and strength, not weakness.
• Learning from Thought Leaders: Christie recommends thought leaders like Brené Brown for her research on vulnerability and Eckhart Tolle for his insights on presence and mindfulness. Different messages resonate with different people, so exploring various sources can be valuable.
• Stay Curious and Open-Minded: When learning or listening to new information, stay curious without judgment. Extract what resonates with you and be open to diverse perspectives to enhance personal growth and understanding.

QUOTES

• "Self-awareness is the key to all of it. If you are not aware of what you do, you cannot change what you do."
• "No one is bad for their ego. We can actually learn to work with it, manage it, and call it out as a team without getting someone defensive."
• "Perception is not truth, but it is reality."
• "It's most likely you're losing one person's value, and one or two of them are dominating over the vision and the plan."
• "As a leader, it's still just as bad. There's just as much drama that comes with that one. It just looks different."
• "When we start bringing our true selves and our ego dynamics to the table, we no longer get defensive and can have more meaningful conversations." - Christie Garcia
• "Ego management is a modern approach to leadership that can transform an organization's culture and productivity." - Christie Garcia
• "The beauty of learning and awareness is staying curious without judgment, allowing us to extract value from various sources." - Christie Garcia

Connect with Christie Garcia and check out her work through the links below.

• LinkedIn: https://www.linkedin.com/in/christiegarcia/
• Website: https://www.mindfulchoiceacademy.com/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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ABOUT THE GUEST

Oscar Trimboli is an award-winning author, host of the Apple award-winning podcast called Deep Listening, and a sought-after keynote speaker. He is on a quest to create 100 million deep listeners in the workplace through his work with chairs, boards of directors, and executive teams. Oscar has experienced firsthand the transformational impact leaders can have when they listen beyond words.

SHOW SUMMARY

In this episode of the Disruptive Successor Show, Oscar Trimboli, author of "How to Listen: Discover the Hidden Key to Better Communication," joins Jonathan Goldhill to discuss the importance of deep listening in the workplace. Oscar shares his personal journey of discovering the power of listening and how it can transform relationships and improve communication. He explains the five levels of listening and provides practical tips for becoming a better listener. Oscar also emphasizes the significance of paying attention to what is not being said and the role of silence in effective communication.

KEY TAKEAWAYS

• Good listeners listen to what is said, but great listeners notice what is not said.
• The average person speaks at a rate of 125-150 words per minute, while the average person can listen at a rate of up to 400 words per minute.
• By pausing and allowing silence, you can create space for the other person to express their thoughts and feelings.
• Managing distractions, such as technology notifications, and practicing deep breathing can help improve listening skills.
• Drinking water and staying hydrated can enhance focus and attention during conversations.

QUOTES

• "Your job is to help them notice what they haven't said." - Oscar Trimboli
• "Silence is a sign of wisdom, respect, and authority." - Oscar Trimboli
• "Your body is a complete listening instrument." - Oscar Trimboli

Connect with Oscar and check out his work through the links below.

• LinkedIn: https://www.linkedin.com/in/oscartrimboli/
• Website: https://www.oscartrimboli.com/howtolisten

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Dawn Bloomer is a business strategist, consultant, and certified exit planning advisor. She is the founder of Productive Pressure, a philosophy and method that balances the drive for success with a safeguard against burnout. With an MBA and decades of hands-on experience, Dawn has worked with hundreds of practice owners, specializing in legal engineering, healthcare, and architecture sectors.

SHOW SUMMARY

In this episode of the Disruptive Successor Show, Jonathan Goldhill is joined by Dawn to share her experiences in running a veterinary practice focused on racehorses and how she learned to balance drive and well-being. She discusses the challenges she faced as a disruptive successor in a partnership and the importance of effective communication and change management. Dawn also introduces the concept of productive pressure, which involves optimizing productivity and well-being through biohacking and time management. She emphasizes the need for clarity in goals and values and the importance of mental fitness in achieving success.

KEY TAKEAWAYS

• Balancing drive and well-being is crucial for sustainable success in business.
• Effective communication and change management are essential for implementing new ideas in a partnership.
• Productive pressure involves optimizing productivity and well-being through biohacking and time management.
• Clarity in goals and values is important for aligning the business with personal aspirations.
• Mental fitness is as important as physical fitness for achieving success and maintaining well-being.

QUOTES

• "Striking a balance between drive and well-being is essential for sustainable success." - Dawn Bloomer
• "Productivity is about being efficient and effective with your energy, not just your time." - Dawn Bloomer
• "We need a certain quality of sleep and consistent sleep to operate at our highest level." - Dawn Bloomer
• "Optimizing your health span is about staying healthy as long as possible and enjoying the fruits of your labor." - Dawn Bloomer
• "We can prevent so much more in terms of health issues by being proactive and making the right choices." - Dawn Bloomer

Connect with Dawn and check out his work through the links below.

• LinkedIn: https://www.linkedin.com/in/dawnbloomer/
• Website: https://www.productivepressure.com/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Robert “Bob” M Donaldson is a change expert and the author of "Collaborative Power Grab." He is the founder of Collaborative Strategies Consulting, Inc. and has over 40 years of experience in leadership training and development. Bob specializes in helping leaders create high-performing teams by turning their employees into highly effective human beings.

SHOW SUMMARY

In this episode of the Disruptive Successor Show, Jonathan Goldhill is joined by Bob. Bob believes that many leadership training programs are ineffective and fail to produce results. In his online course, Journey of Heroes, Bob teaches leaders how to create high-performing teams by turning their employees into highly effective human beings. He focuses on eight key areas, including mission, culture, communication, and problem-solving. By training employees to become experts in these areas, leaders can increase team performance and job satisfaction.

KEY TAKEAWAYS

• Many leadership training programs are ineffective and fail to produce results.
• Bob Donaldson's online course, Journey of Heroes, teaches leaders how to create high-performing teams by turning their employees into highly effective human beings.
• The course focuses on eight key areas, including mission, culture, communication, and problem-solving.
• By training employees to become experts in these areas, leaders can increase team performance and job satisfaction.

QUOTES

• "A lot of what's produced in the leadership training industry is the result of a study, not someone who has actually done the job successfully." - Bob Donaldson
• "When you turn your employees into highly effective humans, they give back to you as a super employee." - Bob Donaldson

Connect with Bob and check out his work through the links below.

• LinkedIn: https://www.linkedin.com/in/robert-m-donaldson-b121b867/
• Website: https://www.collaborativepowergrab.com/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Pete Walsh is a full-time coach with over 20 years of experience helping leaders and teams reach their full potential. He is the author of two books, "Coach to Win The Leadership Game" and "The Family Business Playbook," which he co-authored with his grandfather. Pete specializes in working with family businesses and helping the next generation of leaders navigate the challenges and opportunities they face.

SHOW SUMMARY

In this episode of the Disruptive Successor Show, Jonathan Goldhill is joined by Pete Walsh to share his journey from working in his family business to becoming a full-time coach. He emphasizes the importance of finding your passion and purpose in life, and how that can lead to greater fulfillment and success. Pete also discusses the challenges of working in a family business and offers advice on how to navigate the dynamics between different generations. He highlights the importance of effective communication, conflict resolution, and leadership in family businesses. Pete also emphasizes the need for resilience and continuous improvement in order to thrive in today's ever-changing business landscape.

KEY TAKEAWAYS

• Finding your passion and purpose in life is essential for personal fulfillment and success.
• Effective communication and conflict resolution are crucial for maintaining harmony in family businesses.
• The next generation of leaders should be given the opportunity to run experiments and make their own mistakes.
• Humility and resilience are important qualities for leaders in family businesses.
• Mindfulness and reflection can help leaders stay focused and make better decisions.

QUOTES

• "We all know that what got us here isn't going to get us there."
• "Helping people learn how to practice and what to practice is the key to success."
• "We need to connect the work we do to something more than just exchanging time and money."
• "Critique the performance, not the performer."
• "Wealth is not having more things, it's having less wants."

Connect with Pete and check out his work through the links below.

• LinkedIn: https://www.linkedin.com/in/pete-walsh/
• Website: https://familybusinessperformance.com/
• Coach to Win the Leadership Game Book: https://a.co/d/hkkAUrl

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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ABOUT CLAIRE

Claire Chandler is the President and Founder of Talent Boost. With nearly 30 years of experience in people leadership, human resources, and business ownership, Claire specializes in aligning HR and business leaders to deliver strategic outcomes. She helps leadership teams work together more effectively to accelerate business growth.

SHOW SUMMARY

In this episode of the Disruptive Successor Show, Jonathan Goldhill interviews Claire Chandler, President and Founder of Talent Boost, about leadership, culture, and how to successfully navigate mergers and acquisitions. Claire emphasizes the importance of strategic alignment and cultural integration in M&A activities, as well as the role of leaders in shaping culture. She also discusses the challenges faced by family businesses during transitions and offers insights on how to maintain continuity while putting one's own stamp on the business. Claire shares a story of a successful merger and highlights the significance of trust and vision in driving organizational success.

KEY TAKEAWAYS

• Strategic alignment and cultural integration are crucial for successful mergers and acquisitions.
• Leaders shape culture, and stronger cultures drive greater success.
• Focusing on the vision and helping employees make a tangible connection to it is essential for alignment and engagement.
• Conviction, not convincing, is key for leaders to inspire and rally their teams.
• Family businesses must focus on continuity while allowing successors to put their own stamp on the business.

QUOTES

• "Leaders shape culture, and stronger cultures drive greater success."
• "Focusing on the vision first is deeply important."
• "Conviction, not convincing, is key for leaders to inspire and rally their teams."
• "Family businesses must focus on continuity while allowing successors to put their own stamp on the business."

Connect with Claire through the link below.

• LinkedIn: https://www.linkedin.com/in/clairechandlersphr/
• Claire’s Book: https://www.clairechandler.net/culture/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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ABOUT ROBIN

Robin Osborne is an executive coach and business consultant who has over 33 years of experience in running her family business. She took over the business at the age of 21 and successfully doubled its revenue in just 18 months. Robin is also a survivor of a life-threatening brain tumor and has used her own recovery journey to inspire transformation in her clients.

SHOW SUMMARY

In this episode of the Disruptive Successor Show, Jonathan Goldhill interviews Robin Osborne, an executive coach and business consultant who shares her experience of taking over her family business at a young age and successfully growing it. Robin also discusses her miraculous recovery from a brain tumor and how she has used her own journey to help others achieve their personal and professional goals. She emphasizes the importance of values, communication, and proactive management in family businesses, and provides insights on how to overcome head trash and achieve freedom and fulfillment in both business and personal life.

KEY TAKEAWAYS

• Taking over a family business at a young age requires earning the trust and respect of employees through care, right decisions, and course correction.
• Adversity can be a gift that leads to personal and professional growth.
• Implementing a customized operating system and focusing on values can transform a family business and create a healthy culture.
• Head trash, such as limiting beliefs and negative self-talk, can be overcome through tools like DISC and NLP.
• KPIs should be tailored to the unique needs of each business and focus on leading indicators that drive outcomes.
• Personal health and well-being are essential for effective leadership and should be prioritized through measurable goals and self-care practices.

QUOTES

• "We can't change what we tolerate, so we've got to look at the mirror and start with ourselves." - Robin Osborne
• "Delegation is not something that comes natural for a lot of leaders. So, what's it costing you to do five hours of paperwork a week?" - Robin Osborne

Connect with Robin through the link below.

• LinkedIn: https://www.linkedin.com/in/robinosborn/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Joe Rare is an Owner and CEO of Level 9 Virtual, a serial entrepreneur, investor, outsourcing expert, and owner of multiple digital companies, wedding venues, and real estate investment properties. He is known for his expertise in scaling businesses and managing growth, competition, and innovation. Joe is passionate about creating freedom in his time and building businesses that can operate without his constant presence.

In this episode of The Disruptive Successor Show, Joe Rare shares his mindset and strategies for building successful businesses and achieving work-life balance. He emphasizes the importance of starting with the end in mind and building businesses that can operate without the owner's constant presence. Joe discusses the lessons he learned from Robert Kiyosaki's book "Rich Dad, Poor Dad" and how it shaped his approach to entrepreneurship. He also highlights the value of business process standardization and the role it plays in scaling a business. Joe shares his personal experiences as a father and husband, and how he balances his entrepreneurial ventures with family time.

HIGHLIGHT QUOTES

• "The business owner needs to be the smartest working, right? If he's the smartest working, he's going to put more effective people into operation that can accomplish more than he can by himself." - Joe Rare
• "Building out processes for a business is time-consuming, but it saves a ton of money in the long run." - Joe Rare
• "Double down on marketing and training during a recession to gain market share." - Joe Rare

Connect with Joe through the link below.

• LinkedIn: https://www.linkedin.com/in/joerare/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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ABOUT THE GUEST

Ben Wolf is the founder of Wolf's Edge Integrators and the author of the best-selling book "Fractional Leadership: Landing Executive Talent You Thought Was Out of Reach." He has extensive experience in the entrepreneurial space, having built and grown multiple businesses. Ben now leads a team of fractional COOs who help businesses transition from chaos to control.

SHOW SUMMARY

In this episode of The Disruptive Successor Show, Ben Wolf, founder of Wolf's Edge Integrators, discusses the role of fractional executives in helping businesses transition from chaos to control. He explains that fractional executives are not consultants or advisors, but rather leaders who sit on the organizational chart and are responsible for specific functions within the business. Ben emphasizes the importance of understanding whether a business needs a leader or a doer and highlights the value of fractional executives in providing high-level expertise at a fraction of the cost. He also introduces the concept of a "chaos to control" roadmap, which helps businesses prioritize and execute their goals.

HIGHLIGHT QUOTES

“We get people into good management habits so that they, you know, and obviously when there's a real emergency or something's truly temp sensitive, we'll address it right then. But a lot of times, it's not a lot of times. It's just that's what you just thought of a question. So you just ask it. But instead of addressing it, then we add it to our issues list for the weekly meeting or for the leadership team meeting, right?” - Ben Wolf

“You need to be very mindful about what do you truly need. Maybe that experienced executive who's run businesses before, or that CMO that runs a marketing team of 10 or 20 people already is like shooting a rabbit with an elephant gun. Like you just don't need you. Maybe you don't need that right now.” - Ben Wolf

Connect with Ben and learn more about his work:

• LinkedIn: https://www.linkedin.com/in/benjaminwolf/
• Website: https://www.fractionalleadership.io/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Danielle Valkner is a partner with PwC (formerly known as PricewaterhouseCoopers), one of the largest accounting firms in the world. She serves as the private US family office leader out of Chicago, where she works with enterprising families to preserve and grow their legacy and develop strategic plans to realize their goals for the family and their enterprise. Danielle has over 25 years of experience focusing on finance effectiveness, technology, and operations.

In this episode of the Disruptive Successor Show, Jonathan Goldhill interviews Danielle Valkner about the research behind family businesses and the challenges they face. They discuss the importance of digital transformation, the need for strong corporate governance, and the significance of purpose and legacy in family businesses. Danielle shares insights from PwC's biannual survey of family businesses, highlighting the low adoption of digital capabilities and the missed opportunities in governance and philanthropy. She emphasizes the importance of constant innovation and trust-building in family businesses, and the role of professionals in supporting their success.

HIGHLIGHT QUOTES

“Sharing with them that mission and what you're doing, sharing that “why” that we talked about and providing the data around that to your stakeholders, whether that be your customers or your employees is really important.” - Danielle Valkner

“You always have to be investing in innovation and in your people.” - Danielle Valkner

“Our family businesses and our private wealth owners are changing the world when it comes to investing and protecting the environment” - Danielle Valkner

Learn more about Danielle and her works:

• LinkedIn: https://www.linkedin.com/in/danielle-valkner-b2605b1a/
• Website: https://www.pwc.com/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of Disruptive Successor, Jonathan Goldhill is joined by Ethan Bull and Stephanie Bull, the co-founders of ProAssisting, a next-generation remote executive assistance firm for business owners and C-suite executives. With backgrounds in various industries, including advertising, entertainment, finance, and fashion, they have held senior positions supporting CEOs and have an intimate understanding of the principal-family relationship.

Ethan and Stephanie Bull discuss the value of having an executive assistant in your business and how their company, ProAssisting, provides high-level remote executive assistance. They explain that ProAssisting fills the gap between traditional virtual assistants and hiring a full-time assistant, offering a three-to-one executive-to-assistant ratio. They emphasize the importance of having an assistant who can provide business partnership, project management, scheduling, and personal assistance. Ethan and Stephanie also discuss the challenges of working together as a married couple and the need for effective communication.

HIGHLIGHT QUOTES

“Working together has forced us to communicate better in everything.” - Stephanie Bull

“We really started tracking our monthly spending on a down to the penny basis. And those conversations between us really set the foundation for a successful business.” - Ethan Bull

“Certainly the elephant in the room is AI and how that is going to play a role in all of our lives” - Stephanie Bull

“We are going to go through this 5 to 10 year period where you're still going to have a lot of people who frankly don't care about AI.” - Ethan Bull

Connect with Ethan and Stephanie and get their book:

• Ethan’s LinkedIn: https://www.linkedin.com/in/ethanbull/
• Stephanie’s LinkedIn: https://www.linkedin.com/in/stephaniebull/
• Amazon: https://www.amazon.com/29-Hour-Work-Day-Performers-Leveraging-ebook/dp/B09ZDC4R65

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at

www.DisruptiveSuccessor.com

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In this episode of Disruptive Successor, Jonathan Goldhill interviews Doug Gray, a consultant with the Family Business Consulting Group and co-founder at Assess Next Gen. Doug specializes in leadership development, succession planning, and building family unity and enterprising families.

Doug talks about the assessment he developed for rising leaders in family businesses, which helps older generations and next gens to overcome sleeplessness and angst. He also discusses how assessments can be useful for family businesses and the difference between quantitative and qualitative assessments.

HIGHLIGHT QUOTES

The theoretical model and whittling down to 50 items - Doug: “360 assessments are the most valid form of feedback known to humans, and they exist in traded companies and they're poorly used in most publicly traded companies.”

AI will not replace recommendations; motivation for creating assessment; marketing strategy - Doug: “AI will never replace these recommendations. It can provide its own recommendations, but there's no threat there. We're clearly focusing on three of the buckets. We assess, we recommend, and we serve our clients.”

Connect with Doug through the links below:

• LinkedIn: https://www.linkedin.com/in/doug-gray-phd/
• Website: https://action-learning.com/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at

www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan Goldhill interviews Tim Yurek, the founder and CEO of Tier 1 Capital. With over 35 years of experience in financial consulting, Tim specializes in growing businesses, attracting and retaining top talent, planning for business succession, and converting business equity into cash. He has been featured on major media outlets such as Bloomberg TV and is a thought leader in his industry.

In this interview, Tim and Jonathan discuss the disturbing trends that threaten family business owners, ways that people are losing control of their money, and how to retire from one generation to the next without bankrupting the next generation. Tim shares his personal story of how he got into the financial consulting industry and the epiphany moment that changed his life.

HIGHLIGHT QUOTES

Unlocking Employee Engagement and Motivation in Small Businesses: Strategies Beyond Equity Incentives - Tim: "Yeah. So it is very important for small businesses to find ways to attract, retain, and reward their people. But here's the catch. How do you do this without giving away equity? Because at the end of the day, it's a family business or it's a small business. And most business owners got into business to be in control so they can control their own destiny. If you start giving away equity, you're giving away your security, you're giving away your control."

Ensuring a Prosperous Retirement and Smooth Transition for Small Business Owners - Jonathan: "And it's important that people who want to retire their businesses are able to retire in a lifestyle that they've grown accustomed to. And sometimes I just find that they're robbing from the next generation to save themselves or they haven't really planned for that next generation. So it's really nice to know that there's someone and that this is what you are doing, is helping people with this."

Connect with Tim:

• LinkedIn: https://www.linkedin.com/in/timothy-yurek/
• Website: https://tier1capital.com/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan features Robert Jordan, CEO of InterimExecs and Co-Author of Right Leader Right Time. He talks about insights on leadership styles he's seen growing up in a family business.

Jonathan and Robert talk about utilizing DISC assessments and understanding different profiles in leadership and other responsibilities, how one can determine their leadership style, and look into the styles of notable leaders throughout history such as Bill Gates.

HIGHLIGHT QUOTES

Robert: Should take as many leadership IQ assessments as possible?

"The vast majority of executives who've shown up with us, their careers are okay but you wouldn't describe their leadership journeys and say "Oh my God, this is amazing". If we had to attribute that to one thing, it would be attempting to be all things to all people"

Robert: How do you lean on your team for support?

"On your team, are we all playing on the same side or with the same set of rules? Which is to say "Are we trying to become more authentic with each other?" Will that advance our team? Because if that's the premise we're under it's going to be better not just for me selfishly, but better for everybody else in the team to know that."

Connect with Robert:

• LinkedIn: https://www.linkedin.com/in/robertjjordan/
• Website: https://interimexecs.com/

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan features Eva Fischer Hansen, Family Business Advisor and Former Chairwoman of the Board of Brunata. She shares the history behind Brunata becoming one of Scandinavia's largest clean tech companies.

She talks about the challenges of handling the business simply with all the natural aspects and systems already existing in the company. Of course, she also shares about how she interacts with her siblings and family outside of work as she admits even this can be a challenge as well!

HIGHLIGHT QUOTES

Eva: Understand the importance of family outside of work

"I try really to advise the family to take the company out of the Sunday dinner. Especially when you have somebody from the family or all the family working in the company. The problem is, if you bring it to the Sunday dinner, the one working in the company never has a minute to be in the family."

Eva on her father initially not wanting to leave the position

"I think sometimes when the one in the position is leaving the company or have to step back because of age, it's like you're getting closer to the end of life. I think that's why these family business owners have such a hard time leaving their positions. It's again like you will go to the care home and you know that's the last journey."

Connect with Eva:

LinkedIn |Website

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan features Amanda Holmes, the daughter of legendary sales expert Chet Holmes and CEO of Chet Holmes Int'l. She shares her unlikely rise to her father's legacy and the timeless lessons contained in her father's book The Ultimate Sales Machine.

One of the key takeaways from the book is hyperfocus. For companies, it means doubling down on who your ideal buyer really is and knowing what their day-to-day looks like. Having this insight allows you to communicate your message directly to your ideal buyer and cut through the clutter factor.

She talks about the Dream 100 strategy pioneered by her father, the fastest and least expensive way to double sales. As a disruptive successor, Amanda remolded her father's methodology of high-intensity pressure into the simplification of growth.

HIGHLIGHT QUOTES

Amanda: Hyperfocus on your Dream 100 (or 12 or even 1!)

"There are always a smaller number of better buyers than there are all buyers. That means marketing and selling to them is cheaper than marketing and selling to all buyers."

Amanda: Reinterpreting Chet’s methodology with a holistic vision

"My father's no longer here, so we still teach the same methodology, it's just the intention is a little bit different. He did everything in pressure. I'm not going to do it in pressure. I had to change our methodology from double your sales.

I'm sorry, if doubling your sales is going to kill you, if it's going to make you sick, if you're not going to be able to have time with your family because of that, I'm not interested in it. Our mission is to simplify growth so that it's easy and effortless for leaders so that they can have longevity in their lives and experience an abundance that is holistic."

Connect with Amanda and get The Ultimate Sales Machine:

LinkedIn | Instagram | Website

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan features David Rosell, the founder of Rosell Wealth Management and the author of Failure Is Not an Option, Keep Climbing, and In the Know.

People who no longer need their insurance coverage can choose a life settlement, a lump sum payment worth more than the cash surrender value but less than the death benefit.

HIGHLIGHT QUOTES

David: Explaining how life settlement works

"Investors can include pension funds, hedge funds, banks, and the policy is put up for sale more than its cash surrender value and less than the death benefit, and the policy owner sells the policy in exchange for a lump sum cash payment."

Connect with David and get his books:

LinkedIn | Website | Amazon | Email | Phone: 541-389-8382

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

Investment advisory services are offered through Valmark Advisers, Inc. an SEC Registered Investment Advisor Securities offered through Valmark Securities, Inc. Member FINRA, SIPC 130 Springside Drive, Ste 300 Akron, Ohio 44333-2431. (800) 765-5201. Rosell Wealth Management is a separate entity from Valmark Securities, Inc. and Valmark Advisers, Inc. Valmark Securities supervises all life settlements like a security transaction and its’ registered representatives act as brokers on the transaction and may receive a fee from the purchaser. Once a policy is transferred, the policy owner has no control over subsequent transfers and may be required to disclosure additional information later. If a continued need for coverage exists, the policy owner should consider the availability, adequacy, and cost of the comparable coverage. A life settlement transaction may require an extended period to complete and result in higher costs and fees due to their complexity. Policy owners considering the need for cash should consider other less costly alternatives. A life settlement may affect the insured’s ability to obtain insurance in the future and the seller’s eligibility for certain public assistance programs. When an individual decides to sell their policy, they must provide complete access to their medical history and other personal information. The client's name has been changed to protect confidentiality. The gross offer will be reduced by commissions and expenses related to the sale. Each client’s experience varies, and there is no guarantee that a life settlement will generate an offer greater than the current cash surrender value.

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In this episode of The Disruptive Successor Show, Jonathan features John Briggs, the Founder of Incite Tax and Author of Profit First for Microgyms. John explains Parkinson's Law and says that, instead of fighting people's natural tendencies, we should create modern systems of work that integrate with them.

John shares the 3.3 Rule that respects the body's natural cycles of attention and recovery to avoid burnout. He also talks about the guidelines of Profit First—the idea that business owners should pay themselves first and then run their businesses with what is left.

HIGHLIGHT QUOTES

John: The 3.3 Rule makes work sustainable to avoid burnout

"We need to be able to give ourselves permission to not feel guilty that we're 'not working' 8-hour blocks at a time or we're not working crazy overtime hours. That's okay because the reality is whatever you do, you need to be able to come back and do it the next day."

John: Applying Parkinson's Law to Profit First

"We have to first understand Parkinson's Law. So the law states the demand for something expands to match the supply. So demand for something expands to match the supply."

"The way we think about is, think about usually the one bank account that businesses are using, that's a giant pile of supply. The demand to spend that pile of cash will continue to increase until there's no more money left to spend. And human behavior, that's just how most of us work."

Connect with John and get his book:

LinkedIn | Incite Tax

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan features Tony Greer, the son of a trader, the Editor of The Morning Navigator, a newsletter for traders and investors, and the Founder of TG Macro. With his experience and insight, he provides fundamental, technical, and behavioral analyses of global markets.

He looks back on how investment has shifted to digital and the many reinventions he has had to meet the challenge. Now 35 years into his career, Tony provides valuable insights for family business owners looking to invest their assets and what SVB's blowup means for investing and saving today.

Tony talks about why gold became a preferred asset in recent times and what the predicted lowering of interest rates by the Fed means for your tech stocks moving forward. He also gives a surprising take on ESG (environmental, social, and governance) and why these stocks may not be what they seem at first glance.

HIGHLIGHT QUOTES

TONY: Why investing in gold has risen back in popularity

"I think that the precious metal trade is something that is finally a reflection of, number one, the fact that headline inflation is still with us. So gold is coming back into sort of becoming a smarter investment."

"And also because gold is going to be there when you get back, which is sort of unlike we can trust with our banking deposits now in the wake of that Silicon Valley banking story."

TONY: ESG is flawed as it funnels funds into the same stocks

"If you look into the top ESG stocks that are out there with the highest ratings, the highest environmental, social and governance ratings, they're companies like Apple and they're big companies that make smartphones."

"And they get high ranks on ESG. However, at the bottom of their lithium supply chain is a cobalt mine in the Congo where there are absolutely not humanitarian conditions taking place."

Connect with Tony:

LinkedIn | Twitter | Substack | Website

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan chats with Ashleigh Walters, a business executive with a proven track record of leading transformational change. Ashleigh is the author of Leading with Grit and Grace and she turned around a 50-year-old industrial furnace manufacturing and service business owned by her husband's family.

During her tenure at Onex, Ashleigh became the president and she led the effort to turn the company into an employee-owned ESOP business. She attributes part of her success to her coach-approach leadership style which came about as she herself admits that she did not know everything when she started leading. Ashleigh left the company in December 2022 to become the Chairperson.

The ESOP allowed the employees to buy the company without having to come up with any money. The employees funded the purchase of the business through the tax savings they made since they were no longer taxed on the income of the business. Ashleigh explains that the ESOP culture allowed for more employee engagement, which only increased after the employees became owners.

HIGHLIGHT QUOTES

ASHLEIGH: Ownership created employee engagement and self-policing

"I think that culture piece is really important because now you have owners in the company. And so what happened was they just had a stronger engagement. Once they became owners, they took even more pride and responsibility and wanted to make things better and they wanted to learn more about the business and how they could impact different pieces."

"But the other thing that happened is we started seeing what I'll call policing within the employees. And so if you weren't doing what they felt like you should be doing, we're told to pick up the pace. We're all owners, we're in this together. And if you're not going to pick up the pace, get out of here."

ASHLEIGH: Do a gut check about doing something differently

"Anytime I have that gut check, I'm like, ah, I don't like that. Then I find another way. For instance, performance appraisals, and yearly annual reviews. I got rid of them. I did a gut check. I thought my managers hate doing them. People hate having them done. They hate being rated. It creates chaos and turmoil in our organization and I thought why are we talking about the past? That's how we came to the coach approach. Why aren't we looking to the future?"

Connect with Ashleigh and get her book:

LinkedIn | Website | Amazon

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan speaks with serial entrepreneur, author, and speaker Christine McDannell, the Founder and Principal Business Intermediary of The Magnolia Firm. She recalls growing up in her dad's HVAC business and shares the chaos that followed his sudden passing.

Even as Christine was tied up with growing her own business, she swooped in, sorted out all unpaid bills, and finalized the sale of the business in one day. She talks about the crazy family dynamics navigated since her father did not leave a will. This moment taught Christine to sort out all her affairs in a will after that.

Christine looks back on her 10th startup, the toughest exit she had, and the key lessons she took away from that experience. She learned hacks for selling owner-centric businesses, tricks on how to raise capital, and creating exit strategies for business owners who want to sell but don't know how.

HIGHLIGHT QUOTES

CHRISTINE: Delegate and clean your books before selling

"Just delegate, delegate, like if the business is wrapped around them, so everybody’s listening, number one, make sure the business is not wrapped around you. Over time, you're just going to start delegating and you're going to work yourself out of a job."

"Your reputation has to be spectacular, I think that's another massive value add for a buyer. If you have a perfect reputation, focus on that. Getting your books clean. Just make sure they're in Quickbooks and straightened out. Personal expenses are fine."

CHRISTINE: Co-authoring a book turns buyers into thought leaders

"She had written a book, so she literally was the thought leader and expert in teaching people how to go to college overseas. So teaching adults and parents here how to go to college overseas, it's a lot less expensive. Immediately, she's the face on the book."

"I thought of this because I have experience in authoring books hey, we're going to do an updated version for the buyer and we told each potential buyer, hey, we're going to do a revised version of the book and then you're going to be the co-author, your name's going to be on with the owner."

Connect with Christine through the following links:

LinkedIn | Website

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan speaks with Cara Macklin, an entrepreneur coach based in Belfast, North Ireland. She scaled their family business within the 20 years she stayed there, disrupting the healthcare industry with a world-class concept, before starting her own coaching practice helping next-generation leaders.

She talks about scaling their business to 700 employees and taking on various roles over the years to rise to meet the needs of the business. Now coaching next-generation leaders, Cara shares how she balances legacy and innovation and changes the idea that a succession is simply a one-off event.

Cara also gives the perspectives of older generations who are apprehensive about disruptive successors. Now that the business has grown, there is much more to lose than when it first started. Cara also discusses Environmental, Social, and Governance (ESG) and how this is THE way to scale sustainably.

HIGHLIGHT QUOTES

CARA: Innovation cannot come at the cost of legacy and values

"The other thing that I'm very very passionate about, very strong with is the legacy and the values and the foundations of a business cannot be destroyed in innovation. I know you talk with this new book, a family and their business really needs to identify their core and their core values, so we look at that."

CARA: Changing the paradigm that a succession is a one-off event

"I think a big mistake we're all making is succession as a one-off, it's handed over whereas, to me, there are lots of different ways to do this. One example I gave a family is you can still keep control of you, a disruptive successor, is there a way that you can invest in something with them and let them go off and do something."

Connect with Cara through the following links:

LinkedIn | Website

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan speaks with Julie Noonan, an executive coach and change strategist who helps leaders manage both personal and professional change. She shares how her passion is increasing collaboration between generations in organizations and reverse mentoring for executives within 10 years of retirement.

Julie discusses the topic of ageism and the reluctance of older generations in turning over control. She suggests that senior members take on the role of the modern elder who provides experiences of crises that younger generations may have not encountered yet.

Through a values assessment, different generations can find common ground on where to take the company to avoid the all-too-common reluctance of passing the torch. Julie explains that reverse mentoring provides a safe space for modern elders to learn the skills they need to remain relevant in changing times.

HIGHLIGHT QUOTES

JULIE: SHARING THE WISDOM OF MOMENTS OF CRISES

"We have more values in common than we don't. It's really one, the time of life, and then two, the experience. So the older generation might value stability because they have been through their crises moments. They have been through and they've learned that I have $12 in my name and I can't buy toothpaste. This is probably as low as I'm going to go."

JULIE: AUTHENTIC CONVERSATIONS ON VALUES BETWEEN GENERATIONS

"My biggest piece of advice would be to literally sit down face to face and talk about what matters most to the person, from a business perspective, what matters most to the person leaving or passing the torch? Is it the longevity of the company? Is it leaving a legacy in a particular industry? What is it that is important for that person, and then for the younger person who's inheriting all of it, what is important for them?"

Connect with Julie through the following links:

LinkedIn | Website

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The discipline of execution covers meetings that matter, uses metrics and measures that matter, and tackles priorities that matter. The first meeting worth having is the daily huddle. These 15-minute meetings involve the team, round-robin style, and are best used for sharing quick insights and updates for the coming day.

Anything longer must be discussed in the next meeting you should be having, the weekly meeting. Every department must have a weekly meeting that reviews quarterly priorities called rocks.

Monthly meetings are for larger companies with middle management and these focus on education and building culture. The quarterly meeting takes 1 to 2 days while the annual meeting takes 3 to 5 days. These meetings are typically offsite and cover strategic and execution planning with the one-page business plan.

Tune in to learn all about maximizing meetings and being intentional with them in this episode of The Disruptive Successor Show.

HIGHLIGHT QUOTES

JONATHAN: Share quick updates during the daily huddle

"What is it that is the top priority that I want to get done this day, that I'm going to communicate to the group, and I'm going to sort of expect them to hold me accountable so that tomorrow, I'm not saying the same thing."

JONATHAN: Weekly meetings are best for making decisions

"These meetings are most important for identifying, discussing, and solving issues. So decision-making, brainstorming, troubleshooting, making decisions on one or two key issues, opportunities, challenges, and quarterly rocks."

JONATHAN: The one-page business plan explained

"We use a tool called the one-page business plan, and the purpose of this tool is to really put our vision down on a piece of paper, and to answer several simple questions around your dream, which is, simply put, who, what, when, where, how, why, and the always difficult, should we or shouldn't we."

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

You can reach Jonathan by emailing him at john@thegoldhillgroup.com.

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If there was a silver bullet in productivity tools, it has got to be this: The Vital Few and the Trivial Many Worksheet, which is based on the 80-20 principle. Jonathan runs down other tools that you can use to boost productivity, such as the Big Leap, Delegate and Elevate, and Ivy Lee's Method of writing down your top 6 tasks of the next day.

These tools and methods get you to peak productivity by eliminating friction in starting tasks, gaining clarity on your list of priorities, and focusing on a single task at a time. Tune in to learn all about productivity in this episode of The Disruptive Successor Show.

HIGHLIGHT QUOTES

JONATHAN: The zones of genius and excellence

“Your zone of genius is really the things that you love and you're great at. And this is a set of activities that you are uniquely suited to do. They draw upon your special gifts and your strengths. Now the zone of excellence, these are things you do extremely well and can make a really good living at, but this is where others want you to stay and this is where you could delegate."

JONATHAN: The zones of competence and incompetence

"The zone of competence is a zone where others can do these things just as well as you can and you ought to think about delegating these to others. And then, of course, there's the zone of incompetence and this is the zone where others can do these things better than you can."

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

You can reach Jonathan by emailing him at john@thegoldhillgroup.com.

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As family businesses grow larger, get more complex, and move forward to the next stage of the business, they have to also grow as a unit and find a proper structure that will help them make important decisions and take action along the way. As a follow-up to last week’s episode about exit planning and keeping the business within the family, Jonathan Goldhill will be talking about establishing a board of directors and family council.

Jonathan starts off by explaining the factors you need to consider to assess if you need to start establishing a board of directors or a family council. He then moves to what a board of directors is, how you can establish it, and what a board of directors does for the business.

Lastly, Jonathan talks about creating a family council, what needs to be established, how to set up a family council, and its purpose. Jonathan will be touching on family council items such as future planning, goal setting, financial planning, vacations, family finances, budgets, succession, and logistics. Tune in to learn more in this latest episode of The Disruptive Successor Show.

HIGHLIGHT QUOTES

JONATHAN: When to set up a board of directors

“A family business should consider setting up a board of directors when it reaches a certain size, complexity, and stage of development.”

JONATHAN: Composition of a board of directors

“A good board is going to be made up probably of business owners, and community members from your stakeholder community.”

JONATHAN: Why create a family council

“A family business should consider setting up a family council when there are multiple family members involved in the business and the family wants to address issues related to the family's involvement in the business.”

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website atwww.DisruptiveSuccessor.com

You can reach Jonathan by emailing him at john@thegoldhillgroup.com

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In this solo episode of The Disruptive Successor Show, Jonathan shares how succession planning is an ongoing process that requires a roadmap that ensures the long-term sustainability of your family business. He advises family businesses on how to separate the all-too-familiar intermingling of family and business issues, as well as the dos and don'ts of succession.

He talks about the top 7 most common exit needs: limit ownership to a defined group, create financial independence for the generation closest to exit, transfer ownership down to the next generation with minimum taxes, prepare the next generation to effectively run the company, maintain the current generation's control of the company until the next generation is ready, avoid being unfair to any family heirs, and promote family alignment and minimize discord.

HIGHLIGHT QUOTES

JONATHAN: Your succession roadmap starts with defining family

"Do discuss and establish a definition of family. What does family mean in your business? Does it mean spouses? How far does it extend? “Do” create a legal agreement signed by all current and future owners preventing any sale or transfer of ownership to others without family approval commonly called a shareholder agreement or a buy-sell agreement."

JONATHAN: Be equitable, not equal, with heirs

"Don't split up the company equally among heirs who are not equally engaged. It rarely works in the long run. “Do” define the value of sweat equity. How much of the company does an heir earn by working at the company for the long term? “Do” balance inheritance for heirs who are not actively involved in the company by providing them with income or assets, possibly from the company or other forms of wealth that is not tied to the ownership of the business."

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website atwww.DisruptiveSuccessor.com

You can reach Jonathan by emailing him at john@thegoldhillgroup.com.

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In this episode of The Disruptive Successor Show, Jonathan speaks with Maggie Bender-Johnson, a third-generation family member and CEO of Bender Insurance Solutions. She discusses the evolution and growth of the company from a team of 4 to a team of 55 strong today.

One of their key moves recently was the choice to become an ESOP. Doing so introduced a lot of processes but allowed the team members to retain their identity without having to sell externally. However, Maggie clarifies that the financial incentives are not the best and that moving to an ESOP framework is done with people in mind, not profits.

Maggie talks about the difference in leadership styles between her and her father, and how to navigate switching different hats when talking to her father who was also her boss before she became CEO. Mentorship has also been critical in Maggie's growth and she shares the guidance she received both from her father and from an outside coach, both of which proved to be essential.

Jonathan also recommends a couple of books for disruptive successors like Maggie: The Great Game of Business by Jack Stack with Bo Birlingham which teaches financial literacy, a critical skill for ESOPs, and Hats Off to You by Ernest A. Doud, Jr. and Lee Hausner Ph.D. which helps successors manage their complicated relationships with older generations.

HIGHLIGHT QUOTES

MAGGIE: ADAPT COMPANY VALUES TO MODERN TIMES

"We're allowing our employees to work from home because that's what they want to do. And so, with our old values, it didn't work, and so now, connection is huge for us because we have to be more intentional about having connections with people because I'm not going to run into them on the way to the restroom. And so, how do we, as an organization, create those opportunities without falling back into the oh, it was so much easier when everybody was in person, let's just do it that way?"

MAGGIE: SUCCESSION IS A FACTOR IN MOVING TO AN ESOP SETUP

"We spent so much time talking about perpetuating dad's equity that I knew that I would have that same struggle in another 15 years for myself. And if I'm not having children and my nephews are such young boys, it's a lot of pressure to put on an unknown and so... the clouds parted and the ESOP looked like the right path."

Connect with Maggie through the following links:

About Maggie

Website

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan speaks with Greg Sheldon, the Founder of Metal Merger Corp and Host of the Metal Steel Manufacturing and Business Pro Podcast. Greg specializes in helping families transition into the metal and steel industry.

He discusses the vanishing metals industry in the US and what the new generation can still do to improve it. Greg shares that the pandemic triggered a renewed interest in going local as global supply chains have proven to be unstable.

When it comes to manpower, Jonathan raises awareness that there is a serious shortage today on top of the disappearing industry knowledge as people leave. For this, family-owned companies must guide succession in their industries because innovation will force us to grow or die.

Greg talks about his background as a welder and the important lessons he learned from his father about humility in success. For founders, Greg shares his vision of knowing the people he works with while introducing improvements via tweaks in the process.

HIGHLIGHT QUOTES

GREG: ACQUIRING A BUSINESS WITHOUT TRANSITION ENDS BADLY

"You have a business owner that he's built this business up from nothing and this guy is the sales guy, he's the manager, he's all of the things. He wears all the hats. And when he decides he's had enough then he decides to move on and somebody buys him out, and there's no transitioning period to gather all the information from him or, more importantly, extend the trust that he's established with all the clients from him to the new owner, it will fall apart."

GREG: CREATE REAL RELATIONSHIPS WHILE IMPROVING A BUSINESS

"They want to see that, that you give a shit. And nobody cares until you know they care. So that's part of the vision, get to know the dynamics of it all, get to know the people, and then while that's happening, so okay, where can we tweak? We don't want to come in and disrupt the whole thing. We want to tweak."

Connect with Greg through the following links:

About Greg

Website

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan speaks with Michael Schader, the CEO of Nowsight. He has a background as a programmer and US intelligence officer and he pulls from this experience working with defense intelligence agencies, metropolitan police departments, and NATO to unlock the intelligence trapped within businesses.

Today, Michael talks about growing up in his family-owned restaurant and his passion for programming that he found early on. Now the CEO of Nowsight, he connects data systems and combines his love of AI and entrepreneurship to take the operations of family-run businesses to the next level.

Michael discusses the importance of presenting data in a way the reader will understand that gets different departments aligned on the facts. He gives tips for companies to start capturing their data so that they can harness insights that are tucked away and create meaningful business impact.

Michael provides a case study of a very successful multigenerational line of convenience stores and how even they needed help making sense of data from different sources. What they found out was, while successful, the brand had been neglecting profitability to focus on other aspects of the business.

HIGHLIGHT QUOTES

MICHAEL: PRESENT DATA IN THE WAY THE READER UNDERSTANDS

"If we use the word presentation to include visualization, graphics, but also in the other way that you're getting across, that the presentation is communications. It's a two-way street and you as the message originator have the responsibility to make it understandable to people, not the other way around, for them to have to pull it or to learn a new way of doing it. You need to meet people where they are conceptually and give it to them the way that it makes sense."

MICHAEL: LEVERAGE DATA THROUGH DATA-CAPTURING PROCESSES

"Kind of at a practical level, I think often anything around putting just enough process and enough data capturing in place to things that are starting off as being passive is very helpful like instead of emailing spreadsheets around, to move to use something shared like a Google Doc or a SharePoint Excel."

Connect with Michael through the following links:

• About Michael
• Website

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan speaks with Brooke Birtcher Gustafson, Managing Director of 5th generation business Birtcher Development. She shares how business was always part of her conversations growing up and how this ingrained mindset gives her a competitive advantage.

Brooke also talks about business today as Birtcher 5.0 and comments on how it is to be a woman in real estate, both as a positive and negative thing. She also tells the story of how she and her father revived their development business, surviving COVID, and what the future looks like for industrial real estate.

She gives her nuggets of wisdom to disruptive successors out there and what it means to be a leader of a family business and know your why and what really drives you.

HIGHLIGHT QUOTES

BROOKE: Taking over the business with her father as a business partner

"I think I had learned quite a bit and was ready to take on the responsibility of it all. And alongside my dad, we never had that opportunity to work in that capacity together and that's really cool. He's a great mentor and he's learned a lot in all his ventures so we really got to structure it right."

"He'd done family business before with many cousins and uncles and his dad and granddad involved so he also kind of knew his ideal structure so we just kind of put our minds together and took it as an opportunity to really just draw up the right plan for us."

BROOKE: Define what success looks like for you to find fulfillment

"I think just how you define fulfillment and being content is a challenge in this generation of leadership because it is easy to look over your shoulder and feel like maybe you're not doing enough. I think being a family business owner, there's a different sense of responsibility that kind of falls on your shoulders and it's... a humble sense of pride that you get to carry."

Connect with Brooke through the following links:

About Brooke

Website

If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan speaks with Robert Balentine, the Chairman of Balentine, Founder of Southern Highlands Reserve, and Author of First Generation Wealth. Today, Robert discusses his book and the 3 principles to create enduring wealth, family, and legacy.

Robert also digs into the phenomenon of going from shirtsleeves to shirtsleeves in 3 generations and how first-generation wealth builders can secure their legacy. In Robert's experience, generations who have been taught by parents with aligned mindsets and the opportunity to fail early fare make for better stewards of the business.

He shares how he and his father started their business 50-50, the trials that followed, and the height they achieved after his father’s passing. Robert also comments on trust distributions where he also says that it is best not to be prescriptive and instead be discretionary where there is context and judgment.

HIGHLIGHT QUOTES

ROBERT: The family business and the business of a family are 2 different things

"We've got one client that we joke about years ago, said, I run my family meetings on Sunday nights around the dinner table like I run a board meeting. And his children are smart enough to understand that, so there's a difference in how you run a family business versus how you run the business of the family."

ROBERT: The division of wealth among children must be fair, not equal

"There's a difference between fair and equal. And a lot of people in family businesses, they think about I've got 3 children, a third, a third, a third. But what about the difference between what's fair versus what's equal? And we spend a lot of time in family meetings counseling families how to think through that."

ROBERT: Good customer service is good business

"He always said, son, if you worry about your client first and yourself second, you'll have people knocking on your door in 4, 5 years wanting to do business with you."

Connect with Robert and get his book through the following links:

About Robert

Website

Email

Book

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan speaks with Matt Lesser, the Founder, and CEO of Uniquely Normal and best-selling author of UnSatisfied. For over two decades, Matt has facilitated and trained leaders, teams, and boards of directors in dozens of countries on six continents.

He has served in various C-suite roles in private equity, banking, and commercial uniform industries. He also launched and operated several businesses in the Midwestern petroleum industry.

Matt shares how he learned that business is all about the people after his family business failed. He talks about taking those lessons to his practice and he talks about how he sits down with the teams he is working with and listens to their stories as a foundational aspect of understanding them.

These one-on-one conversations, as well as assessments, are done with the intention of knowing what motivates team members and the ways they like to communicate. These are vital insights that can transform them into top-performing teams.

Matt and Jonathan also discuss the need for boundaries. This can refer to respecting employees' time in a remote environment, as well as using family gatherings as a venue to talk business.

HIGHLIGHT QUOTES

MATT: Engaged teams require empathy, empowerment, and excellence

"We're going to go from here to there, and how we get from here to there, I don't know. But we're going to get from here to there and, along the way, we are going to focus on 3 major areas—and they are empathy, empowerment, and excellence."

MATT: Create boundaries during family gatherings about business

"At the dinner table, this is a business-free zone. And we even put a policy in place where we put fines that if somebody said something about business, they were fined. And it went into this general fund for the family that we give away for charity."

MATT: Remote teams must be more intentional about culture

"It comes down to the word intentionality. And I think that's what it's going to take for organizations, especially those that continue to be remote if they want to have a healthy and connected and engaged organizational culture, they're going to have to be even more intentional than those that are face-to-face."

Connect with Matt and get his book through the following links:

About Matt

Website

Email

Book

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan speaks with Darren Fleming, behavioral scientist, author, trainer, and peak performance strategist for senior executives who helps teams remove blockages that prevent peak performance.

He shares what energetic sensations are and how these can be the driving force behind decision-making. By honing your power of observation, you will be able to spot these and allow them to naturally dissipate, thereby allowing you to do the task you really need to do.

What Darren teaches is a less difficult way of overcoming distractions. Instead of creating scaffolding to be able to power through difficult situations, he simply suggests removing what it is that makes the task difficult to get to the desired results.

HIGHLIGHT QUOTES

DARREN: Observe what makes you uncomfortable and let it dissipate

"Most people will put scaffolding in place to go down the uncomfortable path. So they put an accountability coach such as yourself in place, a coach. If I don't do this, I've got to give a hundred dollars to charity and all this scaffolding to keep them on the path, to keep going down something that's uncomfortable."

"Why don't we just get rid of what is making it uncomfortable? What is making it uncomfortable is not the task. The task is neutral. What is making it uncomfortable is your reaction to the task. So why don't we just let that dissipate?"

Darren: Simply observe when slipping back into your comfort zone

"What this does is it enables you, it helps build the skill of simply observing, of observation. The reason this is important is when you feel that energetic sensation rise within your body that would normally cause you to either avoid the CEO work or do the previous role's work, you need to be able to simply observe what is happening."

Connect with Darren in the following links:

About Darren

Website

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this holiday episode of The Disruptive Successor Show, we sit back and recall some of the most impactful moments with our esteemed guests. We bring you more of the best insights, lessons, and strategies from these disruptive successors that we sat down with last year in 2022:

• Bill Yoh - Chairman of the Yoh Group and Co-Owner of Day and Zimmerman
• Jeff Jappa - CEO and President of JMC Wood Manufacturing (formerly Jappa Construction Company)
• Avi Arya - Founder of Internet Moguls
• Nick Gray - Founder of Museum Hack and Best-Selling Author
• Phelps Wood - Advisor, Executive, and Director with a Family Business Focus
• Bobby Marchenese, Owner and President of Auto Wash
• Bill Smith, Founder at Double Iron Consulting
• Richard Grove, COO for Wall Control, Inc.
• Ryan Margolin, CEO of Professional Hair Labs
• Chris Lonergan, President of Communication Partners and CEO at BenefitElect
• Hillary McPartlon, Chief Executive Officer of McPartlon Roofing and Chair at the National Women in Roofing - New Mexico
• Scott Lesak, Owner of Kasel Rocks Landscape Company
• Justin White, CEO of K&D Landscaping, Inc.
• Jenny Dineen, Co-Owner and Chief Ideation Officer & Futurist at MacKenzie Corporation
• Nike Anani, Speaker, Author, Legacy Planning Consultant, NextGen Coach, and Family Meetings Facilitator
• Heidi Ellsworth, President of RoofersCoffeeShop® and HJE Consulting
• Ben & David Grossman, Co-Presidents at Grossman Marketing Group
• Sean Salas, CEO of Camino Financial
• Ken Monroe, President of HOLT of California
• Christy Crook, Founder, and President of Phoenix Masonry Inc.
• Craig Bundren, Founder of the Bundren Building Arts Foundation
• Trey Taylor, Managing Partner at Threadneedle
• Amber Famminio, Chief Operating Officer at Umina Bros. Inc
• Mitzi Perdue, Founder of the Win This Fight! Stop Human Trafficking

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this holiday episode of The Disruptive Successor Show, we sit back and recall some of the most impactful moments with our esteemed guests. You’ll hear the best of the best insights, lessons, and strategies from disruptive successors from all industries and levels of growth:

• Bill Yoh - Chairman of the Yoh Group and Co-Owner of Day and Zimmerman
• Jeff Jappa - CEO and President of JMC Wood Manufacturing (formerly Jappa Construction Company)
• Avi Arya - Founder of Internet Moguls
• Nick Gray - Founder of Museum Hack and Best-Selling Author
• Phelps Wood - Advisor, Executive, Director with a Family Business Focus
• Bobby Marchenese, Owner and President of Auto Wash
• Bill Smith, Founder at Double Iron Consulting
• Richard Grove, COO for Wall Control, Inc.
• Ryan Margolin, CEO of Professional Hair Labs
• Chris Lonergan, President of Communication Partners and CEO at BenefitElect
• Hillary McPartlon, Chief Executive Officer of McPartlon Roofing and Chair at the National Women in Roofing - New Mexico
• Scott Lesak, Owner of Kasel Rocks Landscape Company
• Justin White, CEO of K&D Landscaping, Inc.
• Jenny Dineen, Co-Owner and Chief Ideation Officer & Futurist at MacKenzie Corporation
• Nike Anani, Speaker, Author, Legacy Planning Consultant, NextGen Coach, and Family Meetings Facilitator
• Heidi Ellsworth, President of RoofersCoffeeShop® and HJE Consulting
• Ben & David Grossman, Co-Presidents at Grossman Marketing Group
• Sean Salas, CEO of Camino Financial
• Ken Monroe, President of HOLT of California
• Christy Crook, Founder and President of Phoenix Masonry Inc.
• Craig Bundren, Founder of the Bundren Building Arts Foundation
• Trey Taylor, Managing Partner at Threadneedle
• Amber Famminio, Chief Operating Officer at Umina Bros. Inc
• Mitzi Perdue, Founder of the Win This Fight! Stop Human Trafficking

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan speaks with Phil Johnson, Founder of Master of Business Leadership Inc. Emotional intelligence is the ability to feel the fear and anxiety that changing innovation triggers in us and move through it towards what it is we're trying to achieve, as opposed to allowing that fear and anxiety to keep us trapped in our comfort zones.

This definition is different from what most people think emotional intelligence is, which is the ability to read people and sense where they are coming from. However, both definitions are important in different ways. Phil explains that emotional intelligence can be developed and concludes that the benefits of doing so are immense. It can be compared to the growth of a penny doubling in value every day, which grows exponentially.

The development of emotional intelligence is an important process that actually guarantees that individuals be successful in their careers and personal lives. Emotional intelligence is based on actions and experiences, and cannot be simply learned by reading or having conversations.

Phil emphasizes the idea that emotional intelligence is more important than intellectual intelligence. Emotional intelligence is the ability to understand and manage emotions. It is important because it allows people to inspire others, make them feel safe, and manage their own emotions, an important quality for leaders to successfully lead their teams.

He discusses the 3 primary sources of resistance that people need to change to develop emotional intelligence, with 2 being biological and 1 sociological: the amygdala, existing habits, and other people not wanting us to change.

Phil teaches that unless a person has an emotional connection to the desired outcome that is greater than their fear, they will never leave their comfort zone and fall short of developing their emotional intelligence.

HIGHLIGHT QUOTES

PHIL: Emotional intelligence is developed through experiences

"A development of emotional intelligence is an experiential process, so in other words, you can't develop emotional intelligence by having a conversation or reading a book or watching a video. Those are intellectual processes. The development of emotional intelligence is based on what you do. As a matter of fact, what you do will change what you think. Thinking doesn't change doing. Doing changes thinking."

PHIL: Emotional intelligence development requires a desire for change that is greater than your fear

"Unless you have an emotional connection to the desired result that's stronger than your fear, you won't be willing to do the emotional labor required to get those benefits. And quite frankly, most people don't have that level of emotional connection or pain to achieve better results."

Connect with Phil and book a call with him in the following links:

About Phil

Zoom calendar

MBL Executive Alumni Videos

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan speaks with Bill Yoh, Chairman of the Yoh Group and Co-Owner of Day, and Zimmerman, a 45-thousand-employee, century-old business. He is a third-generation owner and the youngest of 5 siblings and has a personal view of the human dynamics behind large, multigeneration family businesses.

He regularly writes about leadership, relationships, and family business using his proprietary methodology called famlylitics. He recently published Our Way, a biography on his father and family which has been hailed as a transgenerational saga. Bill also teaches a class at Wharton on the family business.

He talks about how his father grew their business, being G2, and how even being G3 it is still more of a sibling partnership than anything. Succession was smooth in their business and they ensure that any family members who want to enter the business have had related experience first before coming aboard.

In their experience, having outside consultants is critical to find out what others have been doing and going through that process first before landing on policies on hiring and governance. Bill stresses the need to nurture the relationships within the family business and how consultants can help with this.

Bill's family has a master plan that they discuss when things are good so that when unexpected events happen, they are not blindsided. Bill then shares the genesis of his book on his father and how it was an effort to immortalize the rich lessons in life and business that his father learned over many decades.

HIGHLIGHT QUOTES

BILL: Work with external advisors as a group

"For our experience, where we landed on say our employment policy or our governance model, whatever else, is really not as important, in my opinion, to other people as the process, as going through the process as an ownership group, with or without management, intergeneration or not, whatever your dynamics are, going through that process as a group is, to me, more important than whether you land on, you have to work outside the business for 2 years of 5 years."

BILL: A disruptive successor must drive how the succession looks like

"There are literally an infinite number of ways that succeeding generations can succeed the incumbent generation, but of that infinite number of ways, the only one I can say with certainty that will not work is one that the incumbent generation designs for the succeeding generation. That succeeding generation has to not just participate but has to drive what that succession process looks like."

Connect with Bill and get his book with the following links:

• About Bill
• Website (Personal)
• Website (Company)

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan speaks with Jeffrey Jappa, the CEO and President of JMC Wood Manufacturing (formerly Jappa Construction Company). Jeffrey's father started Jappa Construction in 1972. His father, being a handyman by trade, decided to enter industrial manufacturing.

At the time his father started the business, Jeffrey was only twelve years old. His father shared the factory space with another factory which became his sole customer. He would run the business at night, after the client company's regular business hours.

Jeffrey describes how his father ran the factory and sometimes he and his buddies would help out. One of his fond memories as a teenager is taking out his father's houseboat at Alton Lake. This experience is similar to what many of Jonathan's clients go through as they take over family businesses and work to improve them.

Jeffrey would eventually fall in love and start his own family and he decided to go out and try his own path first. However, by the age of 31, he decided to go back home and raise his family in the midwest. He entered the business at a time when his father wanted to quit it already, but this was just the beginning of his problems.

Working for his father was a nightmare. He was erratic and would blame Jeffrey for problems that he did not cause, even citing instances like getting a pay cut when there was no real justification for it.

However, seeing that their company was getting lots of inquiries but no business, he decided to lower their prices to capture more business. From there, he would add value through additional services. This business strategy was helpful during critical times in Jeffrey's career.

Eventually, his gambler of a brother was brought into the family business at Jeffrey's father's insistence and against Jeffrey's wishes. In a few years, Jeffrey asked for stock options knowing that the company would eventually become his. The catch was that his brother would get stocks too.

Jason would wear Jeffrey down and Jeffrey would eventually give his father an ultimatum: choose one to run the business. Against all his expectations, Jeffrey's father fired him. A few cold years pass of no communication, then his father reconnected in 2003 and informed him that Jason, unsurprisingly, was found to be stealing from the company.

Jeffrey came back and found out that from making 6 million a year, they went back to sub 2 million and his father was losing $10,000 a month to Jason. Jeffrey bought the company at this point. In 4 years, he was able to bring the company back to the $6 million mark.

He shares how he invented a subway-looking tile that wasn’t a subway tile and how this project, which was expensive, attracted the attention of buyers and became a commercial success. Last year alone, Jeffrey made $23 million.

HIGHLIGHT QUOTES

JEFFREY: Entering a family business is a practical way for entrepreneurship

"The easiest path to getting to what my goals were over time I learned was really through my dad's business. It's really tough to start stuff on your own and finding ideas and money and capital. And so, when you got a goal of running and owning your own business and there's one in the family, I realized that would be a good path."

JEFFREY: Lower margins for a commoditized product win business

"I don't necessarily need high margins. I need cash. And so, the first thing I did, and I'll be honest with you, I've repeated this 2 or 3 times during my career when things have started to go the wrong way, and that is lower my margin and win business."

JEFFREY: Reviving the fledgling business back to profitability

"I found out that during the time I was gone, my brother brought in 0 customers. Business went from $6.8 million back to under $2 million. And my dad was losing $10,000 a month. And that's when he called me. Gee, you could have called me a little sooner, dad. So I came back and eventually, he would tell me couldn't afford me and this and that... and I said, well then, just let me buy the company."

Connect with Jeffrey in the following link:

• About Jeffrey

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan speaks with lifelong entrepreneur Raine Mahdi, the Founder of Zipfox.com, as he shares his early exposure to entrepreneurship through the lessons of his parents, particularly his mother.

Raine grew up in San Diego, where his father's brother was managing Muhammad Ali's business. His mother, on the other hand, took a journey to the United States from Iran which itself was an entrepreneurial story.

He witnessed the radical transformation of his mother, who went from living on welfare to cashing in checks and proudly showing the envelope packed with hundred dollar bills. She taught him the lesson that nobody is limited by their circumstances and that you can go from welfare to wealthy with hard work.

Raine talks about how his mom always encouraged him and made him believe in his ideas and business goals. He shares his first experience with arbitrage, his favorite way of selling when his mother taught him that he could buy a dozen donuts and sell them at school for a profit. This taught him that he could sell something and create demand.

Raine describes his other early experiences as an entrepreneur and notes that he has always been interested in a lot of different things, a curiosity that has helped him become a successful entrepreneur. He also discusses how execution is a challenge for many entrepreneurs, and how he has always been a great taskmaster in getting things done.

From being a young entrepreneur, Raine went on to reinvent dropshipping 13 years ago by connecting his love for arbitrage to the biggest suppliers in the world in China. Since then, Raine has gone on to grow Zipfox.com, the world's first global product-sourcing platform, and how he opened up trade to the US through Mexico.

Raine explains that choosing between suppliers in China and Mexico requires a more profound look beyond the cost of the goods themselves. Now, what matters is geopolitical risk and shipping cost, as shipping from Mexico will be just a third of the shipping from China.

Establishing norms around fair compensation is also at the heart of Raine’s business and he stresses the need for fair practices because companies that abuse this will not get away with it for far longer.

HIGHLIGHT QUOTES

RAINE: Seeing his mother rise from welfare to wealthy was critical

"You're not bound by your circumstances. You can change your circumstances. I don't think I consciously thought that at a young age, but looking back, I did connect those dots that like, wait, we were struggling, now we're not. She worked really hard. You don't have to accept your circumstances. And that's critical, that's key to everything I do."

RAINE: Take your idea and sell it to yourself first before anybody else

"You start to realize, you have to know what ideas to sell yourself. The first person you have to sell on is yourself, and so now I'm a tougher sale than I used to be. Now, when I hear an idea or I think of an idea obviously, I'm vetting it better."

RAINE: Sourcing from China, Mexico, or the US is about choosing the right supplier

"You can find the whole spectrum of quality in China, and the whole spectrum of quality in Mexico, and the whole spectrum of quality in the United States as well. So it's really not a question of is, all-encompassing, is Mexico low quality or high quality, or China, or the US? It's how are you going about vetting the proper supplier?"

RAINE: Grow your business by accessing talent from all over the globe

"There is nothing that is more landscape-changing and pivotal than the introduction of the global talent pool and the access to that. It is a gold rush. It is a game-changer, and especially for small businesses."

Connect with Raine in the following links:

• About Raine
• Zipfox.Com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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In this episode of The Disruptive Successor Show, Jonathan has an insightful conversation with Simon Severino, the business strategy advisor behind the Strategy Sprint Method. This method teaches you how to double revenue in 90 days and is his way of creating a primary series that helps digital businesses.

In this conversation, Simon discusses the top 3 CEO habits for rapid growth: daily habit, weekly habit, and monthly habit. Understand that 95% of things are out of your control, so focus instead on the 5% that you CAN control.

Simon also discusses his background in business consulting and how he became interested in helping businesses scale up. Simon's love for strategy led him to become a go-to-market advisor. He talks about how the good things in life are evergreen, with yoga being a perfect example of this.

His advice to disruptive successors and family businesses is to focus on trying to improve their business by 1% every day. To do this, they should simplify their activities and focus on one process and one project at a time.

Simon breaks down the value creation process into awareness, interest, engagement, closing, delivering, and retaining. To double revenue, you have to clean up this process first and then focus on the top 3 things that move you forward, such as commanding 25% more price, increasing 25% conversion rate, and 25% more sales frequency.

The bottleneck theory is used to improve the overall throughput. The idea is that everyone should focus on one project at a time and make incremental improvements to unblock bottlenecks.

HIGHLIGHT QUOTES

SIMON: Break down the value creation process into 6 areas of focus

"Let's say you have just one process right now, and the process is made of six pieces, the basic value creation of your business. Let's call it awareness, interest, engagement, closing, delivering, retaining. Let's say your business is made of these 6 pieces, which, usually businesses are made of these 6 pieces."

SIMON: Find the bottleneck to improve overall throughput

"If you improve everything a little bit, you are spread too thin, you do not really move the overall throughput forward. But if you just remove the bottleneck, think of a traffic jam, and there is this one traffic jam point, if you just really improve that, then all cars can flow again. That's the bottleneck theory."

Simon: Explaining the 3 top habits of CEOs

"I can control my daily habit, weekly habit, monthly habit. My daily habit is I write down how did I allocate my time today, and then I ask myself, what will I delegate or automate tomorrow? The weekly practice is, are we moving in the right direction, at the right pace?"

SIMON: Double revenue by focusing on these 3 things

"It's just going through all the activities and focusing on the things that move 3 things forward. Increasing by 25% your conversion rate, that means same amount of conversations with people but you close 25% more. So no marketing needed, just better closing technique... Then we want to increase by 25% the price that you can charge for the same thing."

Connect with Simon and get his book in the following links:

• About Simon
• StrategySprints.com
• Amazon

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Contrary to what we might observe, it's not always clear that there's conflict in the workplace. We might witness a scene when things fall apart but there are many factors before then that can be addressed to actually stop that conflict from happening!

In this episode of The Disruptive Successor Show, Jonathan has an insightful conversation with Liz Kislik, President of Liz Kislik Associates, on why there's so much conflict at work. She also talks about handling conflict in family businesses and what leaders can do best.

HIGHLIGHTS

• Why is there so much conflict at work?
• How conflict is different in family businesses
• The damage that conflict and conflict avoidance does in the workplace
• Making sure generational transitions are done successfully
• On Liz's TEDx Talk and who should watch it

QUOTES

LIZ: Why the leader needs to communicate and embody safety

“I don't think leaders provide trust. I think they can provide safety. But trust is something we bring ourselves based on our own experiences. There are people who never will trust. It doesn't matter who they work for, it doesn't matter how you go out of your way. Some people can't do it."

LIZ: Leadership now moves away from "command and control"

“Now that we expect collaboration, that's a whole other ball game. Because you have to be able to get along to collaborate and you have to be able to disagree. Otherwise, the collaboration may look nice and sound nice, but it may not accomplish anything because if everybody had the same opinion, you can't make much change when you need it."

Connect with Liz and learn more about her work:

• About Liz
• Lizkislik.com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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WHAT DOES IT TAKE TO BE A GREAT LEADER?

Welcome to another exciting episode of The Disruptive Successor Show. In today’s episode, Jonathan goes solo as he talks about leadership, management, transition, and business growth. Tune in and learn more because today is going to be all about SE7ENs.

HIGHLIGHTS

• It’s about 7s on leadership and more
• The difference between leadership and management
• Leaders must be willing to take great risks and fail
• Have the right people in the right seats doing the right things
• Successful transitions need a clearly identifiable moment in time

QUOTES

JONATHAN: Leadership and Management in the words of Peter Drucker

“Leadership is lifting a person's vision to high sights, the raising of a person's performance to a higher standard, the building of personality, beyond its normal limitation. Management is doing things right. Leadership is doing the right things.

JONATHAN: Leadership and Management in the words of Stephen Covey

“Effective leadership is putting first things first, effective management is discipline, and carrying it out. Management, he said, is efficiency and climbing the ladder of success. Leadership determines whether the ladder is leaning against the right wall.

Connect with Jonathan and learn more about his work:

Jonathan Goldhill | The Goldhill Group | Contact GoldhillGroup.com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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DISRUPTION IS NOT ALWAYS ABOUT MAKING CHANGES WITHIN, IT’S ALSO ABOUT DISRUPTING YOUR ENTIRE PATH COMPLETELY AWAY FROM THE TRADITION

In this episode of The Disruptive Successor Show, Jonathan welcomes Avi Arya, a former hotelier and now businessman who found success in breaking away from the family business and taking his own path at the dawn of the internet age. Join them and tune in to learn about how Avi faced adversities in his journey and how he disrupted the course of his career to the next level.

HIGHLIGHTS

• Introducing Avi Arya
• Avi’s humble beginnings with the internet
• Writing a blog around India to travel and getting traffic
• How do you know you can do it when you don’t
• The struggle between the rich and the affluent and how to get out of the family business
• The challenges of working with hybrid business models.

QUOTES

AVI: Take time to work on your realization

“Obviously, any plan that you want in life cannot be executed, realization is just one step, you need time after the realization as well.”

JONATHAN: Talk about business models

“It's no longer about WFH, which is work from home because that's an old thing. It's WFA, it's work from anywhere or working abroad. So yeah, so travel has been such a big part of my life.”

Connect with Arya and find out more about him and his work:

Avi Arya on LinkedIn

Connect with Jonathan and learn more about his work:

Jonathan Goldhill | The Goldhill Group | Contact GoldhillGroup.com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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SOMETHING NEW IS ABOUT TO DISRUPT THE SYSTEM

In this episode of The Disruptive Successor Show, Jonathan goes solo as he is about to bring us exciting news. Jonathan introduces us to new tools that can disrupt your business and push you to growth. Tune in as Jonathan calls out to family businesses and disruptive entrepreneurs to join him on the show and share their best practices and innovative ways.

HIGHLIGHTS

• It's time to slow down
• A call out to family businesses and disruptive entrepreneurs
• Jonathan's travels and new ventures
• Introducing the Goldhill Growth Checklist and 7 Ps Fillable Tool

QUOTES

Jonathan: Slowing down and a call out to disruptors

“I'm finally slowing down, I think perhaps we're heading into fall, I'm no longer backlogged by two months on my podcast, and that's probably because I'm being more selective about who I take on the show. Actually, this is a call out to family businesses, and disruptive entrepreneurs in general, I'd like to invite you to come on my show and tell your story.”

Jonathan: Inviting disruptive entrepreneurs to the show

“Disruptive entrepreneurs have something to teach all of us their new way of thinking, and their innovative way of approaching the market. Hopefully, they've got a product or service that can scale and that we can all learn something from.”

Connect with Jonathan and learn more about his work:

Jonathan Goldhill

The Goldhill Group

Contact GoldhillGroup.com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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IT WAS TRULY A SEPTEMBER TO REMEMBER.

From transitions to doing good, to mindset, to leadership, we will deliver you the best moments of our guests for September 2022. Tune in and learn more from the great minds of Laurie Barkman, Bessi Graham, Tony Child, and Don Schmincke, only here, in the latest episode of The Disruptive Successor Show.

DISRUPTIVE HIGHLIGHTS

• Business Transition Advisory Discussion with Laurie Barkman
• How Does Doing Good and Doing Well Go Together with Bessi Graham
• Elevate Your Mindset, Success, and Gratitude with Tony Child
• Busting Myths on Leadership with Author Don Schmincke

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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IT’S NOT THE JOB THAT PEOPLE QUIT FROM, IT’S EITHER BAD LEADERS OR BAD CULTURE.

In this episode of The Disruptive Successor show, Jonathan welcomes Arno Koch, CEO, and Founder of Imagine Evolution LLC, and they will be discussing the importance of having healthy interpersonal relationships at work. Arno will be sharing his experiences and how his company helps leaders and other companies build a healthier environment for their employees.

HIGHLIGHTS

• Introducing Arno Koch
• The four horsemen of damaging communication
• How leaders shape the culture of the company
• What motivates people
• The four sub-states of being and the ripple effect
• How to influence the corporate environment
• How to measure the success of your team

QUOTES

Arno - Leaders shape the culture of the company:

“Blaming people for things, right and being contemptuous thinking, ‘Oh, I'm just better than that person and letting them feel it’. And if the leadership or part of the leadership team exercise[s] those behaviors, that trickles down, because if you want it or not, the leaders shape the culture of the company and have a bigger effect, and some might acknowledge.”

Arno - Dependence can bring autonomy:

“The more someone can effectively depend on another person, the more autonomous that person becomes, because he knows it’s the safe harbor that they can always go to, and they don't need to be afraid that I make any mistakes.”

Connect with Arno and learn more about his work:

• About Arno
• About Imagine Evolution LLC
• Imagine Evolution LLC Website

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Becoming Samurai, and How To Slay Dragons.

As weird as it sounds these are actually management course titles, it is fascinating to learn, these are actual and real projects and not just myths. Join Jonathan today as he welcomes Don Schmincke, a Strategic Growth Advisor, Author, and Keynote Speaker, as he shares his experiences and how to bust myths about leadership.

HIGHLIGHTS

• Introducing Don Schmincke
• Becoming an anthropologist rather than a physicist
• The benefits of cohort models in business training
• The importance of having a coach
• How to deal with family issues that sabotage the business
• The best definition of success
• Playing to win vs. losing

QUOTES

Don - How Don wound up in management development:

“I was curious as a scientist, why there wasn't a good correlation between management theory and implementation success.”

Don - How to handle family issues in business:

“All of a sudden, it isn't about the business anymore. It's about the family issues, which can then sabotage the business. And what we felt when we stumbled onto about 20 years ago, is that it's easier for any company, especially family businesses to have two different strategy sessions - one is the family strategy session, and then the Business Strategy Session.”

Connect with Don and learn more about his work:

• About Don
• About Schmincke Research Alliance
• SagaLeadership.com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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How does gratitude relate to your success?

This is an interesting question, which will be answered by Tony Child, Founder, and Owner of Elevated Worldwide, which will share the light with us to have the right mindset in achieving success. Join Jonathan and Tony and learn more in this latest episode of The Disruptive Successor show.

HIGHLIGHTS

• Introducing Tony Child
• What's the sense of gratitude
• Confusion between gratitude and satisfaction
• Defining what success is
• The formula to success

QUOTES

Tony - Einstein’s hostile and friendly universe:

“There's one quote that, like dictates everything in life. It's by Albert Einstein and he said this, he said, 'The greatest decision you'll ever make in your lifetime, is whether you believe you live in a hostile or a friendly universe.'”

Tony - Thought on lack-based mentality:

“I believe that like this idea, that there's only one winner and everyone else is a loser. That is a lack-based mentality, and sports is based in lack. It's based in competition, and I've heard this quote, many times, it was Bob Proctor that told me that 'Amateurs compete, where professionals create.'”

Connect with Tony and learn more about his work:

• About Tony

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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DO WELL AND DO GOOD ALTOGETHER.

Many people are not too convinced that doing good for others while doing well in your own personal life can go together. In this episode, Jonathan welcomes Bessi Graham, a coach, podcaster, and co-founder of Benefit Capital. Bessi will give us new light on this matter and will be sharing her own experiences on this discovery, only here in the latest episode of The Disruptive Successor show.

HIGHLIGHTS

• Introducing Bessi Graham
• Doing well while doing good
• Growing up in search of making an impact
• The sense of fulfillment that money can't buy
• Overlapping of core values in business and personal life
• Bessi's final thoughts

QUOTES

Bessi - You cannot solve it alone:

“What happens when we take a bigger view of the world or of the systems we're operating in, is we very quickly realize that one person or one organization isn't the answer and can't solve everything.”

Jonathan - Fill yourself up spiritually:

“There's something that's very passionate about this work, and that it doesn't necessarily fill you up materially, although it can, it certainly fills you up in a spiritual way.”

Bessi - Have clarity as to where you are moving towards:

“We're either growing or we're dying, and that doesn't have to mean acquiring more things or getting more money, but it is about that sense of being clear on what are you moving towards.”

Connect with Bessi and learn more about her work:

• About Bessi
• BessiGraham.com
• About Benefit Capital
• BenefitCapital.com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Sometimes, what’s difficult in moving on is not about whether you do it or not, it’s about how you will do it and with whom you are doing it.

In this episode of The Disruptive Successor show, Jonathan welcomes Laurie Barkman, CEO, and Founder of SmallDotBig, who works to help business owners add value to their businesses and successions. Laurie will be sharing her story and advice to business owners who are planning their exits and successions along the way.

HIGHLIGHTS

• Introducing Laurie Barkman
• Exits and successions are as important as building and running
• Laurie's point of view on diversity
• Ins and outs of family boards
• Opening up to outside advisory boards
• Digging deep into strategic planning
• To sell or to transfer

QUOTES

Laurie - Surround yourself with equally skilled people to plan your exit:

“It's important for them to realize that they'll want to have the same kind of talent around them on the sell side or to the transaction side, whatever that exit is for them and their succession.”

Laurie - Diversity of thought, not the surface only:

“How I like to describe it, Jonathan is a diversity of thought, and people's experiences and perspectives is what makes us diverse, I don't really look at us on the surface and say, This is a diverse board.”

Laurie - Sell the business or transfer to the family:

“Selling versus the family is tricky for a lot of the reasons we mentioned, maybe we want junior to have it but Junior, again, doesn't have the skills, either Junior is not interested, they don't have the skills, or it's a time sensitivity, where we just can't wait that long to see what happens.”

Connect with Laurie and learn more about her work:

• About Laurie
• About SmallDotBig
• SmallDotBig.com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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SOME PEOPLE ARE TOO BUSY BUILDING WEALTH WHILE THEY SACRIFICE THEIR HEALTH.

Are you fit enough to work on your business? Luke DePron, the host and founder of Live Great Lifestyle is with Jonathan to discuss the ins and outs of getting fit and healthy for a more productive and positive way of running a business. Tune in and learn more about how you can achieve a fit and healthy body while achieving your business goals in this latest episode of The Disruptive Successor podcast.

HIGHLIGHTS

• Introducing Luke DePron
• Engaging in the bicycle business
• Why are health and fitness so important
• It's not just about how you look but also how you feel
• Confidence and energy framework for entrepreneurs
• Exercise advice for traveling entrepreneurs
• There is value in doing the work (exercise)

QUOTES

Luke - Working to educate about certain confusion over food:

“There is a little bit of an educational component in what I do. And I think particularly around the food, there's a lot of confusion, a lot of marketing that unfortunately sets people up for failure.”

Luke - It’s in buying, not eating:

“We now have to get strategic with how we integrate that into our diet, and the strategy is very simple. It's [when] we use moderation as a buying strategy, not an eating strategy.”

Luke - The passion to help towards change:

“The goal of personal training was always a passion of mine, helping people really make a lifestyle change.”

Connect with Luke and learn more about his work:

• About Luke
• LiveGreatLifestyle.com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at

www.DisruptiveSuccessor.com

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Hosting a party is the easiest way to gather and get connections.

This is the highlight of Nick Gray’s non-traditional book called “The 2-Hour Cocktail Party” where you learn how to party with rules and start new relationships that could potentially lead to business. Nick is the founder of Museum Hack and worked closely with his parents in Flight Display Systems, where he had his first taste of running a business, an experience he will be sharing here in the latest episode of The Disruptive Successor.

HIGHLIGHTS

• Introducing Nick Gray
• Father-son bonding with selling
• Getting closer through the business
• Each other's "fiefdoms" in the business
• Starting and selling Museum Hacks
• Family-owned vs. hired gun
• The idea behind "The 2-Hour Cocktail Party"

QUOTES

Nick - The best part of working in a family business:

“Working together brought us so much closer, and it's something that I wouldn't change for the world.”

Nick - Role in the business with his mom and dad:

“I lead a lot of our recruiting. So a lot of our hiring, I led all of our marketing and marketing extended to our print manuals for the products, the specification sheets, our magazine ads, our website, all the boxes, everything visual that was involved in the business.”

Nick - Taking his own path and starting his own company:

“It just wasn't something that I really wanted. I wasn't begging to be lined up for that business and that part of the country, and so ultimately, about a year before the business sold, I had kind of left and started my new company.”

Connect with Nick and learn more about his work:

• About Nick
• Nick’s Website
• Nick’s Blog

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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FAILING TO PLAN IS PLANNING TO FAIL.

Very common words that are said by many but not applied so often by people, especially with matters of succession and exits. In this episode of The Disruptive Successor podcast, Jonathan welcomes Phelps Wood, a Family Business Advisor and Founder of Tres Across LLC. Phelps will be talking about the importance of succession or exit planning through a case study on his personal experience with their family business, and what are the things you need to know before doing so.

HIGHLIGHTS

• Introducing Phelps Wood
• Exits or successions should be planned
• Leaving and going back to the family business
• The sweet spot of succession planning
• Difficulty of letting go
• Explaining the 5 Ds of business
• Know your financials
• Communicate early and often

QUOTES

Phelps - Thinking about succession or exit planning:

“I think the key is that whether you're going to call it Succession planning or Exit Planning, it's something that business owners need to be thinking about.”

Phelps - The 5 Ds of business:

“They talk about like the five Ds of businesses, which are kind of that which none of them are positive, you know, death, disability, dissolution, divorce, and one of them is departure.”

Phelps - Common things business parents do with their kids:

“That's very common in a lot of family businesses, you know, the kids are kind of introduced to the business by their parents, because it's such an important part of their life, you know, the people that work there, they're, you know, some of the individuals end up almost as family members.”

Phelps - Know about the financials:

“You've got to get your hands around the financials, of the of not only the business, but I'd say Don't think of it as a family business, but think of it as a kind of family enterprise.”

Phelps - Communicate early and often:

“I think the one lesson learned is, communicate early and often, and the communication, you've got to put procedures in place to ensure that that communication happens.”

Connect with Phelps and learn more about her work:

• About Phelps

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Why spend your time fixing weaknesses when there are strengths that you can build on?

Jonathan welcomes Brandon Miller, Co-Founder, and CEO of 34 Strong, a company dedicated to help organizations elevate to be one of the best places to work. Brandon will be sharing how he uses assessments on his own kids and cite them as examples in his discussions, and discover what StrengthsFinder is, and what 34 Strong does. So tune in and learn all these in this latest episode of The Disruptive Successor podcast.

HIGHLIGHTS

• Introducing Brandon Miller
• What is StrengthsFinder
• The ideal assessment to use
• Leaders and teams should have assessments
• Focus on your strengths, not build on weaknesses
• What is 34 Strong

QUOTES

Brandon - The issue with parenting:

“In parenting, school management, we do the exact opposite. We position them to get better at something, they're not as good at it. So why don't we just take this approach we already all know, apply it to these areas, we probably could get better outcomes.”

Brandon - The right tool to use:

“Any tool can be effective if it's well educated inside and where we found the gap in organizations we work with, is the intention of leaders to have effective tools to help teams become highly engaged.”

Brandon - Don’t turn your employees into you:

“What I did worked for me, may not work for them. If I try to turn them into me, I'm essentially asking them to become who they're not, and this almost never works out well.”

Jonathan - What really gives you the advantage:

“It's not technology, it's not strategy, it's not finance, but it's basically teams that are healthy and engaged teams that give you the ultimate competitive advantage.”

Brandon - What 34 Strong is and does:

“We go into organizations that typically are starting from a place where they have a challenge, and we're helping them to grow into or become a recognized best place to work.”

Connect with Brandon and learn more about her work:

• About Brandon
• About 34 Strong
• 34 Strong Website

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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As a Business Development Strategist, Madelyn Dunlap focuses on company growth and how to proceed with the growing process properly. Jonathan Goldhill welcomes Madelyn in this latest episode of The Disruptive Successor, as they talk about the 7 stages of growth and many more.

HIGHLIGHTS

• Introducing Madelyn Dunlap
• Fascination with data in business
• Madelyn's 7 stages of growth
• Through flood zones and wind tunnels
• Explaining the stages

QUOTES

Madelyn’s fascination with data:

“I was fascinated with not just data, but what data can do for us and how we can use this information to make better decisions, and business more successful decisions.”

Madelyn explaining what the stages of growth:

“As you add people to your organization, you add complexity, each person comes to your organization with skills and with their own background. And as you add them, the relationships, the interrelationships. It doesn't just increase, it really multiplies. It grows exponentially.”

Madelyn on embracing chaos:

“One of our rules is to really embrace the chaos and create process only where necessary.”

Madelyn’s view on stagnation vs. innovation:

“One of the greatest challenges is stagnation, that you are not being innovative.”

Connect with Madelyn and learn more about her work:

• About Madelyn
• About The ReWild Group LLC
• The ReWild Group LLC Website

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Most of us know only a few women in the military, and it’s even harder to find one who shifted to being an entrepreneur. Karla Dembik is one example of a strong woman from the military who founded her own business, Phoenix Payment Processing. Tune in today as Jonathan Goldhill interviews Karla and let’s all learn together about her amazing story.

HIGHLIGHTS

• Introducing Karla Dembik
• Karla's early fascination with the military
• The gift of camaraderie
• A better way of treating business owners
• In pursuit of innovation
• Recruiting from military
• The threat of Inflation

QUOTES

Karla’s dream to be in the military:

“It just kind of became my passion in just my whole world as a kid, and then later in life, when I finally joined in, it was everything to me.”

Karla on working for a collective purpose:

“At the end of the day, we are working for the same purpose and you become friends with everybody's other families and you rely on each other, and that was really significant.

Karla talks about her passion:

“I saw an opportunity to help people to find a purpose again in helping business owners be successful in their business in a very different way. And it has become my passion now.”

Karla’s pursuit of innovation:

“I'm always looking to innovate because I see it growing into more of this one-stop shop for businesses and all of the business's needs, the payments, the payroll, the capital, everything that you need.”

Connect with Karla and learn more about her work:

• About Karla
• Phoenix Payment Processing

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Like any other field of vision, business financial aspects still have blind spots, and these are the things that Barry Rutten aims to solve. Barry is a partner and co-founder of Wealth Defense Financial Advisors, which provides financial planning, investment advisory, and wealth management services to individuals, families, business owners, executives, and entrepreneurs.

Tune in and learn more about Barry and how he uncovers financial blind spots and how he solves them, only here in the latest episode of The Disruptive Successor show.

HIGHLIGHTS

• Introducing Barry Rutten
• Generational business turnovers
• Coaching with the doctor model
• Avoid financial loss, achieve financial success
• Blindspots of entrepreneurs

QUOTES

Barry’s thoughts on successors:

“It's a difference between working IN the business and ON the business.”

Barry on business owners’ difficulty to let go:

“Business owners put their blood, sweat, tears, and life energy into this entity, and depending on the person, they may have internal struggles with just letting go.”

Barry’s choice of clients:

“I want to be close to the decision maker, and because I see the connection between the business owner and then the business owner's personal side.”

Barry on being open to learning:

“I don't think it's necessary to be Superman or Superwoman. When it comes to owning your business, I think the smart thing is to stay coachable, stay receptive, and stay open to new ideas.”

Connect with Barry and learn more about his work:

• About Barry
• Wealth Defense Financial Advisors

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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From a simple carwash that he bought from his father with his college savings and money from selling his car, Bobby Marchenese has turned this family business into a 6-site 70-employee operation. Bobby’s original plan was simple, go to wall street and get busy with finance, but something held him back, and what is it? Find out more about it by tuning in to Bobby and Jonathan Goldhill in this latest episode of The Disruptive Successor podcast.

HIGHLIGHTS

• Bobby's business backstory
• Hold back to give the business a shot
• Buying a carwash location from his dad
• Turning things around
• The scary but pretty good start
• The growing pains and lessons learned

QUOTES

Bobby: “it just didn't seem like that was the right path. For me, there was just something kind of holding me back from that. You need to be an entrepreneur, you need to give the business a shot.”

Bobby: “I just had this gut feeling that I could make it work and I can turn things around.

Bobby: “Micromanaging people, it's not necessarily a good thing to do.

Bobby: “Take that step back, look into your business, work on a vision, to be able to create that vision, to know where you want to go in the next five years. As opposed to just constantly just fighting the day-to-day and you get six months down the road, and you're really in the same spot.”

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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Be a part of the league of Modern Gentlemen by tuning in to the epic life story of Alex Ramirez. Alex is a 45-year-old wisdom-fed, purpose-driven gentleman stuffed in a 21-year-old’s body. He leads a movement for men’s mastery of self and mindset by learning the 4 levels of freedom.

HIGHLIGHTS

• Alex's epic backstory
• The 4 Levels of Freedom
• Diving in the same cycle
• The miracle that broke the cycle
• The drive to help people build wealth
• Don't find your purpose, CHOOSE IT

QUOTES

Alex: “There are strong men who build good times, and then those good times build weak men.”

Alex: “The first freedom is physical freedom, taking care of yourself, loving yourself, optimizing your body and your mind.”

Alex: “The second freedom is emotional freedom. Once you've put yourself first, then you put yourself first again, that may sound a little bit selfish, but that's what you need to do if you want to be selfless.”

Alex: “I embraced the hardships I wore through trauma, and I started listening.”

Alex: “I've always been purpose-driven and I don't think you find purpose, I think you choose purpose.”

Connect with Alex and learn more about his work using the links below:

• Millionaire Podcast Automation

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

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THIS EPISODE IS LEGENDARY!

Too many to list down, but that’s how we would describe the amount of value that Tommy Breedlove brings to the show, as he joins Jonathan Goldhill in another exciting episode of The Disruptive Successor show. Stay tuned as Tommy shares his life story, what events led to writing his book, how he worked on himself, and the cool change that set the motion for his legendary life.

HIGHLIGHTS

• Tommy's life before becoming legendary
• Legendary life to Legendary book
• Meeting his mentor
• Time for a cool change
• You are the problem and solution
• Make a choice to make a change
• The five keys to living a legendary life

QUOTES

Tommy: “All of those tangible things happen by just putting me first and three years, and here I am.”

Tommy: “The most important thing is I found peace of mind, fulfillment, courage, patience, peak presence.”

Tommy: “Money is a magnifying glass. If you're miserable, it's going to magnify that misery if you're if you want to make an impact, it's going to magnify that impact.”

Tommy: “If there's an area in your life, that you are unfulfilled, unhappy, or not as successful, go find the nearest mirror and look at it, that's the problem and the solution.”

Tommy: “The key for everybody is it starts with a feeling and then making a choice to change, and it's hard. But it's so much better than whatever area you're lacking in right now.”

Connect with Tommy and learn more about his work using the links below:

• About Tommy
• About Legendary Life Movement
• Tommy Breedlove Website

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Let’s sit and take a sip from a Royal Cup of value with Bill Smith III in this latest edition of The Disruptive Successor show. Jonathan Goldhill welcomes Bill and they will be unpacking the story of Royal Cup’s humble beginnings, its succession through generations, and each generation's disruptive strategies that evolved the company from a regional to a national scale.

HIGHLIGHTS

• Royal Cup Coffee and Tea
• From grocery shelves to office coffee spaces
• From grandfather to father to Bill
• Bill's Immersion at a young age
• Generational Transitions In the Family
• Internal Growth by promoting within

QUOTES

Bill: “Royal cup today is a national roaster and distributor of fine coffees and teas, literally across the country, primarily to restaurants, hotels, resorts, as well as offices.

Bill: “We invested heavily in the capability and capacity of our campus, and most importantly, made a commitment to a strategic rebranding of our products.”

Bill: “It was important for me as a leader in the third generation of the family, to really immerse myself into the business in all aspects of the business.”

Bill: “It wasn't always a wonderful ride, because family members have strong opinions. Sure. And so we had to figure out how to balance that.”

Bill: “I'm very proud of the fact that we as a family figured out the best way to establish a national platform for that nonfamily executive team to take charge and take the company to its next phase of growth.”

Connect with Bill and learn more about his work using the links below:

• Double Iron Consulting LinkedIn
• Double Iron Consulting Website

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Businesses are full of processes, and it is such a pain to manually document them all in one centralized file, not to mention the need to update them to cope with the times. In this latest episode of the Disruptive Successor show, Jonathan Goldhill welcomes Owen McGab Enaohwo, CEO and Co-Founder of SweetProcess, and he will be sharing his personal journey in outsourcing, the proper and efficient way of preparing processes, and how SweetProcess is the way to go for your processes needs.

PLUS: Make sure to finish until the end of the episode as Owen and Jonathan have a special gift for you all!

HIGHLIGHTS

• Owen's VA business background
• Outsourcing is the way to go
• You are the bottleneck
• Process improvement mindset
• Minimum Viable Procedure
• How sweet is SweetProcess

QUOTES

Owen: “Not only that outsourcing was waiting to go. But even the small guys, the ones with the smaller companies can actually do it, it wasn't reserved for the larger companies.”

Owen: “Once you have it in your mind that this is going to be a continuous improvement thing. You give your mind the permission that okay if that's the case, we're starting from version 1.0, which literally is not going to be done much.”

Owen: “This should not be you, or your manager, responsible for filling out the details. It needs to be a collaborative thing where employees, people who have already maybe been verbally trained on how the task is done and already been doing, be involved in that process of filling out the details.”

Owen: “The way processes work is that there are some types of tasks where using a single checklist will not be sufficient for it because the task itself is a large, complicated task”.

Connect with Owen and learn more about his work using the links below:

• LinkedIn: https://www.linkedin.com/in/owenmcgabenaohwo/
• Website: www.sweetprocess.com/disruptivesuccessor
  • Click the link now to get the “52 Standard Operating Procedure Templates” for free!

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Squirrel squabble… One of the reasons businesses or even just individuals fail is being they have too many distractions in their heads. Today in the latest episode of the Disruptive Successor show, Jonathan Goldhill welcomes Michael Neill, a Transformative Coach, Best-selling Author, and CEO at Genius Catalyst, to talk about his work in helping people clear their heads. Tune in as Jonathan and Michael discuss how the vertical dimension of coaching works and how to transform squirrels into humans.

HIGHLIGHTS

• Michael's Vertical Dimension of Coaching
• Managing Humans vs. Squirrels
• Michael's coaching process
• Transforming squirrels
• Effects of an isolated environment
• Settling down into clarity
• Michael on work-life balance

QUOTES

Michael: “The tactics can be learned, the strategies can be developed and practiced. But if you're a mess, you're going to be a mess, applying strategies, and they're not going to work as well.”

Jonathan: “To me, the best leaders, and the best clients who are leading their businesses, there, let's just talk about how they show up, they're authentic, they're transparent, meaning they are truthful.”

Michael: “When you've tried doing it the way you think you've got to do it, and it becomes obvious that's not going to work. At that point, anything is worth trying, other than more of the same.”

Michael: “One of the ways I define leadership is it's the art of aligning intention. So part of my role as a leader is to align the intentionality within my family, it's to align the intentionality within my business.”

Connect with Michael and learn more about his work using the links below:

• LinkedIn: https://www.linkedin.com/in/mineill/
• Website: https://www.michaelneill.org/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Is there someone bringing a lot of drama into your family business? You’re probably dealing with a high conflict personality and in this latest episode of the Disruptive Successor show, Jonathan Goldhill welcomes Megan Hunter, the CEO of the High Conflict Institute to give us some insight about HCPs. Megan will be sharing the different personality types to watch out for and how to handle HCPs and avoid unnecessary costs to your company.

HIGHLIGHTS

• High Conflict Personalities
• 4 types of personality issues
• HCP in family businesses
• Handling HCPs
• Example of HCPs

QUOTES

Megan: “it's not a diagnosis, it's actually a pattern of a kind of a description of a pattern of behavior of high conflict behavior.”

Megan: “High conflict personalities often do extreme things, they'll do things that 90% of other people don't do.”

Megan: “It's probably more rare for them to stay in a job for a long period of time. But it depends on who is around them, and what kind of pressure is being put on them.”

Megan: “Get to know someone, six months have them, you know, hire them on a provisional basis, or probational basis. And within six months, you'll see these things within a year, definitely, but probably within six months.”

Connect with Megan and learn more about his work using the links below:

• LinkedIn: https://www.linkedin.com/in/meganlhunter/
• High Conflict Institute: highconflictinstitute.com/
• Unhooked Media: unhookedmedia.com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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As a Leadership Coach, Author, Public Speaker, and Host of not just one, but two podcasts; “The Brave Files” & “Was A Chance”, Heather Vickery is all about empowerment and a tough cookie to crumble. Jonathan Goldhill welcomes Heather in another exciting episode of the Disruptive Successor show. They will discuss the B.R.A.V.E. Method and the qualities you need to take note of when leading a business.

HIGHLIGHTS

• Stepping into leadership
• Fear is there to save you
• The B.R.A.V.E. Method
• Boundaries X Core Values
• Reassessment, Reframing, and Resilience
• Action and Accountability
• Vulnerability to be authentic about yourself
• Expand and Empower

QUOTES

Heather: “It's an interesting concept, I think, in many cases, and of course, it's going to be different, these family dynamics are tricky, but in many cases, I think folks tend to hold back.”

Heather: “The reality is we all face some types of fear in our life, and in some cases, fear is there for you, it saves you.”

Heather: “Give people a chance to prove you wrong, or just to stake your claim that you have something to say that you have the right to be heard that you want to sit at this table, and stop deciding for everybody else how they're going to react.”

Heather: “The B.R.A.V.E. method is about showing up for yourself and expansion and empowerment are inside jobs. No one can do that for you.”

Heather: “It's like sending elementary school kids homework, just for the sake of proving that you're stronger than they are, that you can make them bow down to your will, it's bulls**t, and it's not the way most companies run their business anymore.”

Heather: “Gratitude is the number one thing that has been scientifically proven to increase happiness, joy, and overall wellbeing while decreasing stress, anxiety and depression.”

Connect with Heather and learn more about his work using the links below:

• LinkedIn: https://www.linkedin.com/in/heather-vickery/
• Website: https://vickeryandco.com/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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IT’S A GENIUS ENCOUNTER as Jonathan Goldhill welcomes genius entrepreneur, Justin Breen in the Disruptive Successor show. Tune in as Justin shares with Jonathan and the audience his entrepreneurial journey, why taking action is better than overthinking, and his knowledge of Kolbe's assessment.

HIGHLIGHTS

• Justin Breen's entrepreneurial journey
• The Kolbe index
• Taking action overthinking
• Business owners VS. true entrepreneurs
• Strategic coach program

QUOTES

Justin: “I'm just 100% simplifier, living in my zone of genius and spending time with my family.”

Justin: “One of the passages in the book is, meaning is not an idea to be agreed with, it isn't a feeling. It is a feeling you get when you live as a hero on a mission. And it cannot be experienced without taking action and living into a story.”

Justin: “It all comes back to taking action over thinkers or under doers. Over-analysis takes away all your energy.”

Justin: “You can't learn anything unless you take action. So if I, the way I look at is everything can't be perfect and right, unless you take action to learn what's actually wrong.”

Justin: “Business owners care about revenue, office space, employee count, material stuff, I don't care about any of that stuff. true entrepreneur cares about creating purpose, spending time with family or friends, and changing the world.”

Connect with Justin and learn more about his work using the links below:

• LinkedIn: https://www.linkedin.com/in/justinbreen1/
• Website: https://www.brepicllc.com/

Do you have the Visionary, Abundance, Investment mindset?

Take the assessment and find out: https://www.kys.coach/scorecard/ed80742f6e14c22a8884e7829c18fb88/survey

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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It’s all about media today as our host Jonathan Goldhill welcomes the CEO and President of Mosaic Media, Mary Ann Pruitt. In this latest episode of the Disruptive Successor show, we're going to be talking about media, media buying, and how to target people in the media using generational thinking.

HIGHLIGHTS

• Managing a business from far away
• How COVID changed the face of media
• Different media consumption per generation
• Target marketing in media
• Mary Ann on the evolution of media buying

QUOTES

Mary Ann: “Our team is broken up in the various time zones of where we're spread out throughout the world. Most of our team is in the US. But we do work world worldwide work.”

Mary Ann: “Scale your company, based on what the client demands are”

Mary Ann: “The biggest change that we probably have seen is actually the consumer behavior habits. So the individual and the generational breakout and makeup of everybody has changed habits in a different way for everyone.”

Mary Ann: “We've had almost, you know, two solid years of this of true habit-changing formatting and seeing how people are consuming media that we really do as marketers, we have to think about that.”

Mary Ann: “When I started my career, that's what it was. We didn't have anything digital to look at. We didn't have anything at our fingertips. And I, I look at it now and say yes, it's overwhelming, digital is overwhelming.”

Start building your legacy now by connecting with Mary Ann using the links below:

• LinkedIn: linkedin.com/in/maryann-pruitt
• Email: mosaic.agency/blog/
• Websites: mosaic.agency/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Today it’s host to host in the latest episode of The Disruptive Successor show. Jonathan Goodhill welcomes the host of the “Don’t Retire…Graduate!” podcast, Eric Brotman. Eric is a certified financial advisor and the CEO of BFG Financial Advisors. Eric and his team are firm believers that financial literacy is the key to financial freedom, which inspires them to provide free and affordable educational resources and accessible financial planning with no asset minimums.

HIGHLIGHTS

• Key elements to a good succession planning framework
• Eric on successions and exiting
• Eric on giving the equity
• Eric’s role in the succession planning
• The “Don’t Retire… Graduate!” book
• What BFG Financial Advisors is about

QUOTES

Eric: “I think the two that are most important beyond everything else, our communication, which to me also includes transparency, and goal alignment.”

Eric: “I'm generally not a believer that you give equity away, I think equity is always sold, and even in a family business situation, I think equity is sold.”

Eric: “I have to balance what the expectations are on a transaction. Because everyone thinks their business is worth more than potentially it is, in the same way, we all think our house is the nicest one on the block.”

Start building your legacy now by connecting with Eric using the links below:

• LinkedIn: linkedin.com/in/ebrotman
• Email: ebrotman@bfgfa.com
• Websites: bfgfa.com

A special gift from Christian to Disruptive Successor listeners! Visit https://www.instantnonprofit/disruptive-successor to get his Nonprofit Boot Camp for free!

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Disruptive Successor’s latest episode is going to be unique as Jonathan Goldhill welcomes Christian LeFer, who is very passionate about nonprofits and social enterprises. Christian is the founder of InstantNonprofit, an organization that helps leaders and influencers create impact and build a legacy with the integration of a charitable entity into your life’s work.

HIGHLIGHTS

• InstantNonprofit: What it is and how it started
• Christian’s inspiration in getting into nonprofits
• Why should you start a nonprofit
• Getting paid while doing a nonprofit
• Concentric circles
• 5 stages of a nonprofit

QUOTES

Christian: “I just got this moral outrage because I remembered my sister in Specialympics, and I said, well, somebody did that one day, and they face these incredible challenges in a year-long delay and very opaque process.”

Christian: “What a nonprofit allows a business owner to do is sort of superposition their business and their life, their experience, their legacy, all of it through creating an organization that is very heart-centered.”

Christian: “You have three hats on the table in front of you. Why would you never wear two hats at the same time?”

Christian: “Sometimes people just need permission to go ahead and take the next step, and we do that as well.”

Start building your legacy now by connecting with Christian using the links below:

• LinkedIn: https://www.linkedin.com/in/christianlefer/
• Email: christian@instantnonprofit.com
• Websites: https://instantnonprofit.com/
• Facebook: https://www.facebook.com/InstantNonprofit

A special gift from Christian to Disruptive Successor listeners! Visit https://www.instantnonprofit/disruptive-successor to get his Nonprofit Boot Camp for free!

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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The Disruptive Successor meets America’s Legal Coach.

Today on the Disruptive Successor Podcast, Jonathan Goodhill will be talking to Scott Reib, where they will unravel how seeking legal advice doesn't have to be intimidating or expensive. Scott has a legal career spanning two decades and has served as the official Zig Ziglar small business lawyer and a Ziglar legacy certified trainer.

HIGHLIGHTS

• Disrupting using the subscription-based access plan
• Scott’s client base
• The concept of shatter-proofing your business
• When should people start thinking about lawyers?
• Mistakes people make with their legal
• Importance of written agreements
• The Recurring Revenue Model

QUOTES

Richard: “I like to say that the billable hours dead there, the Lord, the lawyers just don't know it yet. When they figure it out, their lives will get better, and they'll be more successful.”

Richard: “We've built strong legal systems and structures in our business so that we've avoided the really big problems, and that's what I call shatter-proofing.”

Richard: “Most business owners and people in general wait until their proverbial house is on fire and then they go to a lawyer. You know, they don't even have to go to Google and find a lawyer and then go to the lawyer.”

Richard: “As a business, the project develops, things change, memories fade, and expectations aren't properly remembered, and so yeah, you got to have that written agreement.”

Get a 20-minute laser legal coaching session with Scott and download his book at http://reiblaw.com/disrupt, or simply connect with him with the links below:

• LinkedIn: linkedin.com/in/thescottreib
• Email: scottr@reiblaw.com
• Websites: reiblaw.com
• Book: The Ultimate Guide to Estate Planning for Beginners

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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A third generation disruptive successor of his family’s business, Richard Grove joins Jonathan Goodhill in another exciting episode of The Disruptive Successor podcast. Richard originally walked his own path by working as an engineer for the Department of Defense, but as much as he liked it there, he had a calling back to his family. Today, Richard is the COO of Wall Control, a family-owned and operated brand of wall storage and organization systems, which started as a small tool and die shop in the 1960s that has grown and evolved throughout the decades.

HIGHLIGHTS

• The transformation going to Wall Control
• Utilizing search results data for innovation
• Engaging to SEO for better marketing
• Partnerships with Brand Ambassadors and Skilled Influencers
• The Family Business Structure
• COVID impact to the business

QUOTES

Richard: “Instead of going out and telling people how great we were, there's already people looking for how great we are, they just can't find us. So my first step was to kind of reverse engineer the customer base and look at what people were looking for, and try to put something in front of them.”

Richard: “Our partners there, they were skilled, long before they had the following. So they were skilled makers, wood workers, you know, fitness professionals, and so they have the following because they were, they had that skill. And so the cool thing for us is getting our product in their hands, they really know what they're doing. And they can really tell the story.”

Richard: “The brand ambassador, influencer marketing is far beyond just products for exposure or pay for exposure, it's more about going at them inviting you into their community, and then in turn, how the real the big thing is helping you help them grow with your own community. So a mutually supportive relationship will really benefit you long term.”

Richard: “I'd say at the core, it's trust. We're not so full of ourselves to think that every person who's doing their job is the best person that could possibly be doing that job, and happens to be family, because what we do know is that We have that trust.”

To connect with Richard, check out the links below:

• LinkedIn Profile: https://www.linkedin.com/in/richard-grove-wall-control/
• Podcast: https://businessradiox.com/podcast/organization-conversation/
• Wall Control:
  • https://www.linkedin.com/company/wall-control-storage-systems/
  • https://www.wallcontrol.com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

• How to overcome the lack of confidence
• Nancy’s coaching tools and techniques
• Commanding your worth with “The Art of the Ask”
• Family businesses in succession and overcompensation
• Family problems in family businesses

QUOTES

Nancy: “The number one issue that everybody wants is more confidence, because we all know that any lack of confidence is like a glaring missing tooth, people can feel it, even if you try to cover it up.

Jonathan: “I should say, not equally, but getting treated fairly, is what I think is really important.”

Nancy: “When a problem occurs in a family relationship, it is magnified in the business and thought about.”

Nancy: “Everybody wants to live a fuller, more, more, more value driven, more purposeful life and feel like they're making a difference as well as earning a living.”

Nancy: “When you're working in a family business, you have to have your ears and eyes open and recognize that this is a different structure, and is always going to be a different structure.”

Nancy: “This is a great time to take stock of what we're really all about, what's really important to us. Whether you're a man or a woman, I think everybody's asking the same question these days is like what am I really all about? What's my life really all about?”

To connect with Nancy, check out the links below:

• LinkedIn: https://www.linkedin.com/in/businessfox/
• Twitter: NancyFox
• Website: chrisyonker.com
  • thebusinessfox.com (Company Website)
  • bit.ly/careerleapforward (Complimentary Master Class)
  • facebook.com/groups/boldbizwomen (Business Mastermind Community)

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

• Chris’ 3M Experience
• Importance of Strategy
• Being prepared for the upcoming changes
• Chris’ Methodology and the Hierarchy of Fulfillment
• The Dilemma of Balancing Your Goals vs. Ego
• Handling transitions with families

QUOTES

Jonathan: “Strategy is such a key part of business, and too many small and medium sized businesses don't really even understand what their strategy is, or how to differentiate themselves in the marketplace. And I think that when you take a strategy of innovation, and then you make it part of the alchemy of your company, it really brings it to life.”

Chris: “These ideas of creating a centered life, and a life that's got a higher state of consciousness tied to it, there's an opportunity to transform within that. So that we can redefine who we believe we are in our life experience, it doesn't mean that we're going to become a different person. But in many cases, what it does mean is I'm going to navigate more for my truth instead of from an ego.”

Chris: “I find the people that end up working with me. They want to transition but at the end of the transition, they want to have more peace. That's the common thread. They want peace.”

Chris: “Individuals' interest goes first. Because otherwise, what do you end up with? I've worked with families where I came in, and then there's family members involved in the business and they don't want to be there.”

To connect with Chris, check out the links below:

• LinkedIn: linkedin.com/in/chrisyonker
• Website: chrisyonker.com
• Twitter: ChrisYonker

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

• Getting to know David Rosell
• David’s view on retirement
• Trends in next generation businesses
• The three archetypes of business owners
• Being rich vs. being wealthy
• Active Management vs. Passive Management
• What does David’s firm do?

QUOTES

David: “These days, people are phasing out of work much earlier, they're living much longer. And no one wants to be put out of use. Most people that we work with are looking at this as stage chapter three of their life, and they're really just beginning. So the term I like to replace retirement with is being financially independent or independent of the paycheck.”

David: “Out of those 91 clients, we have every different type of personality, okay. And when we're creating a plan, it's certainly not boilerplate, their wealth distribution life plan, we call the risk blueprints. Because what's important to one person is so different for the next person.”

David: “I would say that riches come more from the size of your bank account. And more importantly, in my opinion, wealth comes more from your heart, and your happiness.”

David: “So there's always changes going on, which is another reason why we believe it's so important not to have a set it and forget it approach when it comes to financial planning.”

To connect with David, check out the links below:

• LinkedIn: linkedin.com/in/davidmrosell
• E-mail: david@rosellwealthmanagement.com
• Website: RosellWealthManagement.com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

• Scott’s story about his research on leadership
• Scott’s definition of leadership
• Common mistakes leaders make that destroy employee engagement
• What the best leaders do that encourages employee engagement
• How to measure creativity in leadership
• Challenges to be a good leader
• How to measure employee engagement
• Scott’s leadership scorecard
• How to coach leadership and growth
• Why emotional intelligence is important in being a leader
• The Leadership Accelerator Program

QUOTES

Scott: “Well, it wasn't my full time job. It was my passion project. And so I didn't have to bankroll doing nothing else for five years, but no, okay. What I was curious about is leadership is just this nebulous, confusing, fuzzy thing.”

Scott: “Let's make it practical, let's make it what does it actually mean? And to me, it means working through others to get things done.”

Scott: “An A player on one team can be a D player on a different team, simply because of the way that the leader interacts with them.”

Scott: “I think the key for modern leadership is compassion. And it's really looking after your people like you want your people to want to help you.”

Scott: “People work and people give their best effort. People show up at work, because there's some purpose bigger than just earning a paycheck or some purpose bigger than making somebody else more money.”

Scott: “You have to accept that not everything can be predictable, not everything can be efficient, not everything can be and that's the wrong goal. Do you truly want innovation? Then you have to leave some slack. Right? You can't have everything, you know, budgeted precisely to the penny into the minute into the hour, you just can't do that with innovative work.”

Scott: “I think one of the harder things that I've had to try to get people to realize is that you're going to be respected more and appreciated more, if you do some other things, like you mentioned a few of them, you know, clarity and compassion, and just really set the table for these people to shine. But get out of their way and let them be the hero of the story. That's really what's going to help them give you the most value.”

Scott: “The single biggest thing about being a good leader is how you think about it. It's not skills. It's not the scorecard. It's not understanding this, it's not understanding that it is this idea that my job as a leader is to work through others, and is to be more of a facilitator and more of an enabler than it is to be a doer.”

Scott: “As a leader, you have to emotionally be able to step back and say, it's more important for them to get this to get this win for themselves than it is for me to jump in and be the technician.”

Jonathan: “First, build a cohesive leadership team. Second, create clarity, third, over communicate that clarity. And fourth, reinforce that clarity.”

To connect with Scott, check out the links below:

• LinkedIn: https://www.linkedin.com/in/scottdrake/
• Website: jumpcoach.com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

• Why do we have to analyze leading indicators
• Sharing favorite metrics to analyze
• Importance of being a data-driven company
• Sharing of client stories
• Data Visualization Tools (Google Data Studio, Excel, Tableau)
• How to identify or choose the right KPIs to measure
• Primary and Secondary KPIs

QUOTES

Jonathan: “People don't like us that we're analysts, you know, that we're analytical that we want to know. Too many small businesses just focus on the profit and loss and just like, am I making money and and like, that is missing the boat.”

Jonathan: “We have to know what the leading indicators are. And these are why we use KPI so we can know how we're doing.”

Jonathan: “And so it's one thing a lot of business owners, entrepreneurs, leaders, they look at indicators. And they focus on sales and marketing indicators only. They don't focus on operating metrics.”

Jack: “So that's kind of when I'm not like trying to convince anybody, just when I'm talking about it, like, Hey, if you invested in a dashboard, or if you became a bit more data driven, let's say, at the very, most, maybe it's five grand, maybe it's 10 grand, or something like that. But if that helps you save 15 grand, or make better decisions, you make an extra 20 grand or something, the ROI is kind of a no brainer.”

Jack: “I know it's kind of a new agey type thing in sports. It is not that new agey in business, it is how successful businesses have been running for a long time. It's now kind of trickling but trickling down into the small businesses and entrepreneurs and becoming a lot more accessible there, which is the whole point of my business, but also just really exciting for the industry in whole.”

Jack: “65% of people are visual learners, but I would guarantee that 100% of people, if they look at their scorecard and they see a big red down arrow or a big red square, that is going to be a red flag to them and they will look closely at it.”

To connect with Jack, check out the links below:

• LinkedIn: https://www.linkedin.com/in/jack-tompkins/
• Website: https://www.pineapplecf.com/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

• The two things that the financial advice industry really only wanted to do
• The traditional mantras that came with wealth and investing
• The 20 year roadmap exercise
• Three underlying problems that affect the majority of service businesses
• The Mindset focus on financial advice and wealth management
• The Wealth Mastery machine
• Three components of the Wealth Mastery machine
• Five key fundamentals in property markets
• Chasing vanity metrics
• Burning cash in order to scale

QUOTES

Jackson: “I very quickly realized that the financial advice industry and the wealth management industry really only wanted to do two things, help people who already had money, manage their money and make more of it, and sell commission based products to people like my parents who probably didn't need them.”

Jackson: “I really struggled with the traditional mantras that came with wealth and investing that you need to squirrel away every last red cent. And you need to sacrifice today in order for a greater tomorrow. And I found myself always stopping and saying, well, that doesn't really resonate with me.”

Jackson: “The fundamental principle of this is that it is progress over perfection. There is no such thing as perfection when it comes to your wealth, right, there's always going to be inefficiencies and things that don't work perfectly. But unless you actually take action and start building what we call money muscle memory, you're never going to build the resilience, the confidence, the clarity, to actually get on track for your plan.”

Jonathan: “If you don't have a breakthrough idea, then what are some incremental things that you could do, linking together, of which, you know, five, or 10 of those will look like a breakthrough in your business.?”

Jackson: “It all comes down to an issue that many entrepreneurs have with treating their businesses if it's the destination instead of the vehicle, right? Because our business is a vehicle. It is an amazing wealth creation vehicle if we allow it to be because we've only got to look at every rich list in the world.”

Jackson: “The vast majority of these people, their business is to provide them two things, freedom and flexibility. That's what they bought into. They started a business because they wanted to have freedom and flexibility to spend more time with their family, pick up their kids from school, go to the ballet recital, and be there, be present.”

Jackson: “I'm a big believer in keeping it boring. And boring for me when it comes to property is buying good quality, single dwelling properties where affluent families want to live long term.”

Jackson: “So I think as business owners, and I've been guilty of this myself, we get stuck into chasing vanity metrics. Like I want to get to that 100k A month or I want to get to that 200k A month or the 500k a month or whatever the number might be. But at the end of the day, what ultimately happens here is a phenomenon that we refer to as cash flow crip.”

Jackson: “So as a business owner, we've got to realize that our business has magnitude more money than we've ever dealt with in our entire life.”

To connect with Jackson, check out the links below:

• LinkedIn: https://www.linkedin.com/in/jackson-millan-the-wealth-mentor/
• Website: wealth-mentor.com.au
• Gift Link: https://book.wealth-mentor.com.au/optin36991805

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

• Even small businesses should be able to innovate
• Incremental changes vs Disruption
• Innovation leaders don't always find success
• Small businesses are often the victims of disruption
• You're either the disruptor or the disrupted
• You don't need to be a billionaire to innovate
• Always try to see the bigger picture

QUOTES

Dan: "If you're making those small incremental changes, whether you're a leader or a lagger isn't so much of an issue. In those situations, you're really just saying how quickly are you gonna get in front of this opportunity. When you're dealing with disruption, oftentimes the difference between the first mover and the third mover is the difference of whether you survive or not."

Jen: "There are consistent disruptions going on, and this is where you are either the disruptor or the disrupted."

Dan: "One of the things that's really great about right now is that you can think with a degree of complexity at any scale. You can be the guy who is imagining a way to do both services. Or you can be Elon Musk and you're gonna reinvent the entire global industry on everything kind of thing."

Dan: "See the bigger picture, whether that's within your own business or the opportunities around you. But deliberately take steps back and see bigger pictures of what the opportunities and challenges are. Getting into that habit of stepping back and seeing the bigger picture then enables a whole lot of additional new types of thinking."

Jen: "This idea of standing on the balcony, looking over at your business and saying. 'what does this look like, what needs to change, how do I move pieces around people, parts, services, etc.' And going to the dancefloor, which would include talking the customers and doing a bit of a boogie, and then looking into the operational picture. Often we'll say, 'Are you spending enough time on the balcony?' or for some people, 'Are you spending enough time on the dancefloor?'"

To connect with Dan and Jenny, check out the links below:

• LinkedIn (Jennifer Wilde): https://www.linkedin.com/in/jennifer-wilde-bbb05867/
• LinkedIn (Dan McClure): https://www.linkedin.com/in/mccluredc/
• Website: https://www.innovationecosystem.com/
• Twitter: @inno_ecosystem

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

• You can grow yourself out of business
• Entrepreneurs need to understand cash flow
• Take the complicated and make it simple
• Successful business owners manage risk well
• With great price should come great service
• Using scrum in subcontract work
• How to structure a good compensation program in the trades
• Start hiring for values first, trade skills second

QUOTES

Jonathan: "All this underscores the need for entrepreneurs to have some financial literacy. There's not enough financial literacy. It doesn't have to be complicated. It doesn't mean you need to take an accounting class but you need to understand what your people are doing so you can understand maybe where they're messing up. You need to be able to understand a balance sheet, a cash flow, a P&L statement. Maybe read them, interpret them, and make some informed decisions or predictions around the future based on what's happening to your margins."

Josh: "Those who stay in business for a really long time are not risk-takers. They are actually risk-averse and manage risk really well. And if I have a business doing half a million dollars and I take a 125,000 dollar job on, that's taking a big risk. I would tell that owner you should probably pass on that job. Or, if you really want to do that job, make sure you bid it for hours and materials not project cost."

Josh: "If you're going to be premium-priced, you better be premium service to go along with it."

Josh: "I don't think our employees care what others make. They care what they make and they look at what they make to see if they believe it's fair. Once they believe it's fair, they really don't care all that much what other folks make, including the owner. "

To connect with Josh, check out the links below:

• Linkedin: https://www.linkedin.com/in/askjoshpatrick/
• Website: https://www.stage2planning.com/

https://www.sustainablebusiness.co/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

• Growth only grows in a state of discomfort
• Most good coaches are great leaders as well
• How can we make coaching more effective?
• The latest research in leadership effectiveness
• Companies that do high growth coaching activities produce more revenue
• The 6 primary themes that leaders and coaches impact
• Where does discomfort come from?
• What coaches do and what they impact

QUOTES

Bill: "When it comes to leadership and coaching, to us and when we studied athletic coaches, they seemed to comprise a better understanding of what creates the most discretionary effort or growth outcomes of the team."

Bill: "Typically, to be a great coach, you're probably a great leader. It'd be hard to be a great coach without being a great leader, but great coaches know how to motivate great coaches, know how to strategize, great coaches have the proper structures and disciplines. Great coaches know how to identify talent, acquire talent, develop talent."

Bill: "As a leader, I'm only as effective as how my team performs and how they perform is based on who I am and what I do."

Bill: "Are you in a place of comfort, meaning that you're not growing as much? Are you in a complexity environment where you really are in a high growth mode or are you in a state of chaos or stagnation where no growth is occurring or perhaps negative growth is occurring?"

To connect with Bill, check out the links below:

• LinkedIn: https://www.linkedin.com/in/billeckstrom/
• Website: https://www.ecsellinstitute.com/
• Book: https://www.ecsellinstitute.com/the-coaching-effect-book

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

• A family devoted to change the hair replacement industry
• From family business to selling internationally
• Scaling a business entails some growing pains
• Communication and empathy is key in any family business
• It's easier to make progress from a place of equality
• Defining a generational company's purpose and vision
• How to deal with counterfeit products and protect your brand
• The work has to come before the belief

QUOTES

Ryan: "Your business is always going to feel broken if it's growing, because there's always going to be things that you have to change. And once you become comfortable with that, and you accept that, it makes the journey a lot easier because it's just a part of growing personally and professionally."

Jonathan: "And if you're doubling your business in three years or in five years, you know, you're going to outgrow your people. You're going to outgrow your systems. You're going to outgrow your space. You're going to outgrow your capital and you're maybe going to outgrow your leadership capabilities or skills. So those are all five things that you need to be thinking about and working towards."

Ryan: "The best way for us as three brothers that are running the company, communication is key. It doesn't work out all the time, but I think when you have the right understanding and the ability to stop for a minute and reflect on your own actions or your own thoughts and how you can apply them to a situation to make sure — I wouldn't say that everyone is happy with everything, but that they understand that the goal, the end game is in alignment with each other."

Ryan: "Everyone has an ego. Everyone does, that's part of human nature. But the ability to put it to the side and look at things holistically is very important. I suppose with our personalities and our dispositions, we have the ability to stop and do that. I think that's where a lot of the results have come from, is that fact that we have not really let any challenges or any ego-based decisions get in the way of the benefit of the company."

Ryan: "This is a product that's being used on people's skin. We've had quite a lot of complaints over the last year coming from people who've had chemical burns from the product and come to find out it's counterfeit, hundred percent of the time. And the reality of it is, these people who are counterfeiting it, they don't care what they put into products to make a quick dollar. And it's completely going against everything inside of our being of why this company was created in the first place."

Ryan: "It's difficult to create a brand in this day and age because there's so many other competitive products and other products like that out there. So just remember, the work has to come before the belief. Don't expect any pats in the back, you have to be patting yourself on the back for the first while. Just keep going."

To connect with Ryan, check out the links below:

• LinkedIn: https://www.linkedin.com/in/ryanmargolin/
• Website: https://prohairlabs.com/
• Email: Ryan@prohairlabs.com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

• Starting the business in 1978 and specializing in thin sheet metals
• Taking over as CEO and the difficulty of Andrea's father letting go
• Andrea's books: Increasing efficiencies and manufacturing design
• COVID is still a better problem than the 2008 financial crisis
• Dividing management and standardizing processes

QUOTES

Andrea: "It was more important to, considered that when taking over one company with 150 to 160 people, it is difficult for me, who I don't have his depth of knowledge, maybe in the technical part or in every single aspect of the business."

Andrea: "When you design the product in the right way and the process in the right way, you can produce exactly the same product using less raw material, less energy, less labor also. And so overall you can have a much more sustainable process, so a green production system, at the same time, producing big result in terms of profits."

Andrea: "We actually do have all our standardized meetings for each type of function. Since every machine becomes a kind of a one project, our job is very much close to a project management job. The only thing is that we manage over 250 projects per year, so it's quite extensive.”

To connect with Andrea and get his books, check out the links below:

• LinkedIn: https://www.linkedin.com/in/andreadallan/
• Website: https://www.dallan.com
• Masterclass: https://masterclass.dallan.com
• The Revolution of Efficiency for Kindle: https://www.amazon.com/dp/B092JVBX9B
• Email: eng@dallan.com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

• Suppressing your inner drive can lead to disastrous outcomes
• Resetting the debt mindset
• The importance of emotional, spiritual, and physical fitness in business
• Revenue is vanity, profit is sanity, and cash is king
• The advantages of keeping your business small
• Important tips in cashflow planning
• Apply for credit when you don't need it
• Have a cash reserve to cover you for emergencies
• Get your personal finances in order too
• Not all accountants are created equally
• Manage your growth carefully
• Even small businesses need a CFO

QUOTES

Melissa: "Going through that journey of self discovery, I realized that by suppressing my need to get out there and do the work that I really felt called to do, because I was suppressing that and I was trying to ignore that, it was coming through in bad behaviors and making choices that were not good for me."

Jonathan: "It's so important that we work on ourselves personally to be able to grow our businesses. If we aren't growing ourselves personally, then it's really difficult to grow our businesses."

Jonathan: "In my business, we say revenue is vanity, profitability is sanity and cash is king. You can have a really successful business, make really good money and be really fulfilled at much lower levels of revenue volume than you think."

Melissa: "Look at a small business owner, who maybe is making, let's just say 300,000 a year, and their profit margin is really high even after they've paid themselves and they're still pulling in 150,000 profit every year. If you've got a 7-figure business that's not even making $150,000 of profit, which believe me, happens quote often, who's better off?"

Melissa: "The expression of, you can't fill a leaky bucket, it applies to business. If you're just going out there to generate cash and hope that that's gonna solve your cashflow problem, you need to understand that analogy, you can't fill a leaky bucket. If you've got leaks in your business that you haven't looked at, checked up on, and filled, then bringing in cash is just gonna leak right out of your business."

Melissa: "The thing that I find people often misunderstand is the difference between a financial strategist CPA and a tax accountant CPA. Not all accountants are created equally. You will never find me sitting behind a desk doing tax returns, because to me, you might as well kill me slowly."

Melissa: "Having that plan of growth, and projecting what those growth numbers are going to look like, and ensuring that your profit margins stay tight as your profit grows, that is really important to monitor."

Melissa: "Fractional CFOs means that you're hiring that expertise that you would get from any full-time CFO, but you're hiring them on a part-time basis on a retainer basis. So they're accessible to you. And depending on the agreement that you've worked out, you set your terms of agreement for working together and you can be in regular contact with them throughout the month."

To learn about Melissa, check out the links below:

• Linkedin: LinkedIn - https://www.linkedin.com/in/melissahoustoncpa/
• Website: https://www.melissahoustoncpa.com/
• Podcast: https://podcasts.apple.com/ca/podcast/the-business-society-podcast/id1533130323

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

• Growing up with dyslexia
• Discovering storytelling as a creative outlet
• Different people have different ways of processing information
• Find the help you need so you can focus on what you're good at
• Embrace vulnerability in your storytelling to connect with other people
• Daydreaming and meditation are really important
• Good stories don't always have to be tragic
• Above all else, be present with yourself

QUOTES

Jonathan: "I've always said that leaders need to be really good storytellers because they need to tell the vision of where their company is going. Some leaders really struggle because they're not really strong leaders, they're more small business owners that are small business-minded. But they struggle to tell the story of where this business is going. Like what's the vision here, folks."

Juliet: "I learned really young that if you connect with people through storytelling, you're gonna connect with them on a different level. They're gonna see you on a different level. It's gonna be a little bit more vulnerable."

Jonathan: "I think we all have different ways of processing information. I think it's really important, especially for entrepreneurs to recognize that your skills are probably a genius ability, you probably just aren't tapping into it or aren't accepting it."

Juliet: "I think sometimes it's important to go back into your past and really think about different things that maybe, you got a ping in your stomach. And you don't really sometimes wanna think about it, but that's where the vulnerability comes in."

Jonathan: "People are moved and will follow you when they feel like they connect with your story. And I think people connect with your story best when it really comes from your heart and your gut."

Juliet: "There is a negative connotation to daydreaming. Like, oh there's that kid that's always daydreaming their head is always in the cloud. But that kid is creating and daydreaming is positive. You can put a different word if you don't like the word daydreaming. But it is really important for you to find that time where you let your brain go and wonder and think about your story or think about how you want your life to be."

Juliet: "The story doesn't always have to be tragic. You don't have to have a tragic story to have people connect with you... it doesn't have to be tragic for you to be successful. You're connecting with the people that you're meant to be connecting with."

Juliet: "You have to believe in yourself to be able to share your story. But someone is going to connect with you in some way. Even though if you had the most perfect upbringing, you never had any trauma, if you look back there is going to be something that you'll think about that maybe defined you."

Juliet: "I truly do believe, whether its God or universe, whatever you believe in, that we all do have a purpose and a path. Not all of us find it, and not all of us find it at the same time. But when you are present with yourself and you allow yourself to be open to the people you're meeting, you never know why that person is brought to your life or how you can help them or they can help you, or what the reasoning is that yo guys have been connected. And like I said, if you're not present with yourself, you're not gonna be present with others."

To learn about Juliet, check out the links below:

• Linkedin: https://www.linkedin.com/in/iamjuliethahn/
• Website: https://www.iamjuliethahn.com/
• Podcast: https://www.iamjuliethahn.com/blog

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

• How to find a good digital marketer
• The 80/20 Rule: don't stretch yourself too thin
• Do outbound prospecting first
• Get your marketing message right
• Inbound vs Outbound Marketing
• Inform and educate, not sell
• Set the correct KPI
• Know your market and figure out the appropriate platform
• The cost of traditional marketing vs digital marketing
• Business owners need to set their honest goals

QUOTES

Eric: "Customer acquisition and getting clients and scaling a business are the probably one of the most difficult things there is because it's the lifeblood of your business. And if everyone could do it, then everybody would be millionaires."

Eric: For me, I would just lay out all of the different things that business owners are trying to figure out what to spend their time on and then make a chart of okay, this has the potential of this much ROI.

Eric: It depends on where the business is at on their revenue level. But if they are at a lower revenue level, they could spend a lot of time trying to get organic people trying to view organic content and things like that. But manual outbound and just outbound prospecting is probably the highest ROI thing you can do as long as their marketing message and position of their offer is good.”

Eric: "A lot of people in manual outbound are just hitting with a straight pitch right off the bat. And that doesn't end up well because nobody wants to be sold to. They want to have that inbound feel where they are coming to you because they have a problem that needs to be solved."

Eric: "I think inbound is becoming more important because of how consumers in general, their mindsets are shifting to, okay if I want something I'll google it. If I want food, I uber it."

Eric: "Because they are able to have access to whatever they want in this Information Age, they want the same thing with your business. They want to see an ad from you, go to your website, possibly convert into a lead because your offer is really good, then when they actually get into the phone with you, you're educating them, just guiding them. You're not selling them, you're just asking questions, making closing statements, hailing objections. Then eventually it just leads into the sale."

Eric: "70% of the buying decision for a lot of markets is made by the person before they even talk to you. Because they did the research on your website, they did the research on your ads, they looked at your reviews, they did the research on Google and all these things, maybe asked a couple of friends and did all that before they even called you."

Eric: "Business owners should be as clear and consistent with whatever their goals are as possible and really sit down and be honest with themselves on what they really want. Because that whey say their goals are can actually be less or more than what they actually say."

To learn about Eric, check out the links below:

• Linkedin: https://www.linkedin.com/in/ericrebelo/
• Website: https://www.ericrebelo.com/
• Instagram: https://www.instagram.com/ericrebelo/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

• What does SEO look like today?
• Don't just focus on digital marketing
• Avoid DIY website builders
• Pay attention to your reputation outside your website
• Content, Links, and Search Behavior: The trifecta of SEO
• Leverage the data from paid ads to improve your SEO
• Hire expert guidance for Paid Ads
• Ensure that your public information listings are correct
• Pay attention to your Google Reviews

QUOTES

Steve: "You should be doing all things. You should be experimenting with radio and TV and local ads, have a street team, do some guerilla marketing, build relationships with brands that are in similar verticals. Try to avoid being myopic around digital marketing."

Steve: "The higher the quality, quantity, and velocity of those links that are coming in to your website, the more Google thinks hey, this sites live, it's helpful, it's active, I'm seeing all these links coming in, I'm crawling the web and every time I find one it's a vote for the page."

Steve: "If users see you in the paid search and the organic search results, you've basically buried your competition because now you got two listings at the top, they're more likely to click on you."

Steve: "There's no direct correlation. You're not going to move up in search ranking simply because you're buying ads. In fact it would be illegal for them to do that. It would be a violation of their whole philosophy around organic search."

Steve: "I think the latest study showed that 7% of your local rankings now have to do with the citations that you have off the website."

Steve: "Nobody clicks on a 1-star review. I mentioned how important search appearance was. If there's listings in the map and you've got a 3-star review from six people, and your competitor who's right above you has 243 reviews and has a 4.5 rating, they're probably gonna click on that competitor more than you."

To learn about Steve, check out the links below:

• Linkedin: https://www.linkedin.com/in/seoexpert/
• Website: https://academyofsearch.com/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

03:11 Perfectionism as a blessing and a curse

07:49 Developing oneself as a leader to expand business

11:38 Breakthroughs often come with a different set of problems

16:12 The first blind spot: doing way too much

18:53 The second blind spot: flying blind

21:02 The third blind spot: fighting fires

23:29 The fifth blind spot: failing to forecast

30:52 You can minimize, but not escape taxes

34:56 Focus on profitability is crucial in navigating economic uncertainties

39:55 Be the guide, not the hero of your customers

41:24 The fourth blind spot: the fear of missing out

QUOTES

04:11 Courtney: "I find my built-in desire to learn and to improve and to perfect things can be a wonderful asset, but it can also be very negative because I can come across as judgemental."

10:44 Jonathan: "If you have a CPA that only does a tax return, maybe gives you a few minimal ideas, then you don't have the right partner in your camp and you need someone like Courtney and her team."

14:14 Courtney: "The sooner you recognize there's something over here that I didn't see — as soon as you're alerted to that and can start addressing it, then you can work through and resolve those problems and keep moving up to your next set of goals and achievements even faster."

21:03 Courtney: "So as you get more people and more activity going on in your business, it can become harder to really determine whether or not you're fixing symptoms or addressing underlying causes. And so fighting fires is when you're spending all this time, putting out whatever's urgent, instead of stepping back and figuring out what is going on that's causing this and, and putting a stop to it."

30:48 Courtney: "The only way to pay zero tax is to make no money."

33:31 Jonathan: "Revenue generation is limitless, but cost cutting is limited. So if you're just trying to focus on reducing your tax bill, well, you're probably going to be thinking in terms of reducing your revenue as well."

42:27 Courtney: "Using a budget is a tool. It's a plan and create intentionality around what you do with that money. It's not just a way to manage expenses and to minimize costs. It's actually a tool that you can make sure that you're being intentional with all of the money that you're able to generate from your business."

To learn about Courtney, check out the link below:

• Website: https://www.tdtpc.com/
• Linkedin: https://www.linkedin.com/in/courtneyderonde/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

03:44 Reputation management is crucial to success in business

08:19 Reputation is a measurable asset

13:34 Reputation management and crisis management are inextricably linked

24:22 What family businesses can learn about crisis management

25:33 How to go from good to great crisis response

28:45 The keys to success in a crisis is speed

34:50 Move fast, but don't break things

QUOTES

05:32 Bill: "Imagine you're in a business negotiation and you're competing with your strongest competitor and price, delivery, terms and conditions are the same. Reputation is going to break the tie."

09:51 Bill: "The best way to have a great reputation is to meet the expectations of those that matter most to you."

16:03 Bill: "No one is immune to crisis. There are people that weather it better, and there are people that weather it worse."

22:11 Jonathan: "The proactive leaders have a mindset that recognizes that diversity and inclusion, which is a big movement today, invites other viewpoints and thoughts. And that's better than just a singular personality type."

25:35 Bill: "The difference in my experience between good and great crisis response is speed. How fast do you respond? How fast do you get back to the marketplace? Whether it's one pissed off customer or thousands of people on your front door, protesting, it's speed."

Contact Bill through the following links:

• Website: https://kith.co/
• Linkedin: https://www.linkedin.com/in/billcoletti/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

02:34 Always being at the tip of innovation and learning how to be innovative

07:33 A.I. and psychographics: Automating admin and ushering disruption

14:01 Training companies to become disruptive requires a mindset shift

23:31 Rethinking business model, product and service to serve customer needs

30:57 The 10th person rule: Diversity of thought in the workplace drives innovation

37:12 Projects that help nonprofits and the need for more Fortune 500 to innovate

40:23 Connect and work with Neil

QUOTES

05:01 Neil: "You never take the chance to explore, and I think that's a challenge a lot of people have is you're not really born as a great innovator and you can actually learn to be a great innovator. You learn to be a great creative thinker."

06:45 Neil: "To be innovative, we actually have to step back and say, is there a different way of doing this? Can I actually go out of the forest and say, is there are a whole different approach to actually do this?"

17:00 Neil: "Most people, we hate change. So someone throws out an idea, our first reaction is to figure out why it won't work. You know, well, you can't do this, or you've never done that. You want to unlock innovation, you have to shift that."

20:57 Jonathan : "The process could begin with getting close to your customers and really finding out their psychological desires or needs or wants and trying to serve up something that aligns with that psychological or psychographic and bring them in through that."

39:54 Neil: "If you're not trying to Uber yourself, you're going to get Kodak-ed. And if you're not trying to figure out a way to disrupt your own business, someone will disrupt you."

To learn more about Neil, you can check out the links below.

• LinkedIn - https://www.linkedin.com/in/neilsahota/
• Twitter - https://twitter.com/neil_sahota/
• Website - https://www.neilsahota.com/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

05:41 SMEs need fluency in the language of business

10:28 Cash flow statements: 2 interpretations by business owners and investors

15:59 Small Giants is for companies who choose to be great instead of big

22:21 Visioning: Envisage what success is in a specific time in the future

28:31 Write frustrations and their inverse, score self in key attributes and where they are at the point of visioning vs 2 years ago, and determine company guiding principles

37:45 Create slice teams, send to advisers and get feedback, and then publish

41:30 Be specific about financial success

47:31 Connect with Steven

QUOTES

06:22 "What I've realized is that discomfort and the lack of understanding around the point of finance and how to read to balance sheet and why it matters and how to use numbers to tell the story of the business is it seems to be a universal issue."

18:58 "There is a lot of psychological research or systemic research gone into why families are... fundamentally different from businesses. And then, if you start mixing or conflating the two, then you get into tremendous difficulty because nobody really knows who they are anymore in the system."

19:54 "I think family values of respect and decency and some sort of equanimity, they have their place in a business, but business, a really sound business culture, will recognize that it's run on entirely different rules."

43:59 "All I'm saying is why don't you just start at the end and work the goals back from there, rather than just putting up the goals and saying, I'm going to do this quarter's goals and ] next quarter's goals, and next quarter's goals."

To learn more about Steven, you can check out the links below.

• LinkedIn - https://www.linkedin.com/in/stevenknwilkinson/
• Email - steven@goodandprosper.com
• Website - http://www.goodandprosper.com/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

04:15 CMA vs CPA: A question of being strategic vs tactical

09:07 A love for small businesses and preparing them to sell

11:23 Strategic planning to sell: Start with core values and culture first

16:16 Everyone benefits by having a second in command

19:30 Review your financial statements regularly and identify your ideal customer

25:16 Increase sales: Optimize leads, conversions, and average dollar sale

28:25 Working with clients to clean up processes and make the PNL make sense

34:08 Profit acceleration tools: Revealing to clients their earning potential

36:04 Connect with Perry

QUOTES

07:27 "The finance person should be strategic. They should be a key part of creating the strategic plan and the OKRs and the KPIs to measure progress and helping push the strategic plan down to every employee in the company."

13:31 "Start off by defining the organization's values and beliefs and then I would say hire people, use that in your hiring process, just to make sure that the people you hire are aligned with those values and beliefs."

15:36 "Culture helps you implement your strategic plans. So you define your values and beliefs and then you create a one, three, five, seven (year plan), depending on the timeframe, but short term and long term strategic plan goals."

25:48 "Lots of times, you can increase sales between 50 and maybe six or seven times by simply optimizing leads and conversions and average dollar sale."

35:49 "Cost-cutting is somewhat limited, but revenue generation is kind of limitless. So focusing on the marketing side is going to be the quickest way to add value."

To learn more about Perry, you can check out the links below.

• Website - https://solvingtheprofitpuzzle.com/
• LinkedIn - https://www.linkedin.com/in/perrytrevithick/
• Email - perry@solvingtheprofitpuzzle.com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

02:58 Family business fears that stifle growth on rebranding and reputation

07:41 Finding your company's strengths and weaknesses

12:33 Solve for Y System: Prioritization, Alignment, and Execution

17:53 A scalable brand aligns its strategy to its metrics of success

22:49 Brand promises: Align guarantees to customer desires

28:05 Setting up a company either for legacy or acquisition

32:16 2x to 10x your revenues: 12 conversations with customers

38:16 Is Six Points for you? Determine how drastic a change you need

43:48 Connect with Meghan

QUOTES

05:47 "When they are doing a rebrand, they need to understand where their current value is, where that brand value lies, so that they don't accidentally change something that actually was a big touch point for customers."

08:28 "There's a lot of asset review within the company to just understand what is strong and what is weak, and really start to prioritize those strengths and weaknesses, and then systematically go through shoring up the weaknesses and amplifying the strengths."

16:20 "Our process is just kind of like best practices of making sure that they're not wasting money, they're not wasting resources, they're not wasting goodwill with customers, buyers, vendors. You know, there's all these things that can go wrong."

17:54 "A focus scalable brand... there will be a clear and common vision of what success looks like. And that is so important... I think again, a lot of companies go into these things and they just think like, well, I don't know, we want to increase sales... But all sales are not created equal."

23:39 "Just slapping a guarantee on a product is not going to create loyalty... Again, like branding is the alignment of what your company values with what your customer values. There has to be a connection between those two things... your job number one is to understand your customer better than anybody else."

34:17 "What I would actually encourage companies to do is to not really talk so much about your brand, but instead, to talks to your customer about themselves. What is their life like? Where do they find products? What social media are they using? How do they use it? How does it fit into their life? What do they like about it?"

To learn more about Meghan, you can check out the links below.

• Website - http://www.sixpointcreative.com/
• LinkedIn - https://www.linkedin.com/in/melynch/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

03:59 Entering the family business and realizing areas of improvement

07:50 Taking action with a business coach to improve the company

11:09 Action areas: Hiring, org chart, "Vital Few, Trivial Many"

15:21 Book recommendation: What the Heck Is EOS?

17:31 Making metrics and accountability company priorities

23:06 Adapting to online work and and a methodology of rating meetings

29:41 Simplifying the business for happier clients

33:38 Earning out equity and how gen 1 can let go of ego

35:53 Advice to next gen leaders: Be patient

QUOTES

08:10 "After a few years, some of the stresses and the problems from not having those processes began to mount. I did realize at that moment that I needed to do something, that we were not going to stumble into something. I really needed to take the reins and take action."

11:40 "Probably was guilty, more often than not, of keeping people around longer than I should have before we moved them out of the company. But that was really one of the first things that I wanted to focus on."

13:58 "I immediately started seeing the impact in a lot of different areas. The power of outsourcing, the power of delegating, the power of eliminating some of these trivial things that didn't turn out to be all that important anyways, once they were eliminated."

26:55 "I don't think that there's a substitute for in the flesh, in person meetings. The quality of the meeting that takes place, the attention, oftentimes the preparation that people take in advance of these meetings is always better in person."

30:19 "I came back to the strategy of simplifying everything within our business, from the products, to the processes, to making sure that we have assembly lines, so to speak, in-house for everybody that is touching these deliverables is an expert in one or two functions that they're responsible for."

To learn more about Chris, you can check out the links below.

• Website (Communication Partner)- https://commpart.com/
• LinkedIn - https://www.linkedin.com/in/chris-lonergan-493457a/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

02:51 Hillary's family background and how her grandfather started the roofing business for the entire family

08:22 Leadership of high school students vs leadership of people in paid jobs

13:59 Inspirations and motivations to keep going and improving

21:26 Hillary's different take of running the family business compared to her father

25:27 Women in the roofing industry and why Hillary is taking the lead on this movement

32:07 Difficult conversations on passing the mantle of leadership from father to daughter

33:59 Hillary's advice for others in the same business on letting people go

38:17 Final thoughts

QUOTES

09:37 ""It wasn't about my individual contribution to the team, it was about how we help each other. And I think that finding those niches, like who are the right people, what do they bring to the table and how do we motivate and bring them up versus letting them flail."

13:48 "Everything that I read was what I was going through ... I have to really remember what my purpose is and to walk through the door that I'm in a business and I'm not walking into my house. Like family is family but business is business and you gotta remember that. It's not always the same."

17:33 "It's so important that we look for people who can be teachers, mentors, leaders, crew leaders, people that we respect, it makes all the difference in our lives, in our careers. Not so easy when they're assigned to a crew leader that they don't really admire."

24:30 "It's almost like we're in little league and we're trying to learn the rules of the game. And I've got a bunch of players who aren't in the little league anymore but they're outgrowing their uniforms and still don't know a lot of the rules."

27:43 "What is it like to be a woman in roofing and it's not easy. You gotta make sure that you have a seat at the table and, if you don't, you gotta get a chair and bring it over."

34:30 "If you're going to be the next generation, you have to be able to take over at some point. And if you don't take the reigns then you're gonna be out of control. I have to remind myself of that all the time."

36:35 "As we think about our visions for our lives and our businesses, we should start with a vision for our life first because if we create this giant vision for our business, we will crowd out any kind of vision we might have for our lives and our businesses should support our lives. Not the other way around."

To learn more about Hillary, you can check out the links below.

• Website -www.mcpartlonroofing.com
• LinkedIn - https://www.linkedin.com/in/hillaryrmcpartlon
• Email - hillary@mcpartlonroofing.com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

04:09 Nurturing a work ethic with Rich's family dry cleaning business

09:39 Riots in the 60s were a major challenge to the business

12:42 Setting boundaries for the success of a family business

19:38 Family dynamics: Taking responsibility and expectations

24:19 People Time & Money: Rich's wisdom in managing a business

30:21 Managing people and salaries cannot be personal

36:13 Difficult family members/employees and difficult conversations

46:40 If you were fired and a new CEO came, what would they do?

QUOTES

16:41 "If you're parents and your children go into your business and they're actually costing you money and not being responsible, you need to find a way to set boundaries."

22:29 "Anyone who wants to take the easy road to go into a family business, if it's not where your heart is and if you don't really feel that you're bringing out the best in yourself, I would say do something else."

25:49 "By the time you get to 25 to 50 people, you don't know all your customers, you may not know all the people that work for you, communication systems break down, systems and processes break down, what used to work no longer works, and it's not scalable."

35:20 "The one question I like to ask is, if you had to hire them over again, would you? And if the answer is no, then I say, why are they still here? And that seems to be an awakening."

36:42 "Criticize the behavior, not the person, or now why the behavior is out of context with the values, how it hurts the business, and that you need to change that behavior. And be the coach, not the cop."

To learn more about Rich, you can check out the links below.

• Website - https://coachtothebest.com/
• LinkedIn - https://www.linkedin.com/in/richrussakoff/
• Email - rich@coachtothebest.com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

02:58 Working in Miller Heiman and the lack of succession planning

07:51 Not wanting to run the company anymore: An indicator to sell or plan succession

10:30 Miller Heiman sales training is for companies with complex sale

18:08 Case study: $12M software company complex sale

25:32 CEO role in sales: Carrying the vision and meeting with the proper people

31:07 Sales playbooks: What kinds of salespeople do you need? How to coach? 

37:41 How to connect with Alice

QUOTES

07:31 "Do I know how to run a $20 million company? And so I love that they were always growing and learning and asking themselves those hard questions because I think it's true about founders. You get to a point where your company outgrows."

10:51 "In a complex sale, you have a very long sales cycle for many reasons. There's multiple people involved on the buyer's side, multiple people on the seller side. There's high dollar stakes. There's lots of competitors. There's technical complexities, integration complexities."

26:34 "That role of building out the sales organization and being involved in it, even when there's a Director of sales, a VP of sales, or even a chief revenue officer at that point, the CEO still has a role in carrying that vision forward."

29:56 "If the CEO can provide some evangelism and some thought leadership by video, on events, be a panel member on a panel, speak at a summit, post on LinkedIn, any of those kinds of things is going to draw people to your company because people buy from people, not companies." 

36:02 "It's ever evolving. Playbooks are not static. Playbook should always be updated as needed. And so we develop them with the real humans that are doing the jobs, and then we review them, and we use them, and we continue to update them as needed."

To learn more about Alice, you can check out the links below.

• Website - https://aliceheiman.com/
• LinkedIn - https://www.linkedin.com/in/aliceheiman/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

03:18 Tech is currently not a family business space as it requires fast ROI

05:51 Kelvinator of India: Rustom's father had strategic alliances in his DNA

09:06 Kelvinator is sold to Whirlpool and JRD Holdings Group is christened

12:33 The family business: Trust and communication are needed for succession

17:13 Transitioning from a web of trading companies to investment holdings

21:06 Post succession: Distributing responsibilities among siblings and stakeholder meetings

25:57 Clarifying boundaries in governance, management, and the ownership structure

29:38 Negotiating is different for a family enterprise and a company of widely held professionals

34:39 Contributing to the family business felt compelling to Rustom

QUOTES

09:26 "My dad took a few of his senior executives from Kelvinator over to the JRD group and they started to look for the next big thing. The interesting thing from a family. family business standpoint though was that there was really no succession plan."

18:53 "The two major lenses that I looked at when I saw that portfolio at this time was, what are you doing that the other guy next door isn't doing? How are you bringing value in a way that somebody else can't, A. And B, is there something here that can be enduring, that can survive over time?"

20:06 "After my dad's passing, my siblings and I started to work very closely on what I call a governance agreement between the three of us to ensure that we found that right. balance between giving each other flexibility but also being on the right side of good governance."

21:13 "We don't necessarily need a corporate structure per se or an org structure, one of my sisters takes care of, essentially, people-related and administration-related issues. The other one takes care of legal issues, and I take care of what I would call investment and business type-issues."

29:49 "It is so important to have open discussions about ownership, management, and governance. Families often resist doing that for a variety of different reasons. And that just builds up over time, the lack of clarity builds up over time."

To learn more about Rustom, you can check out the links below.

• LinkedIn - https://www.linkedin.com/in/rustomjdesai

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

04:51 Learning conflict negotiation and navigating difficult conversations

11:07 Assertiveness: If one party perceives a problem, then it is a problem

15:04 The 3 Positions: My POV, your POV, and a 3rd person's POV

20:59 Reaching out and starting from a place of empathy

24:35 Address actions specifically and be aware of your contributions to the problem

31:31 Defining a good outcome and reaching as close to a win-win as possible

35:24 Mitigating bias and ensuring both parties agree with your intervention

40:20 Learning negotiation skills adds to your existing tools for managing conflict

QUOTES

08:51 "You can make a standing offer like I invite you to discuss this with me. People tend to be more receptive to an invitation than to a demand. But another thing you can do is let them know the impact that the dispute is having on you."

15:53 "The third position, which is not my position, not your position, but a position outside, almost like if we had a mutual friend who was neutral as to this conflict, they would look at the conflict as a third person and they would have a really different angle on it."

26:22 "The reason it's important isn't because you don't have the Cheerios, it's because it impacts whether you feel the other person loves you, respects you, cares about you and the ways that you care about them."

32:31 "We often think of negotiation just as zero sum, head-to-head, dollar for you is a dollar less for me. And that's true on some issues, right? But often you can find ways to maximize that joint pie that you're dividing."

40:30 "If you want to be assertive or threaten somebody, you can still do that.

It's not like I'm taking away your ability to do that. So you retain all the skills that you have, all the methods that you have, and we're just adding some new ones."

To learn more about Doug, you can check out the email address below.

• Website (Stone & Heen) - https://www.stoneandheen.com/doug-stone
• Website (Triad Consulting Free Resources) - https://www.triadconsultinggroup.com/learning-resources

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

02:02 Kasel Rocks is a people-first company

04:39 Transforming into a high-level landscaping company began with personal change

08:09 The catalyst for change: Hitting rock-bottom and going to rehab

10:19 Leadership and hiring: Respect for time and problem-solving are winning traits

15:29 Learning the values of communication and entrepreneurship from childhood

17:32 Honing the athlete's mindset and applying it to business

22:57 Growing the business from his father's leadership post-graduation

27:04 For founders: Trust your team, let go, and coach them through their failures

30:21 Finding the right labor and incentivizing them to grow the company

34:53 Connect with Scott

QUOTES

02:37 "We need to help breed and build the leaders within and part of that is the physical, mental, emotional, spiritual, and financial wellbeing. All five of those key characteristics are really important to living a good life."

05:38 "I realized that I needed to make a change myself to make sure that I can give everybody that I was surrounded with what I want from myself. So I decided to get healthy, decided to quit drinking, and decided to get more physically active."

21:04 "I am not relied on for anything else in the business other than building and making the business grow. Our leadership team and our sales team really support that and have seen what it's doing for the company's growth."

27:08 "You got to trust everybody else especially in small companies. This might be hard for the wrong person to hear right now, but owners are micromanagers. They want to have their fingers in absolutely everything."

32:07 "Some of our guys that are making 20 to $25 an hour are doing double the work of somebody that's making $15 an hour. So they actually save us money. So if that's the trend we have to go, ha half-staffed with doubly productive people, sure."

To learn more about Scott, you can check out the email address below.

• Email - scott@kaselrocks.com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

03:03 The genesis of Duct Tape Marketing

08:34 The marketing hourglass: Organizing behavior vs creating demand

13:23 Explaining the Customer Success Track

20:40 Serving your ideal client profile

23:51 The Ultimate Marketing Engine: 5 Steps to Ridiculously Consistent Growth

32:28 Implementing The Ultimate Marketing Engine as your company strategy

38:14 Connect with John

QUOTES

04:39 "The term duct tape marketing just seemed to make sense. It was the right metaphor for what it's like to be in a small business. Simple, effective, affordable. Doesn't always have to be pretty. It just has to work."

09:14 "The funnel part has to exist, but then let's flip the funnel over and realize that the real opportunity for long-term consistent growth comes from creating a better customer experience."

21:47 "The thing that a lot of people leave out of this equation of trying to figure out and understand their ideal client is, who can you actually deliver the most value to? And I'll add another little layer on that, the fastest."

25:02 "I also have found over the years that that some percentage, once we identify somebody who's top 20 percent, some percentage of them would actually do 10 times as much business with you if you discovered how."

33:47 "People that have followed this path that I've been teaching now for a while, realized that this becomes their entire company strategy. This can become their entire company mission."

To learn more about John, you can check out the links below.

• LinkedIn - https://www.linkedin.com/in/ducttapemarketing/
• Website (Ultimate Marketing Engine Companion Course) - https://theultimatemarketingengine.com/course/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

03:46 Tony's books: What they're about and what's coming

08:59 Manipulate these 4 capitals at your disposal and money will come to you

25:41 Succession and legacy planning: Do you like giving to charity?

29:22 Challenges to succession planning and understanding G1 thinking

34:28 Taxes versus charities: Know how your money helps others

36:51 Practice Q planning and reap strategic byproducts

QUOTES

05:23 "If you manipulate those four things well, money comes out. Those four things are who you are as a person, what I call human capital. Who you know, what I call social capital. What you know, what I call intellectual capital. And how you do things, what I call structural capital."

12:01 "Structural capital goes for the proposition that you create structures in your business that creates reliable, repeatable, positive outcomes until they're not so good anymore."

30:39 "G1 almost never wants to give up control. Really. So they will say to your clients, go ahead and run the business, and that's a lie. It's run the operations, but don't run the business."

36:58 "Q planning is that quadrant planning model in Say Hello to the Elephants, which starts with getting clarity, follows by deciding on solution, the next step in that process is implementation, and the final step is what we call management or sustainability.

38:54 "You might have a goal or an outcome you want to have, but because you're doing stuff, other great things happen that you don't expect, and we call that a strategic byproduct.

To learn more about Tony, you can check out the links below.

• LinkedIn - https://www.linkedin.com/in/tarcpa/
• Website (Go Beyond Numbers) - https://gobeyondnumbers.com/
• Website (Rose, Snyder & Jacobs LLP) - https://www.rsjcpa.com/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

02:40 Patti's background and introduction to ESOPs

07:38 Protect your employees by selling the company to them

12:23 Defining ESOP and "the second bite of the apple"

19:48 How to grow exponentially with an ESOP

28:14 When to exit via ESOP

31:31 Step-by-step: How to setup an ESOP

40:41 The owner of the business can be seller and become the trustee

QUOTES

09:38 "I think, in my opinion, the only way to really protect your employees is to sell your company to them. Then you're protecting them."

12:36 "An ESOP is a retirement fund for your employees. So how it works is very similar to a 401k, but it's actually been stated that it's like a 401k on steroids."

20:01 "When you form an ESOP, you become a tax free entity. You no longer pay corporate taxes. So today you're paying 33 to 40% corporate taxes, tomorrow all that money goes to the bottom line on your balance sheet."

37:17 "Plus the second bite of the apple, the retirement benefit windfall for your staff, the management incentive program. If you have multiple shareholders, you can customize the ESOP transaction per shareholder. So it's very flexible that way."

40:55 "What they do need every year is they need a valuation. The company has to have a valuation done on an annual basis, and that has to be reported to the trustee. That is the only requirement is that annual valuation."

To learn more about Patti, you can check out the links below.

• LinkedIn - https://www.linkedin.com/in/pattilplough/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

04:30 Justin takes a grassroots approach to running his family business

09:57 The different roles of family as motivators to success

14:34 Leadership books, earning respect as the leader, and learning constantly

24:13 Empathy and developing leaders vulnerability

32:47 Difficult conversations: When employees can't keep up with company growth

39:25 A dirt bike accident gives the team the opportunity to step up

46:57 Advice to give to your 20-year old self

55:13 Future forecast: What's in store for K&D Landscaping and Salescast

QUOTES

08:25 "That's what really sparked my interest was the sales side and the chase of trying to land that next client and trying to beat the numbers and beat the goals that you set for yourself on that project."

22:58 "You just never know what interaction is going to give you some great takeaways, so my thing is just always be open. Be open-minded, extremely open-minded, and try to learn from everyone around you."

30:32 "Vulnerability comes first. It's identifying the people who have that hunger to become a leader and who want the responsibility, and then it's coaching them on a week-by-week basis, helping them achieve their goals."

34:00 "The hard part about growth and 10x-ing a company is that, more than likely, 7 of those 10 people won't be with you in 5 or 10 years because what happens is they aren't able to grow at the pace you're needing to grow at."

48:57 "I've crewed several (Tony Robbins) events and actually I was able to experience a lot more by being in service to others than I was as a participant."

To learn more about Justin and Chris, you can check out the links below.

• LinkedIn - https://www.linkedin.com/in/justin-white-35b7a210b/
• Website - https://kndlandscaping.com/
• LinkedIn - https://www.linkedin.com/in/decker-christopher/
• Website - https://www.salescast.co/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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HIGHLIGHTS

03:35 Stage 1 of succession planning: Initial Planning

06:11 Stage 2: Leadership coaching of the next generation

09:11 Stage 3: Transition planning

11:38 Stage 4: Post-transition

14:09 Stage 5: Purchase and sale

16:28 Common challenges and letting the next generation take on bigger roles

24:36 Realizing when it's better to sell than transition

27:37 Disruptors: Innovation in product and leadership

36:01 Be kind to creating better results in Covid conditions

41:03 Connect with Jeremy

QUOTES

11:18 "On one end of the spectrum, folks won't let go because they don't think anyone can do it. On the other hand, they let go and say, Jonathan, why haven't you figured this out yet?"

17:28 "Part of the challenge is just helping that leader in transition come to terms with what's happening and then sharing a process."

19:31 "How do we drive innovation through this process? Not how do we repeat the past."

21:23 "Until you really step up as business partners and thought leaders and drive strategy for the company, it's really easy for you to think of you as the kids or the not-quite-good-enoughs to run the company."

34:42 "What do we want to continue doing? We're already getting positive results. What do we want to start doing now that we have that foundation and success. What do we want to stop doing?"

To learn more about Dr. Jeremy Lurey, you can check out the links below.

• LinkedIn - https://www.linkedin.com/in/jeremylurey/
• Email - jslurey@chiefexeccoach.com

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Pat Soldano is the President of Family Enterprise USA; its mission is to promote the growth of family businesses in the US. In addition, she is the Founder and President of Policy and Taxation Group; it works with national legislators to reform/repeal the gift, estate, and generations skipping taxes. She is Principal Advisor to the Drucker School Global Family Business Institute, a CSUF Family Business Center member, and facilitates the Women's CEO Affinity Group. Pat is on the Family Business editorial committee for Trust & Estate Magazine and on the Investment Committee, Comp Committee, and Audit Committee for Alzheimer’s Orange County. Pat received an MBA from Claremont Graduate School, The Drucker School, and a BA in Business Administration from Cal State University Fullerton.

Patricia M. Soldano has spent over 30 years providing family office services. She developed Cymric Family Office Services into a multi-family office in 1996 and sold it to GenSpring Family Offices in January 2009. She was Managing Director of Western Region for GenSpring for five years and then a Family Office Consultant to GenSpring until December of 2017. Ms. Soldano is now a Family Business and Family Office Consultant working directly with families herself.

To learn more about Pat Soldano, you can check out the links below.

• Website - https://familyenterpriseusa.com/
• Website - https://policyandtaxationgroup.com/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Jenny Dinnen’s true passion is to inspire people/companies to think beyond what they’re currently doing and empower them to act on that inspiration.

As a transformational business leader and certified Futurist, Jenny is in charge of driving innovation, excellence, and growth for MacKenzie Corporation and empowering its key clients across industries to achieve their goals. She focuses on developing long-term strategies and bold business practices that prioritize the customer experience and best position their clients for future success.

At MacKenzie, Jenny is directly responsible for directing all sales and marketing efforts for the company, including business development, partnerships, marketing strategy, and communications planning, to drive new growth and assure client retention. And as a Futurist, she also leads the technology/strategy team to develop forward-thinking opportunities to collect customer insights. A self-proclaimed lifelong learner, she maintains a ceaseless curiosity for learning and understanding everything she can about what’s new and next.

In her spare time, Jenny is passionate about growing the next generation of family business owners. She is on the board of Team Kids, the Board of the Hart Leadership Foundation, the Marketing Committee for One OC, and was a founding member of the Young Leaders group at the Center for Family Business at Cal State Fullerton.

To learn more about Jenny Dinnen, you can check out the links below.

• Website - http://www.mackenziecorp.com/
• Instagram - https://www.instagram.com/mackenziecorp/
• LinkedIn - https://www.linkedin.com/in/jenniferdinnen/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Tom started his first company when he was 20 and bought his first business when he was 21. He was driven by the idea that he could create a life that he controlled. One where he could make his own decisions, create his own life/work balance, and pocket every dime he earned.

By the time he was 35, he had built, bought, and sold twelve businesses and was able to retire.

Being an entrepreneur and small business owner is in your blood. It’s insistent, something you can’t ignore and something that doesn’t go away. Tom discovered he could continue to satisfy that need by becoming a business broker. During his time as a broker, he matched small business buyers with businesses that were for sale. He diligently coached buyers on finding the right business to achieve their dreams of small business ownership.

He knows that the hardest part of owning a business is getting started. Setting up a location, creating a brand that will attract customers, engaging those customers, and providing the kind of customer service that will keep them coming back, is hard, especially if you’ve never done it before. The franchisee gets all the benefits of owning their own business without the pain of trying to figure out how to get started.

To learn more about Tom Hannon, you can check out the links below.

• Website - https://franchisingconnection.com/
• LinkedIn - https://www.linkedin.com/in/thomasphannonjr/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Nike Anani is an entrepreneur and a Consultant. She was rated as a top-100 Family Business Consultant globally. She helps her clients bridge the gap between the senior and younger generations. As a result, they communicate, collaborate, and collectively gain clarity, to increase profit and productivity in their family businesses.

With over a decade of family business expertise in Africa, Nike helps owners lead their family organizations to long-term impact and legacy.

She is the host of "The Connected Generation" podcast - a top-10 Family Business podcast globally. To listen visit https://wavve.link/connectedgeneration

To learn more about Nike Anani, you can check on the links below.

• Website - https://nikeanani.com/
• Email - na@nikeanani.com
• LinkedIn - https://www.linkedin.com/in/nikeanani/
• Twitter - https://twitter.com/nikeanani
• Instagram - https://www.instagram.com/nikeanani/
• Facebook - https://www.facebook.com/nikeanani/
• YouTube - https://www.youtube.com/channel/UC1sKSoLVye4VtRA-Sj9WD9g?view_as=subscriber

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Dave Specht serves as the Director of the Global Family Business Institute at The Drucker School of Management. He is an ambassador for the family-owned business and writes, delivers keynote speeches, and develops programs on topics related to the family business.

Dave is the author of "The Family Business Whisperer" and has a consulting firm called "Advising Generations."

Before this role, he developed the Family Business Management program at the University of Nebraska. He served as National Development Manager for the Family Dynamics Program at Wells Fargo Private Bank.

To learn more about Dave Specht, you can visit him on the links below.

• Website - https://www.cgu.edu/center/drucker-school-global-family-business-institute/
• Website - http://www.davespecht.com/

You can also get a copy of Dave’s book called “The Family Business Whisperer” at Amazon.com.

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Scott Snider is the nationally recognized industry leader, growth specialist, and lifetime entrepreneur who is the President of the Exit Planning Institute (EPIC) and leads the strategic direction and growth of the company while also overseeing the operations. Having purchased the organization in 2012 with his father, Chris Snider, Scott assumed the leadership role where he expanded the company regionally, nationally, and globally, and provided transformational educational experiences to advisors from all specialties. 

As someone who has experienced exiting his own business, Scott is very passionate about helping business owners create companies that are true to their worth and establish an alignment with their personal financial plans. He also helps these same owners find and tap their personal purpose. These are how Scott and his team at EPI work their expertise and they achieve these by educating professional advisors who surround the business owner throughout the journey. They make it a point to create not just significant companies but also significant teams and outcomes. 

Utilizing his biggest talents, market penetration and rapid growth strategies, Scott was able to launch his first business at 17, which he established outstandingly and exited successfully at 24 to join forces with his father’s private exit planning and M&A firm - Aspire Management. Within a year, he transformed Aspire into one of the most influential boutique advisory firms in Cleveland. It’s from this point on that drove him, together with his father, to purchase the Exit Planning Institute, develop the Value Acceleration Methodology, write an Award-winning book, and effectively increase the business by 10x its purchasing size. 

Learn more and connect with Scott Snider through his LinkedIn - https://www.linkedin.com/in/scott-snider-epi/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Heidi J. Ellsworth has worked in the roofing industry since 1993 and has held positions with Malarkey Roofing, Carlisle Construction Materials, and EagleView Technologies. She is currently a partner with RoofersCoffeeShop® and the owner of HJE Consulting.

Working with both RoofersCoffeeShop and HJE Consulting, she can focus on supporting overall marketing strategies, sales success, and content development for companies and associations within the roofing industry. With a passion for networking and win-win scenarios, she continues to provide consulting and progressive digital advertising opportunities for companies and associations building strong collaborations for business profitability and success.

Heidi Ellsworth is a contributor to Professional Roofing, Florida Roofing Magazine, Roofing Magazine, and authors a Western Roofing, Siding & Insulation Magazine column that focuses on marketing tactics for roofing contractors. She currently consults with the National Roofing Contractors Association and the Roofing Alliance while serving on the boards of Western States Roofing Contractors Association and METALCON Advisory Council along with Roofing Technology Think Tank (RT3) and National Women in Roofing, two organizations that she helped launch.

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Grossman Marketing Group was founded as Massachusetts Envelope Company in 1910 by Maxwell Grossman, whose lifelong dream was to own his own business.

Now, 111 years since its founding, brothers Ben and David Grossman are the 4th generations of family leadership. Today, the company is a full-service resource helping clients with a broad range of traditional and digital marketing needs.

Ben Grossman holds a BA from Princeton University and an MBA from Columbia Business School. Prior to Columbia, Ben worked as a strategy consultant to Fortune 500 clients, as well as started and sold a sportswear and marketing firm.

David holds a BA from Princeton University. Prior to Grossman Marketing Group, David lived in New York and was in sales for a technology startup as well as served as the Deputy Director of Marketing for the US delegation to Expo 2000, working with Fortune 100 companies to develop their pavilion presence at the Millennium World’s Fair in Hanover, Germany.

Find out more and connect with Ben & David Grossman by checking out the following links:

• Websites:
  • https://www.bengrossman.info/
  • www.grossmanmarketing.com
• LinkedIn:
  • Ben: https://www.linkedin.com/in/bgrossman/
  • David: https://www.linkedin.com/in/david-grossman-15b6525/
• Direct Links:
  • Their great grandfather’s dollar-a-year check from the US Government - https://uploads-ssl.webflow.com/6037c57f7424b4ea01ef8e45/60515ae13f381f3f1ef1ca37_Dollar%20a%20year%20man%20check.jpg
  • Letter they sent out when their father left the company to serve as Treasurer of Massachusetts 70 years after our great grandfather left for public service - https://uploads-ssl.webflow.com/6037c57f7424b4ea01ef8e45/60515a91e1e851084c30e394_1941%20Letter.pdf
• Business Isn’t Just About Profit - https://www.bengrossman.info/blog/business-isnt-just-about-profit
• Acquisitions Page Summary - https://www.bengrossman.info/acquisitions

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Gary Vanbutsele is the Co-Founder and CEO of Whale, a knowledge and training platform, headquartered in Belgium, for SMEs that help centralize a company’s processes, SOP’s, policies, and tribal knowledge for a faster onboarding and training of new hires. 

Through Whale’s platform, the intra company’s system functions to reimagine the way employers train and empower their team by delivering contextual, bite-sized content to teams in their moment of need, so they can learn while doing. They basically market their solutions in four buckets - The C- Level, The Manager, The Expert, and The Novice.

A holder of a Bachelor’s Degree in Business Management from HOGENT University and earned his Master’s in Mass Communication from Ghent University, Gary is a known expert when it comes to knowing the importance of building systems and structures in a company as he’s also Co-Founded and Managed a business prior to Whale, which is Direct, a digital IT servicing company that helps companies use technology to gain complete advantage in their business execution. With him taking the reins for Whale, he’s stepped back from Direct as a Board Member.  

Get access to a 14-day free trial of the Whale platform when you visit https://www.usewhale.io/

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Barry Elder joins Jonathan Goldhill in this episode of the Disruptive Successor. Barry shares his insights about the Green industry, also known as landscaping, where he started at the age of 20 and fast forward to the point where he’s now hailed as a veteran working in landscape construction, distribution, and manufacturing. 

Barry Elder is the Director of Distribution of Weathermatic - California who carries more than 30 years of experience in the Green Industry, also known as landscaping, and specializes in Landscape Construction, Distribution, and Manufacturing. 

With an extensive experience as a public speaker, Barry is known for his tenacious and proactive sales techniques and marketing efforts to make sure he gives full awareness of his current offerings to prospective customers that touch base with their values, tools, and long term advantages. Having graduated from Dale Carnegie Training, he continues to exude his passion for marketing, sales, coaching, and building long term business relationships by thriving as a solution provider to his customers, co-workers, and employees. That being said, he’s been a long-time industry Association Member at numerous levels from Board Member to MC of State and Local Events.

In 2017, Barry was recognized as the recipient of the most coveted Hunter Trailblazer Award that annually honors individuals who have made significant contributions to the irrigation industry. 

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Jim Muehlhausen is the Founder and President of the Business Model Institute who is also a well-known consultant and speaker to large and small businesses. Being a true entrepreneur, he has experienced almost every facet of profession that would contribute to putting up a business -- ranging from CPA, franchisee, attorney, business owner, consultant, franchisor, public speaker, university professor, and book author. 

From 1987 to 1991, Jim was hailed as the youngest franchisee in Meineke Discount Muffler history while still attending Indiana University Maurer School of Law. He then proceeded to sell that business and founded an automotive aftermarket manufacturing concern which he ran successfully for nine years. The company even received recognition from Michael Porter of the Harvard Business School and Inc. magazine in the IC 100 Fastest-Growing Businesses. 

Around 20 years ago, he pursued his true passion serving as a consultant, business coach, and advisor to hundreds of businesses and having conducted over 10,000+ one-on-one consultations with business owners and entrepreneurs around the globe. From being a frequent contributor to major business publications such as Entrepreneur, Businessweek, The Small Business Report, etc., he has also published his own books - The 51 Fatal Business Errors, Business Models for Dummies, and the most recent one - Half-Retire: Keep Your Business, Ditch the Stress - all available in major bookstores. 

Learn more and reach out to Jim Muehlhausen through the following links: 

• Websites:
  • https://businessmodelinstitute.com/
  • https://halfretire.com/
• LinkedIn: https://www.linkedin.com/in/jimmuehlhausen/

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Sean Salas is the CEO and Co-Founder of Camino Financial, a FinTech platform that pioneers the access of underbanked Latinx businesses to affordable credit. Working together with his twin brother, Kenny Salas, their platform is powered by over 65 talented associates based globally who share and actualize their platform’s mission in the US and have already fundraised over $125 Million in equity and debt. 

Born to a bloodline with a calling for business, Sean’s story began at such a young age as he and his twin brother were born to an entrepreneur mother who has built and lost her business over the course of 25 years that’s left their family in a huge loss. From there, the twins decided that they would devote their lives to NEVER LEAVE A SMALL BUSINESS BEHIND which led to the establishment of Camino Financial while they were completing their MBAs at Harvard Business School. Prior to this, he had completed his BA from UC Berkeley and worked in private equity and investment banking where he oversaw four portfolio companies with combined revenue of over $250 million, invested close to $50 million in direct equity investments and structured $1.2 billion in debt financings.

Fast forward to today, Salas has been the go-to commentator when it comes to discussing FinTech and Latino entrepreneurship after his appearance on Univision, CNN, and Discovery Channel. He also hosts a podcast show - FUNDAMENTAL FAIRNESS, where he strikes conversations with industry thought leaders and bridges the gap between FinTech and financial inclusion. He is a Board Member of two non-profit organizations, the US-Mexico Foundation and the Harvard Business School Latino Alumni Association (HBSLAA). 

Find out more and reach out to Sean Salas and Camino Financial through the below links: 

• Email - info@caminofinancial.com
• Website - https://www.caminofinancial.com/
• LinkedIn - https://www.linkedin.com/in/seandsalas

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Ken Monroe is the President of HOLT of California who took part in his family’s legacy as a 2nd generation in a 4th generation business. 

HOLT of California is part of the elite group of Caterpillar Construction machinery, also known as CAT, dealers worldwide that is based in Northern Central California. They have over 11 locations in their territory which covers sixteen counties for the traditional Caterpillar product line, as well as all of Central Northern California for Caterpillar Lift Trucks and the East Bay Area and the Reno/Sparks area for our Mitsubishi & Clark forklift lines. Their five divisions: Earthmoving, Agriculture, Power Systems, Material Handling, and The Cat Rental Store - function to serve all industries.

The well-established company provides equipment solutions for the diverse needs of their customers like selling a wide variety of equipment, including Large and Small Construction Tractors, Agricultural Equipment, Forklifts, Racking Systems, Telescopic Handlers, Prime, and Stand-by-Power Generation, UPS Systems and On-Highway Truck Engines. They’re also in the business of renting out Caterpillar and other preferred manufactured equipment to contractors. 

Ken has since assumed the position of President of the company when Tenco Tractor Inc. and Holt Bros came together to form HOLT of California back in 1999.  

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Jonathan Goldhill holds the mastery of a business coach and a personal growth strategist. He specializes in guiding next-generation entrepreneurs and leaders in family businesses who wish to disrupt the status quo in their journey of scaling their business. Such businesses are mainly in the fields of: Landscape Maintenance and Construction, Professional & Business Services, Computer & Technology Companies, and Real Estate & Property Management.

This all started at age 20 when he moved from New York to California, after his family’s large, privately-held men’s apparel manufacturing company that was started by his great-grandfather, sold their business to a conglomerate in its third generation of family ownership. In a span of 10 years, he managed to establish himself as the go-to expert for entrepreneurs in search of their own version of freedom. 

Today, Jonathan carries 30 years of experience in work coaching, consulting, training, financing, and guiding entrepreneurial and family businesses. 

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Christy Crook, the founder and President of Phoenix Masonry Inc., started her success story with humble beginnings, being directly exposed in the construction industry by following her dad around in job sites. 

Finding her purpose seeing how her dad’s work built things from the ground up, she decided to also work her way into the industry earning her BA in Organizational Communication and Business Management from the Metropolitan State University of Denver in 2002 and her International MBA from the University of Denver in the year 2007. 

Her experience flourished as she worked at multiple masonry construction firms taking up various roles, including Safety Director and Director of Business Development, and in 2010, she took the leap to leave her previous position to found Phoenix Masonry. 

Christy is a board member of the American Subcontractors Association and is one of the forerunners of Transportation and Construction Girl - a non-profit that encourages young women to explore careers in the transportation and construction industries. She is also an active member of the American General Contractors Association, Rocky Mountain Masonry Institute, and the National Association of Women in Construction.

If you enjoyed today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Mitchell Beinhaker is a business law and estate attorney providing legal services to single-family businesses and multi-family businesses. He has more than 25 years of experience representing business owners, entrepreneurs, executives, and professionals providing advice, guidance, and legal work to help keep clients on their road to success. 

Mitchell is also a producer and host of The Accidental Entrepreneur podcast. You can tune in at https://accidentalentrepreneur.podbean.com/.  The podcast is also available at Apple Podcasts, Google Podcasts, Amazon Music, Spotify, iHeart Radio, and Stitcher.

You can learn more and connect with Mitchell Beinhaker on the following links below.

• Website - https://beinhakerlaw.com/
• Facebook - https://www.facebook.com/mbeinhaker
• LinkedIn - https://www.linkedin.com/in/mbeinhaker/
• Instagram - https://www.instagram.com/beinhakerlaw/
• Twitter - https://twitter.com/BeinhakerLaw

If you enjoy today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Craig Bundren is the Founder of the Bundren Building Arts Foundation. Craig’s vision for the foundation is a vibrant future for communities and local artists. It’s his view that art reflects life, where people work, play, and live. He aims to work with community leaders, artists, and building owners to collaborate to make our environments more vibrant now and into the future.

Craig is also the host of the show The Chromatic Podcast.

If you enjoy today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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George Isaac is the President/CEO of GAI CAPITAL Ltd. and George Isaac Consulting. GAI Capital Ltd. is a 20-year-old Santa Barbara and Los Angeles-based national family business and family office consulting and investment firm. Through George Isaac Consulting Division, it provides advisory services to family business/family office senior executive teams, corporate boards, and ownership groups. 

You can learn more about George Isaac and get in touch with him at https://www.georgeisaac.com/.

If you enjoy today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Trey Taylor is a Managing Partner in the Threadneedle, The Taylor Family Office. Threadneedle was formed to optimize growth among a closely held set of assets in the financial services, real estate, and early-stage investment industries.

Trey Taylor directs investments for Threadneedle, a single-family office with entrepreneurial roots in the financial services industry. They hold investments in insurance and financial services, commercial real estate, and early-stage technology investments.

Trey Taylor is the author of the book called ‘A CEO Only Does Three Things,” which is available on Amazon. You can also visit the following websites to learn more about Trey’s business.

• http://taylorinsuranceservices.com/
• http://trinity-blue.com/

If you enjoy today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Jeff Gould is the Principal and Founder of Lineage Asset Advisors, Inc. They provide a full-service commercial real estate advisory and consulting firm based in Los Angeles. The LAA team provides customized commercial real estate services to help families make seamless transitions with their properties - from one generation to the next.

Jeff is also the Director of the Los Angeles Better Buildings Challenge, an innovative utility-funded initiative. In his current position at the LABBC, Jeff manages programs and strategic partnerships, including LABBC's multifamily, affordable housing, and building technology expansion initiatives.

You can reach Jeff Gould on the following links below.

• Email - jeff@lineageasset.com
• Website - https://lineageasset.com/

If you enjoy today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Vijay Sathe was a professor at the Harvard Business School before joining the Drucker School faculty. He has taught in numerous executive education programs worldwide. He has received the “Professor of the Year” award from the Drucker MBA graduating class seven times to recognize his outstanding teaching.

Vijay Sathe has published six books and numerous articles in academic and professional journals. He has also served as a consultant to corporations worldwide and has advised government agencies and not-for-profit organizations.

Vijay Sathe teaches at Claremont Graduate University, and you can reach out to him at vijay.sathe@cgu.edu.

If you enjoy today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Josh Baron is a Partner at BanyanGlobal Family Business Advisors. BanyanGlobal believes in the power of effective ownership. Their clients own significant shared assets, such as family operating businesses, family offices, shared family property, and family foundations.

Josh Baron is also an Adjunct Professor at Colombia Business School. He teaches Family Business Management and Managing Conflict in Family Business and the Enterprising Families executive education program.

You can get a copy of the book of which Josh Baron co-authored on the links below.

• The Harvard Business Review Family Business Handbook: How to Build and Sustain a Successful, Enduring Enterprise (HBR Handbooks)
• https://hbr.org/search?search_type=search-all&term=Josh+Baron

If you enjoy today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Andrew Keyt is a Family Business Educator, Advisor, Coach, and Author. He is a family business strategist and succession planning expert for family-owned businesses. 

He helps families and family enterprises with next-generation leadership development, family conflict, strengthens communication, works with sibling/cousin teams, and helps families execute emergency management transitions. 

You can find out more about Andrew Keyt and reach out to him on his website at https://andrewkeyt.com/. You can also get a copy of his book called Myths and Mortals: Family Business Leadership and Succession Planning on the website and at Amazon.

If you enjoy today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Amber Flamminio is the Chief Operating Officer at Umina Bros. Inc. Umina Brothers has provided outstanding service and high-quality fruits and vegetables to the domestic and international markets for over 100 years!

Amber is an experienced Chief Operating Officer with a demonstrated history of working in the produce industry. She is skilled in Human Relations, Negotiation, Sales, Event Management, and Team Building. Strong operations professional with a Master's degree focused on Psychology from Pepperdine University Graduate School of Education and Psychology.

To find out more about Umina Bros. In., please visit their website at https://www.umina.com/. You can also reach out to Amber Flamminio through email at amber@umina.com.

If you enjoy today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Mitzi Perdue is the Founder of the Win This Fight! Stop Human Trafficking. Win This Fight increases awareness about labor and sex trafficking and raises funds to support existing organizations engaged in education, prevention, rescue, and rehabilitation.

She is also a Professional Public Speaker and a Speaker on Family Businesses and Business Families.

You can find more information about Mitzi Perdue and what she’s been up to at her website below

• https://www.winthisfight.org/

If you enjoy today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Spencer Sheinin, CPA, CA, has a unique background with over 15 years as an entrepreneur combined with extensive financial experience as a CPA, CA, and investment banker. He is the Founder and CEO of Shift Financial Insights, providing straightforward accounting and financial insights for businesses on the rise.

You can find out more about Spencer Sheinin and Entreprenumbers at the following websites below

• https://entreprenumbers.com/.
• https://shiftfinancial.co/

There are resources and a great reporting package that you can download for free. You can also visit 

If you enjoy today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Daniel Van Der Vliet is The John and Dyan Smith Executive Director of the Smith Family Business Initiative at Cornell University. Launched in 2014, the Smith Family Business Initiative at Cornell provides education, networking, and new knowledge for family business owners, successors, and students worldwide.

You can find more about Cornell University Family Business at https://www.johnson.cornell.edu/smith-family-business-initiative-at-cornell/. You may also email Daniel Van Der Vliet at dgd9@cornell.edu.

If you enjoy today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Steve Legler is a Family Legacy Coach and Advisor at TSI Heritage. Steve works with people who work in family businesses doing one-on-one as a coach. He helps business families as a facilitator, assisting communications between various family members and bringing people and issues together.

He is also an author of two books called Shift Your Family Business and Independent Wealth.

To find out more about Steve Legler and what he’s up to, please visit his website at https://shiftyourfamilybusiness.com/. You can subscribe to his newsletter and blogs for free on the website.

If you enjoy today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Ed Hart is the Director of the Center for Family Business at California State University, Fullerton, for the past ten years. He has over 30 years of work in family-owned businesses throughout North America, South America, and Australia.

Ed Hart is also the host of a Podcast called From the Hart.

You can find out more about Ed Hart on his website at http://www.hartleadership.com/. You can also reach him on social media and LinkedIn. You can again listen to his podcast called From The Hart on major podcasting channels.

If you enjoy today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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Emily Morgan is the Founder and CEO of Delegate Solutions. Delegate Solutions is an EOS run company that believes delegation is the foundation for growth. Their unique, thoughtful approach to support means that you’ll never need to find, manage, or train a support resource again as you grow. They combine automation, delegation, and proven efficiency strategies to help you reach your goals more quickly. 

To find out more about Emily Morgan and Delegate Solutions, you may visit their website at https://www.delegatesolutions.com/. They also offer a complimentary orientation about freedom analysis.

If you enjoy today’s episode, please subscribe, review and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com.

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David Karofsky is the Principal in The Family Business Consulting Group, Inc. FBCG consultants are dedicated experts in the field, with strong educational, research, and practical experience with challenges and opportunities common to family businesses.

David’s work has been focused on building alignment around communication, executing the transition of ownership and leadership.

You can reach David Karofsky at The Family Business Consulting Group. You can also email him directly at krofsky@thefbcg.com.

To find out more about Disruptive Successor Podcast and Jonathan Goldhill, please visit the Disruptive Successor website at www.DisruptiveSuccessor.com.

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Doug Gray is the Founder/CEO of Action Learning Associates, Inc. At Action Learning, We "develop smarter leaders, faster." We only work with high-potential leaders who need to (1) assess their strengths and weaknesses, and (2) make smarter decisions.

In this episode, we will hear from Doug Gray directly about how he has helped many businesses develop through Action Learning. As a family business consulting group, Doug shares his methods of achieving the market opportunity, what can be done with digital resources, and so much more.

To find out more about Doug Gray and Action Learning, please visit the Action Learning website. There are many ways to connect with Doug on the website. You can also check out the OKR Leadership website at https://okrleadership.com/.There’s many video content in there. At DFIT.org, which has five or six digital courses of content, people can learn how to apply at fit and their organizations and get a digital certification. Also, FBCG.com is a tremendous resource for any size of a family business. Lastly, you can also visit at https://www.familybusinesscollaboration.com/ for other size family business resources.

To find out more about Disruptive Successor Podcast and Jonathan Goldhill, please visit the Disruptive Successor website at www.DisruptiveSuccessor.com.

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Robert Rivnius is the Executive Director of the Family Business Association of California. FBA is an association representing family businesses in California at the Capitol and public policy issues affecting family businesses. We now have over 120 company members throughout California and 14 sponsoring companies.

In this episode, Robert talks about the family business and some unique issues. There are many key takeaways from Robert, which can give listeners on how to resolve them.

To find out more about Robert Rivinius and what they do at the Family Business Association of California - you can visit their website at https://myfba.org/. There is a 2-minute video that shows what they do.

To find out more about Disruptive Successor Podcast and Jonathan Goldhill, please visit the Disruptive Successor website at www.DisruptiveSuccessor.com.

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On this episode, guest host Christopher Decker interviews the host of the Disruptive Successor Show, Jonathan Goldhill.

Get your copy at

https://www.distruptivesuccessor.com