When your exit strategy is to sell your company, timing the market to your advantage can make or break your exit success.

Join us for a webinar, where we will explore why it is imperative to pay attention to market conditions when selling your company, and how to know when your time may be near.
Webinar takeaways:

• How market timing can increase or lower your company’s value—and by how much
• The five external factors that impact selling your business
• How to know when it may be time to sell

When: Tuesday, February 28, 2017 – 2:00 pm EST – 3:00 pm EST.

Registration is complimentary. 

 Register

Call 772-210-4499  or email to find out more about this webinar and exit planning solutions. Ask about our complimentary proprietary tools and checklists. All inquiries are confidential.

Webinar How to know when it is time to sell

The Selection Funnel walks decision-makers through the hiring & selection process, enabling them to SAVE TIME and MAKE INFORMED DECISIONS based on concrete data. Selecting employees with this easy step-by-step process ultimately brings reciprocal returns by improving company culture, increasing productive and reducing costly turnover.

• Qualify Resumes
• Screening Assessments
• Telephone Screen
• Selection Assessment
• In-person interview
• Selection Decision

Click here to view the Selection Funnel 6 Steps.

Would you like to identify the best applicants, optimize employee performance, build top performing teams, uncover the source(s) of communicative dysfunction and develop self-aware leaders?

Get started now on your Team Strength- call 772-210-4499 or email for more information or to set up and an account.

Three Steps to Develop a Strong Team

by Dr. Jack Mitchell

I suggest there are three ways for a company to develop and have a strong and successful  management/leadership team.

1. Continually train and coach incumbents
2. Promote from within and implement #1
3. Hire qualified talent and implement #1

The real secret in having a strong management/leadership team is to have talented people who have the ability and willingness to do the job.

The concepts of “ability” and “willingness” are critical.

I may have the “ability” to sing an operatic aria. I can hit that high C. However, if I don’t feel like singing,  regardless of the “ability”, I am not going to perform.

Also, I may be very “willing” to sing that aria. I know all the words and the notes, but God never gave me a good singing voice. I cannot carry a tune. I am “willing”, but don’t have the “ability”. I am not going to perform.

Therefore, in business, like in most every other endeavor, a person, or a couple, or a team must have both the ability and the willingness to perform, to achieve success.
Today, professionals, who are skilled in recruiting, training and coaching, have some assessment tools that can accurately assess the “ability” and the “willingness” of incumbents and of prospects for a job with amazing accuracy.

To be a successful owner or manger it is critical to recognize where your strengths and expertise serve your company best.  Usually, the recruiting process is outside of your expertise and comfort zone. Using sophisticated assessment tools, with the help of a skilled professional, will identify candidates with both the “ability” and “willingness” to exceed in a position.

Using my recommended three step approach outlined above with sophisticated assessment tools will help you develop the talent that truly has the “ability” and “willingness” to make your company or organization even more successful.

Success Story: Selection Funnel

Recently we were engaged to help a client identify and hire a new Controller. This was going to be a new position because the company had grown to a point where a real financial professional was needed to oversee all the financial functions, which were previously handled by the owner and his assistant.

We were able to source over 130 applicants who responded that they were interested in being hired for the position.  That’s a huge response!

Think of a funnel.

Our job was to look at all these responses/resumes and bring that number down to the most qualified applicants. Through our skills at reading resumes and knowing the needs of the new position as well as the personalities of the owner and key company executives (through prior personality assessments), we were able to bring the number of applicants to 28 candidates, who on-paper all seemed to have the requisite skills and experience needed to be successful in the new Controller position.

Our next step was to reduce that number to some 15 candidates, again using our professional knowledge and skills in HR and in recruiting.

Now with these 15 candidates we used one of our assessment tools plus a brief meeting with the Owner and two stake-holders to find the brightest of these talented men and women. We identified 4 finalists.

We arranged one on one interviews with the client and two of his key stake-holders. Using the results of these interviews plus another assessment tool, the owner now has two of the very best candidates in the marketplace to select. What a great challenge for the Owner/CEO. He has 2 exceptional financial professionals, who have the “ability” and the “willingness” to excel in this position.

Believe it or not, this process took less than 5 weeks to complete, and at a cost significantly less than expected. The Owner/CEO spent only a limited amount of time meeting the 15 candidates and interviewing the 4 finalists. All the rest of the work was done by us, getting that funnel from over 130 applicants to two finalists.
 

Our process resulted in the placement of the best candidate with a significant saving in cost and time to the owner.

The real secret in having a strong management/leadership team is to have talented people who have the ability and willingness to do the job. Contact us to learn more about how to hire the very best candidates and develop your Team Strength.

Today, we have the scientific tools and experience to really help business owners succeed.
 

Being able to measure and understand How and Why someone will behave is vital to indicating the performance of job applicants, optimizing employee performance, building top performing teams, uncovering the source(s) of communicative dysfunction and developing self-aware leaders.

 
Contact us to learn how to use the right tools to hire the best people to add to the success of your company.

Would you like to build a Success Team?

Contact PPI at 772 210 4499, www.ppidisc.com or email for more information or to set up an account.