SHOW SUMMARY

In this episode, Jonathan Goldhill is joined by Casey O’Quinn, founder of Gravity Digital, a family-owned agency serving family-owned DTC brands for 25 years, about marketing as capital allocation that can drain family wealth and strain relationships when spent on vague retainers without measurable return. Casey contrasts traditional hourly/retainer agency models with Gravity Digital’s revenue-share approach, where the agency is paid only on growth above a baseline, aligning incentives and enabling investment in creative, websites, and testing. They discuss protecting “the family farm,” handling generational risk tolerance, patience and education around digital channels, and a “seven-figure blueprint” formula (customers × frequency × average order value) emphasizing ads for scalable acquisition, email/SMS for repeat purchases, and upsells for AOV. Key metrics include new customer acquisition cost, lifetime value, new vs returning customers, and cautious use of ROAS amid attribution limits, plus integrating marketing into EOS scorecards and quarterly testing.

KEY TAKEAWAYS

• Family before business: Make a commitment to walk away from the business before letting it damage family relationships—this principle forces better conflict resolution
• Revenue share model: Align agency incentives with client outcomes by only getting paid when clients grow, rather than fixed retainers that don't ensure results
• Marketing as investment: View marketing spending through the lens of capital allocation and ROI, not just as an expense line item
• NAC is critical: Understanding your New Customer Acquisition Cost and being willing to spend MORE than competitors (while staying profitable) is how you win at scale
• Simple growth formula: Revenue = Customers × Frequency × Average Order Value. Focus on these three levers systematically
• Test before committing: Start with small tests and let data drive decisions rather than assumptions, especially when navigating generational disagreements
• Failure is feedback: Marketing experiments that don't work aren't failures—they're learning opportunities to "fail forward"
• Patience + transparency: Success in family business marketing requires educating all generations, managing different risk appetites, and showing early wins to build trust

QUOTES

• "We would walk away from the business before we let it come between us." — On family business priorities
• "He who is willing and able to spend the most to acquire a customer wins." — On competitive advantage in customer acquisition
• "Good marketing can't fix a bad product." — On fundamental business requirements
• "The cheapest customer you'll ever get is the one you already have." — On the value of repeat business and frequency
• "Marketing and innovation produce results. Everything else is just a cost." — Peter Drucker quote on business fundamentals
• "Protect the family farm—that's the family business." — On preserving generational wealth and avoiding capital drain
• "Failure is just feedback." — On reframing marketing experiments
• "Marketing is half art, half science, half left brain, half right brain." — On the dual nature of effective marketing

Connect and learn more about Casey O'Quinn.
https://www.linkedin.com/in/caseyoquinn/

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

SHOW SUMMARY

In this episode, Jonathan Goldhill is joined by Jeffrey Condren, a certified financial planner with extensive experience in wealth management and advising multi-generational families. They explore why secrecy often leads to entitlement, the pitfalls of striving for fairness over equality, and the critical need for early and transparent conversations about values, expectations, and the realities of running a family business. They emphasize that successful generational transitions require exposing heirs to responsibility and decision-making early on. The episode also covers the nuances of assigning business roles to family members, handling business valuations realistically, and the importance of external mediation to navigate complex family dynamics.

KEY TAKEAWAYS

• Successful families surface conflict early and structure it, rather than avoiding it
• Fair and equal are not the same thing in family business transitions
• Exposing the next generation to business realities early prevents friction later
• First-generation business owners struggle most with letting go of control
• Business valuations should be updated every 1-2 years, not left for 7+ years
• Depression-era children often feel they never have "enough" money, regardless of actual wealth
• Succession planning takes years, not months - there's no light switch solution
• The earlier difficult conversations happen, the smoother the transition

QUOTES

• "Successful families do not eliminate conflict. They surface it early, they structure it and use it to clarify values and expectations."
• "Fair versus equal. It is very different for a lot of people, and it's a very hard conversation to have, and there's no right or wrong answer."
• "Getting a business owner to think about their future self not involving the business... takes time. It's not a one hour conversation."
• "Tom Brady, arguably one of the greatest quarterbacks... had a quarterback coach. So when you stop and think about that, he probably doesn't need one, but there's still someone pointing out techniques that maybe he's not seeing."
• "How long things actually take - there's not a light switch solution to anything in life. The sooner they're willing to have the conversation, the smoother it is."
• "The idea of them not being involved in the business is so hard for them to comprehend that they don't know where to start and they'd rather ignore it."

Connect and learn more about Jeffrey Condren.
https://www.linkedin.com/in/condren/

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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SHOW SUMMARY

In this episode, Jonathan Goldhill welcomes back Richard Grove, the third-generation face behind Wall Control. Richard shares his journey of transforming a family tool and die shop into a leading brand in wall organization, traversing e-commerce, retail, and television. They delve into the uncomfortable truths that every family business must confront to survive and prosper, as highlighted in Goldhill's ebook, 'The Family Business Trap, 11 Uncomfortable Truths that Will Save Your Business and Your Relationships.' Through personal anecdotes, Richard talks about family dynamics, succession planning, role definition, and the importance of open communication and strategic governance in family-run enterprises. The episode provides invaluable insights and practical advice for navigating the complex terrain of family businesses.

KEY TAKEAWAYS

• Open, honest communication is the foundation for healthy family businesses.
• Fake harmony can hide misalignment—address issues before they become problems.
• Clearly defined roles and responsibilities prevent confusion and crisis.
• Leadership in family business must be earned, not assigned by entitlement.
• Regular meetings and shared workspaces foster better collaboration and understanding.
• Succession planning and transparency are essential for long-term success.
• Every family and business is unique—adapt best practices to your situation.

QUOTES

• “Just because no one’s fighting doesn’t mean you’re aligned. Fake harmony kills real progress.”
• “If you want to talk more, why don’t you be together more?”
• “Entitlement doesn’t make you a leader—you have to earn that.”
• “Don’t ruin your family for your business. You only get one family, but you can always start another business.”
• “Without structure, you’re running on assumptions, and assumptions implode under pressure.”
• “Communication is the single best practice that cuts through all these uncomfortable truths.”

Connect and learn more about Richard Grove.
https://www.linkedin.com/in/richard-grove-wall-control/

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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SHOW SUMMARY

In this episode, host Jonathan Goldhill sits down with Pranav Dalal to discuss his 25-year journey of building a truly global enterprise. Pranav shares the origin story of shifting from the tech sector to B2B services and how he strategically scaled Office Beacon across multiple continents. We explore how he balances running a massive remote organization using systems like EOS and the "generational compact" he has established with his children. Pranav also offers fascinating insights into his unique sports marketing partnerships, his aggressive adoption of AI to disrupt his own business model, and the ancestral values that guide his leadership.

KEY TAKEAWAYS

• The Generational Compact: Pranav built Office Beacon with the specific intent of creating a multi-generational legacy. His children joined the business not through nepotism, but by starting at entry-level positions to learn humility and hard work.
• Scaling with EOS: Managing 5,500 employees remotely requires discipline. Pranav utilizes the Entrepreneurial Operating System (EOS) five levels deep to ensure core values and goals are cascaded effectively across global teams.
• Innovative Partnerships: Moving beyond traditional marketing, Office Beacon holds exclusive partnerships with SoFi Stadium and the NFL Alumni Association, using stadium suites for daily business networking rather than just game-day entertainment.
• Disrupt or Be Disrupted: Pranav views himself as the "Chief Disruption Officer." He is heavily investing in AI education and implementation for 2026, believing that if he doesn't disrupt his own business model, a competitor will.
• Trust But Verify: A core leadership lesson Pranav instills in his children and team is the concept of "trust but verify"—maintaining faith in people while ensuring details and execution are validated to prevent costly mistakes.
• Ancestral DNA: Pranav reconnected with his heritage, discovering that his surname "Dalal" means "broker" in Persian/Hindi, which reinforced his belief that business and entrepreneurship are embedded in his family's DNA.

QUOTES

• "My whole goal was to create a multi-generational family business."
• "If we're not disrupting ourselves, someone's going to disrupt you."
• "I realized that it was a very doable thing... that there are these family legacies out there in business that go back hundreds of years."
• "They fail, feel a sense of ownership even though I'm the owner... their mindset of being accountable is incredible."
• "I’m in the people business, and I should be the first one to say, 'Wow, I’m scared of AI,' but I’m embracing it a thousand percent."

Connect and learn more about Pranav Dalal and Office Beacon: 
Pranav Dalal’s LinkedIn: https://www.linkedin.com/in/pranavdalal/
Office Beacon Website: https://www.officebeacon.com/  
Email for inquiries: sales@officebeacon.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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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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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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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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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

Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

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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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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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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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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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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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’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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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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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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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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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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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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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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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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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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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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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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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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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: Shelley 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: 
Shelley 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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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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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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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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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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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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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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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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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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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/

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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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/abbeflarge/

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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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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 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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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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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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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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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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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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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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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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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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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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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

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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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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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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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 at www.DisruptiveSuccessor.com

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

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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 at www.DisruptiveSuccessor.com

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

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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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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

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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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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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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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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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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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• 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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• 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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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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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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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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