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Decision Vision Episode 22: Should I Set Up a Captive Insurance Company?, An Interview with Matthew Queen, Venture Captive Management

July 4, 2019 by John Ray

Decision Vision
Decision Vision
Decision Vision Episode 22: Should I Set Up a Captive Insurance Company?, An Interview with Matthew Queen, Venture Captive Management
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“Decision Vision” Host Mike Blake and Matthew Queen

Should I Set Up a Captive Insurance Company?

What is a captive insurance company? How can I use a captive insurance company both to manage my risks and control the cost of insuring those risks? In a conversation with “Decision Vision” host Michael Blake, Matthew Queen of Venture Captive Management answers these questions and much more.

Matthew Queen, Venture Captive Management

Matthew Queen, Venture Captive Management

Matthew Queen is the Chief Compliance Officer and General Counsel for Venture Capital Management. Venture Captive Management provides turnkey alternative risk financing services for middle market companies seeking greater control and profit in their risk funding solutions. The firm is a boutique provider of underwriting, accounting, claims management, and risk management. Solutions offered by VCM include the establishment and operation of single parent captives, group captives, association captives, risk retention groups, and managing general agencies. VCM manages insurance companies with three guiding principles: to provide asset protection for the beneficial owner, to control the process, and to provide profit to the beneficial owners. The captive is first and foremost designed to capture the underwriting profit that would normally stay with the standard commercial carrier under traditional insurance coverage.

Michael Blake, Brady Ware & Company

Mike Blake, Host of “Decision Vision”

Michael Blake is Host of the “Decision Vision” podcast series and a Director of Brady Ware & Company. Mike specializes in the valuation of intellectual property-driven firms, such as software firms, aerospace firms and professional services firms, most frequently in the capacity as a transaction advisor, helping clients obtain great outcomes from complex transaction opportunities. He is also a specialist in the appraisal of intellectual properties as stand-alone assets, such as software, trade secrets, and patents.

Mike has been a full-time business appraiser for 13 years with public accounting firms, boutique business appraisal firms, and an owner of his own firm. Prior to that, he spent 8 years in venture capital and investment banking, including transactions in the U.S., Israel, Russia, Ukraine, and Belarus.

Brady Ware & Company

Brady Ware & Company is a regional full-service accounting and advisory firm which helps businesses and entrepreneurs make visions a reality. Brady Ware services clients nationally from its offices in Alpharetta, GA; Columbus and Dayton, OH; and Richmond, IN. The firm is growth minded, committed to the regions in which they operate, and most importantly, they make significant investments in their people and service offerings to meet the changing financial needs of those they are privileged to serve. The firm is dedicated to providing results that make a difference for its clients.

Decision Vision Podcast Series

“Decision Vision” is a podcast covering topics and issues facing small business owners and connecting them with solutions from leading experts. This series is presented by Brady Ware & Company. If you are a decision maker for a small business, we’d love to hear from you. Contact us at decisionvision@bradyware.com and make sure to listen to every Thursday to the “Decision Vision” podcast. Past episodes of “Decision Vision” can be found here. “Decision Vision” is produced and broadcast by the North Fulton studio of Business RadioX®.

Visit Brady Ware & Company on social media:

LinkedIn:  https://www.linkedin.com/company/brady-ware/

Facebook: https://www.facebook.com/bradywareCPAs/

Twitter: https://twitter.com/BradyWare

Instagram: https://www.instagram.com/bradywarecompany/

Show Transcript

Intro: [00:00:05] Welcome to Decision Vision, a podcast series focusing on critical business decisions, brought to you by Brady Ware & Company. Brady Ware is a regional, full-service, accounting and advisory firm that helps businesses and entrepreneurs make visions a reality.

Michael Blake: [00:00:23] And welcome to Decision Vision, a podcast giving you, the listener, clear vision to make great decisions. In each episode, we discuss the process of decision making on a different topic. But rather making specific recommendations because everyone’s circumstances are different, we talk to subject matter experts about how they would recommend thinking about that decision.

Michael Blake: [00:00:42] My name is Mike Blake, and I am your host for today’s program. I’m a director at Brady Ware & Company, a full-service accounting firm based in Dayton, Ohio, with offices in Dayton; Columbus, Ohio; Richmond, Indiana; and Alpharetta, Georgia which is where we are recording today. Brady Ware is sponsoring this podcast. If you like this podcast, please subscribe on your favorite podcast aggregator, and please also consider leaving a review of the podcast as well.

Michael Blake: [00:01:07] And today’s topic is a topic about captive insurance companies, and should you have your own captive insurance program? And I’ve only started to run into this about five years ago when I worked for another accounting firm, and we happened to have a partner that kind of specialized in captives. And I didn’t really realize that if you want to, you can start your own insurance company. Now, it’s not as easy as doing that. It’s not like you just sort of go on Amazon.com, and click buy that insurance company, and you get started. It is a fairly complex process. And we’ve got an expert to talk about that today.

Michael Blake: [00:01:46] But it is under the right circumstances, something that companies, high-net worth individuals and investors may want to consider. It is complex. It certainly kind of goes up and down in terms of reputation. There are accounting firms and law firms that specialize in captive insurance programs. There are accounting firms and law firms that will not touch them with a 10-foot pole. So, you sort of see the gamut. And I think that’s what makes the — one of the things that makes this topic so interesting is because it’s hard to find folks that know what they’re talking about and are willing to talk about it.

Michael Blake: [00:02:30] So, with that, I’d like to introduce Matthew Queen, who is Chief Compliance Officer and General Counsel for a company called Venture Captive Management. He is responsible for regulatory compliance, program development, and claims management for captive insurance companies and risk retention groups. Prior to joining Venture Captive Management, Matthew developed his knowledge base by defending multinational corporations and state, federal and administrative courts, and provided state and local tax minimization strategies for Fortune 500 companies as a tax accountant at big four consulting firm. Matthew holds an undergraduate degree in business management from the Georgia Institute of Technology, a school that I flunked out of as a PhD candidate, and Advanced Degrees in Law and taxation from Georgia State University.

Michael Blake: [00:03:19] Venture Captive Management provides turnkey alternative risk financing services for middle market companies seeking greater control and profit in their risk funding solutions. The firm is a boutique provider of underwriting, accounting, claims management, and risk management. Solutions offered by Venture Captive Management include the establishment and operation of single parent captives, group captives, association captives, risk retention groups, and managing general agencies.

Michael Blake: [00:03:46] Venture Captive Management manages insurance companies with three guiding principles: to provide asset protection for the beneficial owner, to control the process, and to provide profit to the beneficial owners. The captive is first and foremost designed to capture the underwriting profit that would normally stay with a standard commercial carrier under traditional insurance coverage. Matthew, welcome to the program. Thanks for coming on.

Matthew Queen: [00:04:09] Thank you for having me.

Michael Blake: [00:04:11] So, as I like to do with many of my podcasts, I like to start with the vocabulary lesson because we can very quickly get into terms of art, and acronyms, and jargon that will lose the listener. So, let’s start with the basics. What is insurance, and where do captives fit within the insurance universe?

Matthew Queen: [00:04:34] Thank you very much, Captive insurance is really not as complicated as you think. So, you’ve got your checking and your savings account. Generally speaking, you want to spend the money in your checking account relatively soon. The savings account, you keep over here just in case. While the money put into your savings account is no different the money put into a captive insurance company, except, now, by funding our captive, we get a huge tax deduction for the premiums that we put in there.

Matthew Queen: [00:04:58] So, at its basic level, all I’m really doing is helping people to fund for risk. Now, the risks that you look at in a worker’s compensation, you’ve got health care benefits you’re providing for your employees, general, professional liability, those are all just various risks that you can fund with either traditional insurance where you pay premiums over to AIG, let’s say, or you can form your own captive and take all or a part of that risk. So, at the end of the day, it’s just a very tax-efficient way providing for risk management.

Matthew Queen: [00:05:30] So, one of the things that really is fun about what I do is that captive insurance exists at the frontier of insurance. Now, back when I was in my traditional defense, I never really got to go to the frontier. So, you get a case. Ssome plaintiff’s attorney is trying to beat you up for support, sort of, a slip and fall. You may find an exotic case that helps you win the case in some sort of a novel way but at no point are you going to the frontier of legal thought. That is not the case with captives because captives are, in a way, the zenith of risk financing. So, you’re taking on board underwriting, accounting. And even there within accounting, it’s not just gap. You need to have some knowledge of statutory accounting. You got to understand the claims process. You’ve got to understand how to talk in re-insurances. You’ve got to be able to go out there and lay out the risks. So, it really does bring in some novel theories.

Matthew Queen: [00:06:27] Consequently, we get to develop custom insurance products that can insure literally anything. So, my joke I tell people when they’re asking about captives is I can underwrite a ham sandwich. Not me personally, I’m a terrible underwriter. But what you would look at is any sort of a risk may be a good idea for a captive. So, why talk about the boring things? Let’s go straight to the fun stuff. So, for example, you’re now doing business in the UK, Japan, and America. And let’s assume things go south with Brexit and something wacky happens with the currency exchange rate between the dollar and begin-

Michael Blake: [00:07:04] That’s a good assumption, by the way.

Matthew Queen: [00:07:06] Yeah. So, what happens if the pound goes crazy? Can you insure against losses that would manifest as a result of doing cross-border transactions? The IRS is going to sit there and say, “No, no, no. That is nuts.” And this exact issue is that they have some guidance from the IRS where they’ve said, “We don’t like it,” but in 2015, they had a case called the RBI guarantee case where people were essentially insuring against the unexpected bad value of a fleet of cars. Long story short, it kind of looks like a put contract in the sense that you had a fleet of cars that are X when you bottom, expect to be Y at the end of five years. And if some foolish guy gets into an automobile accident, it’s worth much less than Y. They had captive pay out a claim, and the IRS said, “We don’t like that,” took it to tax court, got beaten up. Long story short, you can now ensure a financial interest. So, the currency exchange interest would be analogous to that.

Matthew Queen: [00:08:05] The reason I’m telling you this is only to just bust down the barriers right off the bat that when you’re dealing with captives, general liability, workers comp, all day long, no problem. But then, when you have like a supply chain risk, so you’re now an oil and gas company, and you’ve got some sort of an oddball issue with Venezuela 20 years ago, the IRS would say, “You cannot take a deduction for the premiums paid for supply chain risk. It’s just not an insurable event.” Over time, a lot of these middle market and large companies that have supply chain risks said, “We’re purchasing this in commercial markets. It’s being offered from Lloyd’s of London. We demand that we have the right to do this.” And that sorted itself out in courts. So, that’s where we are constantly. Where the market breaks down or the market is heading, consequently, I get to basically sit at the frontier and look just a little further than I was normally looking back when I was doing insurance defense.

Michael Blake: [00:09:02] And where that frontier is – just I want to make sure I’m absolutely clear – is that some entities are now basically setting up their own insurance companies, their captive, because they’re captive to that one particular company they serve, I assume, one customer, the customer that sets it up. Is that correct?

Matthew Queen: [00:09:25] Yeah, generally speaking. So, what you’re describing is a single parent captive insurance company. And that was developed by Fred Reiss in the mid-50’s. And he had a mining operation where he was unable to get normal insurance. So, he said, “To heck with it, I’ll just go directly to the re-insurers myself. I’ll take the first, let’s just say, quarter million dollars of each million dollar claim, and then I’ll place reinsurance above that.” That is the tried and shrewd method.

Matthew Queen: [00:09:48] And then, he went back and forth with the IRS trying to be able to deduct the premiums to finance that quarter million dollar layer in an reinsurance premium, but that was actually not much of an issue. That worked out really well. That was the creation of captive insurance. But he got laughed out of every single American domicile. And in order to make that fly, he had to go get an insurance license from Bermuda. That’s why captives are huge offshore. Bermuda looked at him, and they said, “This isn’t crazy. This is beyond anything we’ve looked at.”

Matthew Queen: [00:10:18] Now, when he showed up, he had a couple of million dollars to put into a captive insurance company. I mean, it was no different than just starting a new subsidiary company. General Motors wants to start Pontiac. It went ahead and put some capital to do that. So, this mining company said, “We’re just going to start an insurance company.” So, the IRS looked at this, and they said, “I doubt this is real. I mean, at the end of the day, I get that the parent company’s balance sheet is not going to be affected by your losses in this subsidiary. But come on, it’s all on the same economic family. So, if you’re paying premiums into your own little insurance company, how can you deduct that?”

Matthew Queen: [00:10:54] And that right there, we have described the first 60 years of captives. So, that’s a bit of an exaggeration. But in 2005, ’06, ’07, there was a pair of case called Rent-A-Center and Securities cases. The least you need to know about those cases is the IRS had been basically just losing ground inch by inch as larger or smaller and smaller companies start adopting captives for any number of risks. Automobile liability, you’ve got a fleet of cars, you’re probably going to be overpaying if you go to AIG. So, they brought in a captive expert, sit there and set him up with a self-insurance solution. The health care industry, they’re constantly having to deal with issues of medical malpractice and professional liability, so they started adopting it.

Matthew Queen: [00:11:41] And eventually, the IRS started conceding bit by bit like, “Well, maybe if you have 12 subsidiaries, and you’re paying us between that, but we’d never let you to insure the parent company because for whatever reason, that was not allowed.” It just became more complicated and more complicated to the point where the tax court said “Enough.” We look at this right here, this group of risks — and by the way, this is now the new rule for captives. We look at this group of risks, if in that group you can achieve the law of large numbers, such that we can accurately forecast within a standard deviation or two, the frequency of risks and the general severity, then we’re probably going to have an insurance situation. And that’s the debate right there. Do you have enough risk within your captive to actually have insurance?

Matthew Queen: [00:12:29] So, what I like about what we do is we focus on middle market companies that are in areas that are either uninsurable in some periods or lack capacity in the market. So, our company, about 80% of what we do is skilled nursing facilities and assisted living. At one point in the late 1990’s, the rate per bed was over $10,000 per bed for assisted living facilities. So, we created a risk retention group to, essentially, become a new insurance carrier focusing only on professional liability for ALS across the country. And I mean, that’s the model. You see a market breakdown. It’s just basic business 101. So, we created a solution that was accustomed to the market.

Michael Blake: [00:13:15] So, you mentioned awhile back that single parent captives are one type of captive. What are the other kinds? And kind of succinctly, what are the differences between them?

Matthew Queen: [00:13:27] Okay. So, the two big things that you want to think about are single parent group, group captives, and association captives. It’s kind of all in one bucket. So if you have a large company, you probably don’t necessarily need a group captive. You might be able to create your own captive on your own. And that’s really going to be a function of the type of risks that you have running through your company. So, if you have 5000 employees, probably don’t need to be in a group. But if you have like 100 employees, you may need to be in a group. And the simple reason is if one loss is going to basically eat up all the capital in your captive, I actually agree with the IRS, you don’t really have a captive.

Matthew Queen: [00:14:08] So, we can get into the differences between those but what I like about that association group and single parent captives is you can underwrite literally anything. So, all those nut job things I was saying in the beginning, totally fine. 100%, I will defend those to the end of time. Now, there is another form of captive. It’s called a risk retention group. We have a very large one, and it’s operating in 11 states. And I love this because it’s a huge trade-off. You can only write liability through a risk retention group, but you only have to get licensed in one state.

Matthew Queen: [00:14:45] So, I’m going to bring you up to date on something called the McCarran-Ferguson Act. So, in 1945, the Supreme Court was essentially overruled by Congress. So, in ’44, there’s a case called SouthEastern Underwriters where the Supreme Court determined that the business of insurance, like basically everything else, is subject to interstate commerce. Consequently, now, the federal government can regulate insurance. And the Departments of Insurance in 50 states went nuts. And with a surprisingly quick response, Congress passed the McCarran-Ferguson Act 1945, and that restored the power of insurance back to the states.

Matthew Queen: [00:15:25] Now, McCarran-Ferguson Act, you cannot overstate the power of this act. It not only restored the power of insurance back to the states, but it also did so by incorporating an understanding of due process that as it existed in the 1800s. So, not only is it the business of insurance, it’s state law, but it’s that ridiculously strong state law that you had back way before the Interstate Congress clause became a flexible part of the Constitution.

Matthew Queen: [00:15:53] And that’s relevant. I won’t explain why right now, but the least need to know is that when AIG, or CNA, or Chubb, if they want to enter into Georgia, they have to get on their knees and say, “Please let me in. Here’s the filing. Here’s the rates.” And the commissioner has the ability to sit there and say, “You know, I just don’t know how I feel about this.”  And that creates a significant amount of power in the insurance department. By the way, it doesn’t matter if AIG has got that exact policy rate and all the capitalization that you need up and running in 49 other states. The State of Georgia has the absolute right to say goodbye.

Matthew Queen: [00:16:31] Now, with the risk retention group, we have IRS domiciled in the District of Columbia. And because the Risk Retention Act was passed pursuant to federal law as one of the very few exceptions to McCarran-Ferguson, all I have to do is get chartered interstate. And chartered is just our legalistic way of saying you can’t stop me. So, I can march into Florida, Georgia, Alabama, Alaska, and I can write liability anywhere I want. It’s this huge loophole, and it allows us to undercut most of the carriers in the market because we’re just not as regulated. So, that’s what I love about the RRG. It’s like a curveball. But, again, I can’t underwrite a ham sandwich. It’s only liability. So, product liability, general liability, medical malpractice, all of those types of risks we can throw into an RRG, but property, no, no, no, no. Worker’s comp? Absolutely not. So, it’s just an interesting way of being able to add some value.

Michael Blake: [00:17:25] So, yeah. And it sounds like under the right circumstances, an organization may want to sponsor or be participant in one of these risk retention groups and may have their own separate captive entities as well, depending on what they want to insure.

Matthew Queen: [00:17:42] Yeah.

Michael Blake: [00:17:43] You have your own sort of portfolio, I guess.

Matthew Queen: [00:17:45] Yes. So a company like General Motors, they have their like multiple captive insurance companies. So, that would be your Fortune 1000 strategy. Most of your middle market companies, getting a captive up and running, it’s a sink of capital. So, you really do need to be in a situation where either you are best in class in what you do, and you don’t need to be paying as much in premium as you are, or you’ve got some sort of an unusual spot where the markets just can’t keep up.

Matthew Queen: [00:18:13] So, I mean, I’ll tell you an area in the market right now that if we could figure out how to underwrite a little bit better, we’d be able to become billionaires overnight. Coastal property anywhere is virtually uninsurable. I mean, it’s borderline uninsurable, and it’s industry non-specific. I don’t care if you’ve got a nuclear power plant, or an oil and gas facility, or a hotel, or anything in a REIT, the property rates are absolutely insane. That’s just because the past couple of years, the hurricanes have been really, really bad.

Matthew Queen: [00:18:43] Now, nobody’s come up with a solution for this quite yet because at the end of the day, there is some efficiency in the marketplace. Underwriters are doing the best that they can, but if we were able to sit there and use maybe insure tech to be able to get there and underwrite a little cheaper or get into a little bit better model of how the hurricanes are going to arise, then, yeah, we could roll out a captive tomorrow and bring in a whole bunch of different maybe hotels, for example, or municipalities, and basically custom write an insurance program.

Michael Blake: [00:19:12] That’s very interesting. So, I think, historically, one use of captives has been to insure risk that you couldn’t necessarily get out in the market. In the early days of my association with captives, I used to see cyber liability insurance because you couldn’t get it, or you couldn’t get in a conventional form. You see a lot of terrorism insurance as well. Are captives also being used to find kind of these holes in the market where you just cannot buy conventional insurance, or it’s just economically just not feasible to do it the normal way or the conventional way?

Matthew Queen: [00:19:53] Yeah. So, like the oil and gas industry, it has a huge loophole in its standard commercial general liability policy. The cyber risk for oil and gas is unusual, where if you can lean — I need an oil and gas expert here to walk me through it, but you can basically shut down safety valves in parts of the pipelines and turn these things into bombs remotely. Now, that’s a cyber liability, and it dovetails with terrorism, but it’s not going to be covered under property, and it probably wouldn’t be covered on your CGL. So, if that occurs-

Michael Blake: [00:20:25] CGL is what?

Matthew Queen: [00:20:25] Commercial general liability policy. So, you may be stuck with an uninsured exposure right there. And that, if you are covering an uninsured exposure, your broker and the underwriters, they should have caught that along the way. But what people don’t realize is that when you’re buying insurance, the insurance contract that you get is like a Tetris piece where each page or, really, each element of the contract is just put together. And each of the elements – let’s maybe just say we have 10 paragraphs over here that talk about the declarations and a couple more paragraphs over here that talk about the coverages and the exclusions, blah, blah, blah – that’s all been put together by teams of attorneys in different carriers that have worked together to come together with some sort of almost like Super Mario solution.

Matthew Queen: [00:21:10] And what I mean by Super Mario is in Super Mario Kart sense where he is kind of good at nothing but kind of okay at everything. That’s your standard ISO forms that you get. So, they have unintentionally some exposures in there that people just overlook because when you’re trying to say, “Oh, okay. Well, you’re a certain type of company over here, you need all of this form, basically paragraphs, that we’re just going to shove in there like little puzzle pieces, it just leads to some coverage gaps.”

Michael Blake: [00:21:37] So, you’ve hinted, and I know this is true, the IRS has — I don’t know if oppose is the right word, but certainly is looking at captives very carefully.

Matthew Queen: [00:21:50] Yeah.

Michael Blake: [00:21:50] Is that fair? So, in general, how is the IRS reacting to them now? Would you say that they’re — right now, would you say they’re more or less welcoming? They’re unwelcoming? Is it purely a case-by-case basis, and you have to kind of look at precedent and make your captive look like something else the IRS has already kind of let pass? How would you characterize that environment?

Matthew Queen: [00:22:13] The IRS’s relationship with captive insurance is like a guy’s relationship with his ex-wife’s new husband. I mean, it is never good, and they are tolerant only because kids are involved. And to lose the metaphor for a second, the IRS looked at the whole concept of self-insurance as a sham. I’m putting money from my checking account into my savings account. You shouldn’t get a tax deduction for that, but at the end of the day, if you’re saying that you can’t get a tax deduction for that, what you’ve really said is you don’t have the right to form an insurance company.

Matthew Queen: [00:22:47] Now, fundamentally speaking, that trumps all over the Constitution, and there’s no way that the IRS could have ever supported that if the defense attorneys that time had been smart enough to just key in on that. But what happened was they had some ill-prepared defense attorneys who just really didn’t understand what was going on back in the 50’s, 60’s and 70’s. It wasn’t until the late 80’s, specifically with a guy who won the Humana case, where they finally started to cobble together the elements of insurance. Now, insurance, as I hinted at before, it’s not a thing. Like when you go out and buy insurance, this is illusory. You’re really entering into a contract. And the concept of insurance is more of an emergent phenomena that exists when you have a couple of elements present.

Matthew Queen: [00:23:32] So, this phenomena was outlined in a long, long, long ago case called [Health Review of the Gears], where they had four elements you want to see. You want to have insurance in a commonly accepted sense. So, right off the bat, standard is kind of nebulous. They also have an insurable interest. You want have risk shifting in risk distribution. So, insurance in the commonly accepted sense is as follows. Let’s say everyone in a room puts money into a pot, and the last man standing gets all the money that’s left over in the pot. But if there’s anything that happens during the course of our lifetimes, we will take money from the pot to indemnify you. But that’s a Totten trust. That is not insurance. So, you have to have insurance in commonly accepted sense, which, generally speaking, is going to involve premiums to a third party that are underwritten appropriately, have an actuary that assesses their appropriate rate and amount of reserves that you need to pay the claims. That’s insurance in the commonly accepted sense.

Matthew Queen: [00:24:25] Then, you have to have an insurable interest. So, going right back to what I was saying in the beginning, the concept of an insurable interest could be a balance sheet item like the residual value of your fleet of cars, or it could be a fleet of workers to whom we owe coverage for worker’s comp. I mean, it could be anything that is a quantifiable loss.

Matthew Queen: [00:24:45] Then, you have the next element or elements, depending on how you look at it, risk shifting and risk distribution. I like to think of it very simply. Risk shifting is making sure that a loss on the captive insurance’s balance sheet does not travel up to the parent company. So, just capitalize that thing. How much you put in there? Whatever the actuary tells you to do. So, they say half a million bucks, there you go. Anything less than that, you’re wrong.

Matthew Queen: [00:25:10] Then, you’ve got risk distribution. And this is the one where we could just argue about angels dancing on the head of a pin. Nobody knows what risk distribution is. And if you hear differently, they’re lying. The IRS doesn’t know. The tax court certainly doesn’t know. And it’s never gone beyond tax court. So, everyone’s kind of up in the air. My personal thought is this. When I’m working with the actuaries, we can reasonably say that in the course of a year, based off of your lost history, you’re going to have X claims, you’re probably going to be okay because you’ve got enough different points of risk in there. So, how do you calculate that? Do you look at it just under your — we’ve got 500 employees in the worker’s comp policy. Is that risk distribution? Or what if we have a general professional liability policy with 500 beds that are insured plus 500 points? Now, do we have 1000 points of risk? Nobody knows.

Matthew Queen: [00:25:57] So there’s a lot of ways of creating this distribution with reinsurance, and I’m probably going way too far in underwriting, but that’s kind of the fun part of what we do. Like everything comes to us is a little puzzle, and it’s my job to say either you have a solution to your puzzle, or you know what, you maybe better serving commercial insurance.

Michael Blake: [00:26:14] So, can we boil it down to two or three things that can help a listener understand what are the gates that we need to think about as to whether or not they should seriously consider a captive insurance program?

Matthew Queen: [00:26:31] So, what I’m always looking for are people who are in high-risk industries. So, anyone who’s getting sued all the time should probably consider a captive. We’re in health care, and the doctors are getting sued all the time, skilled nursing facilities are getting sued all the time. Anything like that is a perfect candidate because 9 times out of 10, with a captive, you’re going to do just a little bit better risk management. And then we can select our own defense counsel. And then, rather than relying on the insurance companies’ hammer clause that just says “Fine, I’ll settle the whole thing for three quarters of a million bucks,” you work with your own defense counsel that says, “You know what, let’s push back, let’s punch him in the nose. And you know what? We may lose this thing, but I bet we won’t lose it for 750 grand.” And you can make that decision when you own the insurance company.

Matthew Queen: [00:27:16] So, that’s one area I look at. Others are just best in class. At the end of the day, there’s winners and losers in the insurance marketplace. And if you’re a loser, stick with commercial insurance. And what I defined by loser is if you are taking more money from the insurance companies than you’re paying in premiums, you probably won’t be insurable for long, but a captive would not be right for you. But there are people out there that are just better than the industry average in terms of the frequency of claims. Consequently, you are now a source of profit to your carrier of choice.

Michael Blake: [00:27:48] So, if you’re, in effect, a good driver, right-

Matthew Queen: [00:27:50] Yes.

Michael Blake: [00:27:51] … insuring yourself makes sense.

Matthew Queen: [00:27:53] Absolutely. And then, I guess the last area I would look at is just anyone who’s in a novel industry. So, we do get calls about once a month on cannabis and hemp. We haven’t really found a good way to do a captive in that situation. But that’s just an area where the market’s breaking down because the underwriters haven’t really figured out what those kind of risks look like. So, any sort of a new industry where you’ve got a lot of more unknowns than knowns, that may be a situation that may be a good fit for captives.

Michael Blake: [00:28:26] So, let’s say now that somebody has kind of heard enough, they say that, “I want to look into a captive,” what does it take to set one up? Because, first of all, is there a kind of a pile of cash you have to have available as a minimum to kind of see that captive, A? And then B, once you pass that threshold, what does that process look like from an expertise in time and expense perspective?

Matthew Queen: [00:28:54] So, the good news is that when you start the process, it’s no different than any other insurance submission. So, if you’ve ever had to go through that, you have to accumulate a couple of years of lost history. You guys sit there and send people in your current policies and the declarations page to see what’s currently being insured. Then, what I do is I take all that info, and I hand it off to the underwriting department. And then, they assess whether or not they think that they can put some layer of the risk within your captive.

Matthew Queen: [00:29:21] So, let’s assume, for the sake of argument, you’ve got some sort of a lender or maybe a landlord that requires you to have 1 million, 3 million commercial general liability limits. Well, you would never put a million bucks of exposure into your own captive. But guess what? Neither does AIG. That’s the joke. AIG, when they look at a risk, why even screw around with AIG? Space X, they have a captive insurance company and limits on their policy are $100, $300 million dollars a piece. And that’s because the FAA has something to say about that. When they were using AIG before, AIG only took like the first couple of million bucks of that claim. And then, they went to the reinsurance markets and said, “Who wants a piece of this?” And that’s a real skill set, by the way, learning how to layer those risks on the back end.

Michael Blake: [00:30:05] Sure.

Matthew Queen: [00:30:06] Now, the piece of paper there, it’s an AIG but that’s not true. At the end of the day, it was a village of insurance carriers all came together for this risk. Now, essentially, all you’re doing with the captive is just taking some layer of that. So, again, going back to the one mill, three mill example, maybe you take the first quarter million dollars because, right now, your capital is such that you can only really put like 100,000 or maybe 250,000 to a captive. Then, over time, theoretically, you don’t have too many clients because you’re a good operator. And instead of taking dividends out of your capital, you let it grow.

Matthew Queen: [00:30:42] Now, we’ve got half a million bucks of capital in the captive. And now, we can write a little bit more risk. We can take, instead of maybe first quarter million per claim, we take the first 350, and so on, and so forth. You expand vertically, and you capture more of that underwriting profit, and you basically cut out the reinsurers or the excess carriers along the way. And eventually, over time, may expand into another line of captive of insurance. So, maybe we started with professional liability. And then, we say, “Oh, man, I’m really getting beat up on health care. So, why don’t we put some benefits through there?” So then, that’s the way we model it. You always want to just start with the biggest problem that you’ve got, and then just slowly expand from there.

Michael Blake: [00:31:17] Okay. So, you figure out what you need to insure. Then, I guess, you figure out kind of what number of dollars makes sense to start that first layer of the insurance pool. And then, you got to arrange, in effect, a syndicate of reinsurers, right? And that’s what you guys do, at least, in part.

Matthew Queen: [00:31:36] Yeah. Yeah. So, I mean, I don’t pretend to know enough about captive insurance to actually do the accounting behind it. I’m not really an underwriter, but we have them on staff. And I think that’s really important. A captive manager should have someone on staff who can underwrite anything. And you need a really experienced accounting — either accounting expert or team, that can sit there and handle these things, because it’s not rocket science, but it’s just not normal accounting.

Michael Blake: [00:32:04] It isn’t, right? Statutory accounting is a little bit different. It’s not quite the same language as GAAP.

Matthew Queen: [00:32:10] That’s right. And whenever you’re dealing with a risk retention group, in particular, you have to be able to present things like that to the regulators. And then, you’ve also got to have somebody on staff that knows something about risk management, litigation, and somebody has to actually get the licenses. So, it really does take a team to actually make these things work. Some people can do it on their own.

Matthew Queen: [00:32:29] So, we were talking with a very, very large grocery store chain not too long ago, and they could just do it on their own. They have an accounting department, but we haven’t talked about that. I know for a fact, Amazon, they do not use a captive manager. They do it on their own. They have a whole risk management department. And within that, they just went out and purchased the best minds from Marsh, and Aon, and Willis, and they’re just doing it on their own. Most people do not have the resources to do that. So, that’s where people like us do really well. That’s why we’re middle market specialists.

Michael Blake: [00:33:04] So, in putting all these specialists together, it sounds like one of the things that you bring to the table is you can be a one-stop shop. And I think that’s fairly new. I’ve normally seen where a client has kind of had to go out, and get an account, and get a law firm, and get an underwriter, and kind of pull all those resources individually, and kind of put that puzzle together. But whether it’s through you or through somebody else, what kind of fees are we looking at or are we looking at fees? Maybe there’s a different structure. I’m just not — I don’t understand. But what is the cost of kind of putting together a — let’s call it a basic plain vanilla captive insurance program?

Matthew Queen: [00:33:46] Yeah, there’s no question about it, captives are not cheap, but they only get expensive when the time is right. So, when I look at a captive, I will look at your lost history. Look, first and foremost, if you can’t get me the right data, you’re not serious enough to even worry about. So, that’s one level of screening. But if someone goes through the process of saying, like, “Hey, I want to use a captive with this. Would you look at it?” I say, “Okay, all right, let’s get a good underwriting submission in.”.

Matthew Queen: [00:34:11] And then, when we look at the underwriting submission and if we can assess the true rate, not what you’re getting charged by the markets, but if your true rate is going to be favorable, and we look at the pro forma that we develop internally, we say kind of — with, then, let’s just say, many standard deviations, if we generally think we can earn a profit for you, that’s when we ask for a little bit of money to actually get off to the races. But by that point, we’re all on board with this thing is going to require for like quarter million in capital, maybe a half a million in capital, depending how much you want to insure. And then, our fees are going to be baked into that, just on the front end to get this thing up and running because we really do have to spend some time going off to reinsurers.

Matthew Queen: [00:34:52] For example, so you’ve got maybe a group captive. All of us are stronger than some of us. And we’ve determined that our little insurance company could probably serve the needs of Georgia. All right. So, maybe all the car dealers come together, and they have some sort of a policy that you have to self-insure the property they have that’s at risk from hail. That’s just one thing we saw in Texas. So then, you go to the reinsurers, and you sit there and say, “Well, any one of these guys, you’re just going to to take your crappy reinsurance policy, but I’ll bet you, you’ll like this aggregate amount of premiums so much that you’ll make a deal.”

Matthew Queen: [00:35:24] So, we’ll get something like a swing rated plan where if we have fewer claims than we expected, then the reinsurers owe us money at the end of the year. You will never get that deal on your own unless you’re absolutely enormous. That’s where group captives can work really well. But that’s not something that I can just wake up and say, “Hold on. Let me just go call my broker real quick.” No, that’s like a whole project that will probably require three to four weeks of work. And then, we go out, and we basically sell to reinsurers on just how much money they’re going to make because we’re just so safe.

Michael Blake: [00:35:52] It’s like putting to their co-op basically?

Matthew Queen: [00:35:53] 100%, yeah. So, there aren’t that many great captives out there. You don’t need that many. What we saw and what we like to laugh at are what I call the 831(b) enterprise risk captives. So, you’ll have like 14 lines of insurance, and it’ll be like one line of insurance will be for computer equipment, and you own like a laptop. So, the IRS looked at this, and they said, “Well, that doesn’t seem like insurance to us.” And it doesn’t to me, either. And that’s where you see some of these. There are some managers in the market who’ve kind of poisoned well a little bit because they were promoting that tax swing.

Matthew Queen: [00:36:27] So, in an 831(b)election, you don’t have to pay taxes on the gross revenues of your captive, just the investment income. So then, what happens is you can basically throw a bunch of premium into a captive, never pay taxes on it, and then dividend it back out, and live the high life. Well, the IRS woke up to that scandal because of the world’s stupidest captive manager. So, if you’re going to do a tax shelter, don’t tell anyone about it.

Michael Blake: [00:36:50] That’s right. The IRS understands there’s tax shelters out there but don’t trash talk about it. They really have a bad sense of humor about that.

Matthew Queen: [00:37:00] So, I was talking with a guy named Jay Atkinson, and he’s one of the early proponents of captives. And he told me the inside story of how the IRS got clued into the captive tax shelter. So, I won’t name who it was, but this poor guy, I mean, he made a very bad mistake. So, the IRS just lost the Securities in Renaissance cases, which were two enormous companies that got legitimate captive insurance companies together and beat the IRS so badly that it really raised the question as to whether or not the IRS still needed to have a captive insurance unit. So, obviously, that bureaucrats inside the IRS went to the Commissioner of Insurance and said, “I don’t think you need us anymore. So, why don’t you go ahead and give a severance package? We’ll go to private industry.” Obviously, that did not happen. So, what they were doing is they were looking for any reason.

Matthew Queen: [00:37:46] Now, back in those days, they had some sort of a conference that occurred once on the West Coast and once on the East Coast on a rotating basis. On the East Coast, in 2005, ’06 or ’07, somewhere in there, they located in Washington, DC. So, who shows up to the DC Captive Insurance conference? Every single guy who just gotten his butt kicked in this case. And then, this fool gets up there in front of the audience and says, “This 831(b) tax election is,” and I quote, “the best tax shelter in the history of the Internal Revenue Code.”

Matthew Queen: [00:38:16] So, then the IRS got real smart, and they just waited like a snake. And quite frankly, I think they got this right because there was a problem with these guys for a while crafting these. The insurance policies are written in crayon, and I don’t want to speak in a metaphor, I’ll tell you exactly what they’re doing wrong. You have this one manager, in particular, when her captive management blew up, I was looking at some of these policies, they were confusing claims made and occurrence-based language, which is a huge deal because under the current policy, your insurance covers you forever during that period of time. Under claims made, your insurance policy ends whenever you get a new insurance contract. So, if you don’t buy tale coverage to cover all that previous period of time, you could be uninsured, but if you combine that language into one policy like an idiot, a court’s going to say, “I have no idea what’s going on here. This is stupid.”.

Matthew Queen: [00:39:04] So, she was doing that among many other problematic things. So, the IRS found the world’s stupidest GAAP manager, and just ran them through the ringer, and then used that as an example to create the 831(b) election transaction of interest. So, that’s called Notice 2016-66. So, they waited over 10 years just looking. And when they finally found the right case to take to court, it was an overwhelming victory for the IRS. And then, they used that under Notice 2016-66 to essentially audit the entire industry. And this was right around the time I started with captives. So, I got real intimate with all my clients real quick because I essentially had to audit everyone right on my first day of work. And it was a tremendous gift, by the way. I mean it couldn’t have been timed better.

Michael Blake: [00:39:46] Sure.

Matthew Queen: [00:39:47] I mean, for me, selfishly speaking. But then, we then started to hear some rumors. Like the IRS had sent secret agents into — I can’t name the name of this guy but it was a huge Southwestern captive manager owned by a Fortune 500 company. And then, they were also sending agents in disguise down to Caribbean domicile, sit there and talk with captive managers and got them on record openly promoting tax shelters through the guise of insurance. And then, they brought another case called Reserve. I know you have two more that are in the hopper right now. And then, I checked the tax docket just the other day, there’s literally hundreds of cases against this one captive manager just waiting.

Matthew Queen: [00:40:28] It all started because one guy was foolish enough to sit there and just openly brag about running a tax shelter in front of the IRS. Now, it took him 10 years to get there, but for these captive managers who are promoting these slipshod insurance companies, their first problem is going to be with the IRS. Now, we’ve already seen the class actions start to pile up.

Michael Blake: [00:40:48] Right.

Matthew Queen: [00:40:49] And there’s this one. I guess it’s the same manager that’s sitting there, just got a hundred tax court cases against him, sat there and said to the plaintiff’s firm, “We are not going to toll the statute of limitations on this class action. The reason being is we don’t believe that you even have a class action because we have this arbitration agreement.” Unfortunately, for them, their defense counsel was a little, let’s just say, overzealous. He didn’t really understand that good plaintiffs firm can rip apart an arbitration agreement that’s already occurred. And now, in addition to having many hundreds of case against the IRS, you now have hundreds of really angry clients all banding against you. And I mean, it’s just falling apart. But to a certain extent, that was to our benefit because there are a number of actors that just kind of need to shrivel off the vine and find their way into the Maltese pension plans in the next tax shelter.

Michael Blake: [00:41:41] So, Matthew, this is obviously a very deep topic. We’ve already gone pretty deep. We could go many more layers deep, but we’ve got to wrap it up because of time. If somebody wants to reach out to you and learn more about this, maybe explore if becoming a captive sponsor is right for them, how can they do that?

Matthew Queen: [00:41:58] So, I work for Venture Captive Management, and we’re located at venturecaptive.com. My phone number is 770-255-4907. And you can reach me at mqueen@venturecaptive.com.

Michael Blake: [00:42:13] Well, that’s going to wrap it up for today’s program. I’d like to thank Matthew Queen so much for joining us and sharing his expertise with us. We’ll be exploring a new topic each week, so please tune in, so that when you’re faced with your next business decision, you have clear vision when making it. If you enjoy this podcast, please consider leaving a review with your favorite podcast aggregator. It helps people find us that we can help them. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company. And this has been the Decision Vision Podcast.

Tagged With: Dayton accounting, Dayton business advisory, Dayton CPA, Dayton CPA firm, group captive, group captive insurance company, insurance against risk, insurance company, malpractice insurance, Matthew Queen, Michael Blake, Mike Blake, professional liability insurance, reinsurance, risk, risk distribution, risk retention group, self insurance, skilled nursing facilities, supply chain risk, Venture Captive Management

Decision Vision Episode 20: Am I Ready for Workplace Violence?, An Interview for Bruce Blythe, R3 Continuum

June 20, 2019 by John Ray

Decision Vision
Decision Vision
Decision Vision Episode 20: Am I Ready for Workplace Violence?, An Interview for Bruce Blythe, R3 Continuum
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Bruce Blythe, Chairman R3 Continuum

Am I Ready for Workplace Violence?

Workplace violence is a much more common phenomenon than some believe. What are the personality characteristics of someone who might initiate a workplace violence incident? How should you mitigate the risk of these incidents? Michael Blake, Host of the “Decision Vision” podcast, addresses these questions and more with workplace violence expert Bruce Blythe of R3 Continuum.

Bruce Blythe, R3 Continuum

Bruce Blythe is the Owner and Executive Chairman of R3 Continuum. R3 Continuum provides employers with integrated crisis readiness, crisis response, and employee return-to-work services. They have assisted hundreds of companies worldwide with crisis, workplace violence, and business continuity planning, training, and exercising. They also provide consultations worldwide for diffusing serious disputes, hostilities, and workplace violence threats. R3 also works with insurers and large employers in accelerating employee return-to-work for workers comp disability and nonoccupational injury claims through North America and Australia.

Bruce Blythe is recognized internationally as an crisis management expert. He has been personally involved in resolutions of crises such as such as the 1993 World Trade Center bombing, the September 11th terror attacks, mass murders at the US Postal Service, and the Oklahoma City and Boston Marathon bombings. He serves as a consultant to numerous Fortune 500 executives and managers in strategic crisis leadership preparedness and response. Widely regarded as a thought leader in the crisis management and business continuity industries, Bruce is author of Blindsided: A Manager’s Guide to Crisis Leadership. Bruce has served in the military police of the US Marine Corps, is a certified clinical psychologist, has been a consultant to the FBI in workplace violence and terrorism, and has appeared on numerous national media outlets.

Michael Blake, Brady Ware & Company

Mike Blake, Host of “Decision Vision”

Michael Blake is Host of the “Decision Vision” podcast series and a Director of Brady Ware & Company. Mike specializes in the valuation of intellectual property-driven firms, such as software firms, aerospace firms and professional services firms, most frequently in the capacity as a transaction advisor, helping clients obtain great outcomes from complex transaction opportunities. He is also a specialist in the appraisal of intellectual properties as stand-alone assets, such as software, trade secrets, and patents.

Mike has been a full-time business appraiser for 13 years with public accounting firms, boutique business appraisal firms, and an owner of his own firm. Prior to that, he spent 8 years in venture capital and investment banking, including transactions in the U.S., Israel, Russia, Ukraine, and Belarus.

Brady Ware & Company

Brady Ware & Company is a regional full-service accounting and advisory firm which helps businesses and entrepreneurs make visions a reality. Brady Ware services clients nationally from its offices in Alpharetta, GA; Columbus and Dayton, OH; and Richmond, IN. The firm is growth minded, committed to the regions in which they operate, and most importantly, they make significant investments in their people and service offerings to meet the changing financial needs of those they are privileged to serve. The firm is dedicated to providing results that make a difference for its clients.

Decision Vision Podcast Series

“Decision Vision” is a podcast covering topics and issues facing small business owners and connecting them with solutions from leading experts. This series is presented by Brady Ware & Company. If you are a decision maker for a small business, we’d love to hear from you. Contact us at decisionvision@bradyware.com and make sure to listen to every Thursday to the “Decision Vision” podcast. Past episodes of “Decision Vision” can be found here. “Decision Vision” is produced and broadcast by Business RadioX®.

Visit Brady Ware & Company on social media:

LinkedIn:  https://www.linkedin.com/company/brady-ware/

Facebook: https://www.facebook.com/bradywareCPAs/

Twitter: https://twitter.com/BradyWare

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Show Transcript

Intro: [00:00:04] Welcome to Decision Vision, a podcast series focusing on critical business decisions. Brought to you by Brady Ware & Company. Brady Ware is a regional, full-service accounting and advisory firm that helps businesses and entrepreneurs make vision a reality.

Michael Blake: [00:00:23] And welcome back to another episode of Decision Vision, a podcast giving you, the listener, clear vision to make great decisions. In each episode, we discuss the process of decision making on a different topic. Rather than making recommendations because everyone’s circumstances are different, we talk to subject matter experts about how they would recommend thinking about that decision.

Michael Blake: [00:00:42] My name is Mike Blake, and I am your host for today’s program. I am a Director at Brady Ware & Company, a full-service accounting firm based in Dayton Ohio, with offices in Dayton; Columbus, Ohio; Richmond, Indiana; and Alpharetta, Georgia, which is where we are recording today. Brady Ware is sponsoring this podcast. If you like this podcast, please subscribe on your favorite podcast aggregator, and please also consider leaving a review of the podcast as well.

Michael Blake: [00:01:07] Today’s topic is violence in the workplace. And in preparing for this program, I did a little bit of research, and I was surprised to learn the statistics. According to the National Safety Council, assaults are the fourth leading cause of workplace deaths in the United States. In 2017, assaults resulted in 18,400 and 458 fatalities. And to me, that was a stunning number. And anybody listening to this podcast, we’ve heard of the catastrophic workplace incidents. Often, a disgruntled or terminated employee that comes back to the workplace with a gun and ends in tragedy.

Michael Blake: [00:01:58] But what I’ve learned in doing background research for the show and, also, thanks to my long and dear relationship with our guest whom I’ll introduced in a minute, this is a much more common phenomenon than I think most people realize. And maybe that’s good. Maybe if we realized how dangerous it can be to actually go to work, we wouldn’t want to go to work anymore. So, maybe that’s a good thing.

Michael Blake: [00:02:26] But thankfully there are people like our guest today that help people both prepare for these incidents, mitigate the risk of them happening, and the damage occurs that when they do, and also inevitably when somebody kind of falls through the cracks, picking up the pieces when it happens.

Michael Blake: [00:02:48] And so, to that end, it is my immense pleasure to introduce, again, might my dear friend and longtime client, Bruce Blythe, who is an internationally acclaimed crisis management expert. He is the Owner and Executive Chairman of R3 Continuum, that provides employers with integrated crisis readiness, crisis response, and employee return-to-work services.

Michael Blake: [00:03:12] They have assisted hundreds of companies worldwide with crisis, workplace violence, and business continuity planning, training, and exercising. They also provide consultations worldwide for diffusing serious disputes, hostilities, and workplace violence threats. On average, they respond onsite to 1300 international workplace crises of all sorts per month. Finally, they work with insurers and large employers in accelerating employee return-to-work for workers comp disability and nonoccupational injury claims through North America and Australia.

Michael Blake: [00:03:48] Mr. Blythe has been personally involved in crises such as — and by personally involved, meaning resolving them, such as the 1993 World Trade Center bombing, the September 11th terror attacks, mass murders at the US Postal Service, and the Oklahoma City and Boston Marathon bombings, commercial air crashes, rescue of kidnap-and-ransom hostages in Colombia and Ecuador, hurricanes, earthquakes, fires, floods, and reputational crises.

Michael Blake: [00:04:16] He serves as a consultant to numerous Fortune 500 executives and managers in strategic crisis leadership preparedness and response. Widely regarded as a thought leader in the crisis management and business continuity industries, Bruce is author of Blindsided: A Manager’s Guide to Crisis Leadership. A book, which I’ve read by the way, and I firmly recommend. He has served in the military police of the US Marine Corps is a certified clinical psychologist and has been a consultant to the FBI in workplace violence and terrorism.

Michael Blake: [00:04:48] Bruce appeared on NBC Today’s Show, CNN, ABC’s 20/20, CBS’ 48 Hours. Pretty much, if they ever talk about this subject, Bruce is the guy that they call. And I can tell you that when he speaks, he commands a pretty high fee for doing that. So, I appreciate him giving us a slight discount for coming on the program. I could go on and on, but I think you get the point. Bruce knows what he’s talking about. Bruce Blythe, thanks so much for coming on the program.

Bruce Blythe: [00:05:16] Well, you just made me nervous, Mike.

Michael Blake: [00:05:19] I doubt that. I know you too well. I very much doubt that. You and I have known each other since R1. It’s been a while since it got to R3 Continuum. But let’s start with a little bit of a vocabulary lesson for the audience. When we hear about workplace violence, what forms does that take? As I mentioned in the intro, we all have heard about the gunman coming to the workplace and shooting lots of people. Is that the most prevalent form or what other forms of workplace violence do you encounter and try to help mitigate or resolve?

Bruce Blythe: [00:06:04] Sure. Well, the shootings are the least prevalent actually. The most prevalent forms of workplace violence are things like verbal and nonverbal threats, threat of violence, intimidation, bullying. Some of the sexual harassment, or sexual assault, or sexual violation kind of issues where people feel threatened. Stalking is certainly one of those things. And sometimes, it’s with a vengeance. And other times, it’s what they call a [radamania] where somebody has an unrelenting attraction to — usually, it’s a male toward a female, and won’t let go, and they just keep stalking or whatever. And that could be both physically, as well as on social media, or e-mails, or whatever. Fights certainly play into that. Hostilities of all sorts.

Bruce Blythe: [00:06:59] Those are the things that are most likely to occur in the workplace. And many of those things, then, are precursors to more serious levels of violence. The good news is that most people make threats. Most people who are hostile do not come in with a gun. So, that’s the good news. The bad news is we don’t know which one of those people are going to be the ones that end up shooting. We have a hard time. There is no psychological test, or list in the newspaper, or whatever that tells us who’s going to be the shooter, if you will, in the workplace.

Michael Blake: [00:07:33] And to your point, it’s so much more common than I realized. I actually was in Salt Lake City last week for a conference. And as it turned out, I had a layover. Actually, the first time in my life, I had a flight canceled on me. I had to be shipped off to a hotel. And I was in the bar having a beverage. I happened to sit next down next to a lady who has a a company in California. And we got to talking a little bit. And she was on her way where she had just fired somebody at one of their offices, and that person shoved her, tried to choke her, and, ultimately, of course, had to be separate and escorted out of the building.

Michael Blake: [00:08:19] And she told me that’s something that’s happened to her multiple times. And my jaw just dropped. In spite of the conversations you and I have had, it’s happened to her so many times that she had almost a nonchalance about it, and I was stunned. How common is that where maybe there are some workplaces where things like events like this can be so common that you almost get numb to it?

Bruce Blythe: [00:08:47] Well, I don’t know that you’re actually numb to it. I would be surprised if she’s numb to it. She can be nonchalant all she wants, but the fact of the matter is that she’s been lucky enough that she survived these things and not been hurt. So, I think that, sometimes, when you just dodge a bullet enough times, you think, “From that, I won’t get it.” The good news is that most of the time, even people that are hostile, that have triggers, like being fired, or feeling unfairly treated, or whatever it may be, that they’ve got a grievance about. Most people don’t actually act out violently in a very severe manner.

Bruce Blythe: [00:09:22] So, there’s certainly some warning signs there. I would recommend to her that she take a look at what can she do to address those kinds of things to be ready. So, many times, it’s kind of, “Well, I hope they don’t get violent.” Then, they do, and it’s like, “Oh my gosh.” And they get out of it by the skin of their teeth. But there’s some things that you could do to set up the room and set up the entire thing about who’s there, and maybe even have security or a police officer that may be not visible or may be visible. It depends on how you want to do it. But to actually plan out the contingencies, I think, is a really good idea. And we hope people do that. And so, many times, we know, they don’t think about it. You don’t like to think about things like that being worse than what you’ve experienced before.

Michael Blake: [00:10:09] And to a point, I kind of want to finish off the vocabulary part because I know another part of the business that, at least, you’ve dealt with, this scenario that you’ve dealt with in the past, has been violence that occurs due to crime, like a convenience store robbery, something of that nature. That’s sort of a different animal, isn’t it?

Bruce Blythe: [00:10:31] Oh sure. And it’s really hard to stop those kinds of things. Now, retail, customer service jobs, certainly taxi drivers. Less the Uber and Lyft type drivers because the people are identified who go in. A taxi driver, it takes somebody that’s anonymous, and they don’t know who they’re picking up. Police, certainly, they’re in the line of fire a lot. And interestingly, a real hotbed for violence is in medical arenas. So, hospitals, certainly emergency rooms, that sort of thing. A lot of violence in those situations.

Michael Blake: [00:11:09] I read something about that. That, in fact, with health care facilities and even nursing home facilities, the violence tends to be fairly prevalent. What are the kind of the scenarios that kind of set people off to that degree in your experience?

Bruce Blythe: [00:11:25] Well, when we talk about somebody just coming from the public that’s anonymous that may or may not have anything to do with the workplace, then, certainly, there’s nothing you can do about that. If a workplace has a high percentage of women in the workplace, there is an increased likelihood of domestic violence coming into the workplace. It happens a lot that. It could happen to men with a strange female spouse, or girlfriend, or whatever, but that’s less likely. But in those situations where you know that the person — you know them, or you’ve got a relationship with them, typically, it helps to understand the violent mind.

Bruce Blythe: [00:12:09] I think this is a big piece of what’s missing because so many times, the naive organizations, when they have a threat, they think about, “All right. There are temporary restraining order. Let’s call the police and have them arrested. And let’s get some guards with guns or without guns, either way. Maybe some cameras as well.” And if you stop and think about it, a restraining order didn’t stop anybody that would likely create violence. You think of some show, the kid that shot all the people at the Virginia Tech. I mean, they talked about having a restraining order on him because there was a young coed that was feeling intimidated by him, but that wouldn’t stop him. I mean, to violate a restraining order is no big deal when, actually, what you’re doing out there is shooting people. So, those kinds of things aren’t really what’s going to stop them.

Bruce Blythe: [00:12:59] To understand the violent mind, there’s basically three things that we see a common mental pattern. It’s interesting how again, and again, and again, as we deal with threatening individuals, the same mental algorithm and the same mental patterns are there. What is it that sets them off?

Bruce Blythe: [00:13:16] Number one, they get ego problems, okay. And what I mean by that is they have extremely or profoundly low self-esteem. I’m not talking about the kind of insecurities we all have. I’m too short, or I way too much, or don’t like my hair. We all have that, okay. I’m talking about people that have profoundly low self-esteem. And then, they don’t get into self-acceptance, or they don’t deal with it. Instead, what they do is they try to feel superior to other people.

Bruce Blythe: [00:13:43] And then, it becomes very important that they must win. They must stay ahead of other people. And they have to keep blowing up that leaky balloon, that is their ego. And if anybody challenges them – that happens in traffic, when somebody gets cut off. I mean, just like you’re not going to do something that’s going to cause me any inconvenience. So, the ego is one piece of it. That ego, low self-esteem. So, one thing you’re going to do, of course, is build them up.

Bruce Blythe: [00:14:10] The second thing is they would need to feel heard and understood. So many times, and like with this woman that you met in Salt Lake, the issue here is that so many times, they don’t feel heard and understood. And because they feel cut off, what happens is, then, they resort to whatever they can, to even the score. And too many times, it’s hostility or violence. So, you want to let them feel heard and understood because they almost always feel like they need to be heard and understood. Even some show, this kid in Virginia Tech, had a mutism disorder, whatever. People said they never heard the guy talk. He was just painfully shy, apparently. But even he left a manifesto on a videotape in his room because he wanted to be heard even from the grave because he knew what he’s going to do.

Bruce Blythe: [00:14:58] The third thing. So, it’s ego, it’s feel heard and understood. And then, the third thing is they tend to feel unfairly treated. We all have a strong sense of right and wrong, and they tend to feel unfairly treated. So, what can we do to come up with a win/win? It doesn’t mean we’re going to give the person a job back when they got fired, but it maybe we’re not going to challenge their unemployment compensation, those kinds of things. We’re going to give you a neutral reference if you have somebody call us for when you’re looking for another job. Those are the kinds of things that can help you understand where they’re coming from, and it can help reduce the likelihood that they’re going to take that next step.

Michael Blake: [00:15:40] So, we talked about health care facilities, a little bit about taxicabs. Are there other kind of industries and types of workplaces that tend to be more prone to violence? For example, I work for a CPA firm. Do I need to be afraid walking in one day and get popped in the mouth, or what other kind of high-risk industries out there?

Bruce Blythe: [00:16:02] Well, it’s a little bit like swimming in the ocean. You hear about the shark attacks and go, “Oh my gosh. I’m not going in the ocean.” A lot of people are afraid to do that. The fact of the matter is, statistically, the odds are very, very low that you’re going to get attacked by a shark if you swim in the ocean. The same thing about going to work. The overwhelming odds are that you’re not going to have to worry, Mike, when you go into work, or anybody else, that the odds are that nothing’s going to happen to you from a from a shooting standpoint. There may be some hostilities, there maybe some uncomfortable situations, but the serious kinds of workplace violence are very unlikely.

Bruce Blythe: [00:16:39] But I think back of, what are the kinds of organizations that are most prone? Back in the ’90s, I was involved in helping the US Postal Service with their mass shooting, some multiple mass shootings. So, they had one after another in different locations.

Michael Blake: [00:16:55] I remember that one.

Bruce Blythe: [00:16:56] And while I, certainly, wasn’t the only architect of helping them come up with this solution, it was a multifaceted, one of the things that was most important that, actually, once they set up a workplace violence program, including a policy, training for supervisors’ procedures of threat, a notification system, all those different kinds of things, the US Postal Service went for eight years without another shooting. That was with 750,000 employees at the time. Huge employer.

Bruce Blythe: [00:17:26] So, what is it that increases the likelihood for like the Postal Service and other organizations? Usually, and probably the thing that helped the Postal Service the most, was the fact that the supervisors were promoted from being a letter carrier to supervisor with no training whatsoever on how to manage people, how to let them feel fairly treated, how to give them — feel cared for, that sort of thing, give them positive regard. So, in those toxic environments where a supervisor or management is hostile toward employees or the employees feel unfairly treated, there’s that word again, they don’t feel heard and understood, they feel disempowered, those are the kinds of places where you’re more likely to have somebody to well up, and here they come. So, I guess, I would stop right there with that.

Michael Blake: [00:18:22] Yeah. And let me ask you this because I can think of other — I’ll even say with my own industry. A lot of what you’re describing is frequent in the accounting industry. We tend to promote people based on the fact they’re really good at auditing financial statements, and writing out 1040 forms, but we don’t necessarily do a great job of training them to be managers, especially if we’re not in the national firms. And we have our busy season. So, people putting in 60-70 hours a week. And thank God, I’m hitting my head, which is made of wood, that to my knowledge in the history of our firm, we’ve never had a workplace violence incident or anything like that.

Michael Blake: [00:19:03] I wonder if another element is that maybe you also kind of feel trapped in your job that if you work for the Postal Service, we know the benefits they have. The skills may or may not transfer easily to a private organization. Seniority is just sort of everything that you don’t even necessarily have that as an escape valve necessarily that you can just say, “Take this job and shove it. I’m going to find another one.” Do you think that’s a factor as well?

Bruce Blythe: [00:19:29] Absolutely sure. And, again, if, in fact, the job is such that you feel like, “I just can’t get another job with this kind of benefits, or with the seniority I’ve got, And I got to start all over again, or I can’t make the kind of money I’m making here, so I’m stuck with it. But I’m really, really frustrated with the way I feel like I’m being treated.” Again, it goes into the ego issues that, “I feel like a marginalized. I feel like I’m not heard and understood,” or “I can talk to them, and there’s no action. I feel unfairly treated.” Those are the kinds of things where some people are going to well up.

Bruce Blythe: [00:20:06] Interestingly, the people that don’t say anything that’s well up many times are the ones who are going to come up with the serious finals versus the people who are verbal about it, and maybe make threats, or loud and boisterous. It doesn’t mean those kinds of people aren’t going to be violent someday, but it’s that cold calculating person that doesn’t say anything many times are the ones that may be the problem. So, you need to kind of draw them out.

Bruce Blythe: [00:20:35] One of the ways that we diffuse threatening situations, and we don’t get the easy ones. Somebody who’s got the guns, they showed the co-worker in the car, and in the trunk of the car, and this is what I’m going to use. I’m the supervisor, and that kind of thing. They maybe got a history of violence. They don’t call us on the easy ones. We get called on the hard ones. One of the approaches we take and dealing with these things is — there’s no psychological test, there’s no way to really know for sure who’s going to be violent and who’s not. So, one thing to try to do is get inside their head.

Bruce Blythe: [00:21:11] And the way to do that is to make contact with them. Mike, if you were a person that is making threats, you felt unfairly treated at work, maybe you got ,fired whatever, if I were to contact you maybe by phone or face-to-face, however we’d like to do it, as a neutral third party and say something to the effect of, “My name is Bruce Blythe. I’m a neutral third party that’s being called in by X, Y, Z management. And basically, they understand you may feel unfairly treated or have a concern with whatever’s going on. And so, what I’d like to do, my job is to hear and understand your side of this situation, knowing there’s two sides to every story. And my job will be to report that back to management to make sure that this situation is handled fairly.” Let me ask you a question now, like you’ve been asking me, how would you respond if if you had somebody contact you like that?

Michael Blake: [00:22:07] Oh. I mean, I you would like to think positively. And look, I’m a repressed Irish Catholic, and I’ll be the first to admit it. So, I don’t own a gun. They terrify me. But I do kind of have that personality of internalizing and sort of have the long fuse. And my teenager will tell you that when the long fuse sort of hits zero, it’s not something he wants to be around. So, I do think that that — I think that engagement makes a big difference. You just got to have that safety valve.

Bruce Blythe: [00:22:51] Well, what happens in real life, because we’ve done this just hundreds and hundreds of times with individuals as you think, well, here’s this guy calling, I don’t know who he is, or contacting me, and I don’t know who he is. And so, I wouldn’t talk to them. In reality, we can hardly get all that out, my little scenario I just gave you there, before they start talking. Sometimes, I say, “I don’t want to talk to you, but…” And then, they’re still talking 30 minutes later. We know they want to feel heard and understood. We know they want to feel fairly treated. We know that if we build them up and find some good things about him. I do everything I can to like these people when I’m dealing with them. People don’t like the anti-social, hostile person.

Bruce Blythe: [00:23:33] And so, here, we’re in a situation where we can actually let this person feel heard and understood, fairly treated. And they’re not going to get the job back if that’s what they’re after, but what we can do is maybe come up with a compromise. We can better assess where they’re coming from or what their intentions are. We can talk to them about alternatives. We can serve as a conduit of communication, so they feel empowered when we pass the word on to management. Of course, management has more information on how better to handle this situation. So, it’s just we understand what the violent mind; and therefore, we know how to deal with it and how to help companies deal with that as well.

Michael Blake: [00:24:14] So, I’d like to go back to the of the Postal Service example. I didn’t realize — I knew you’d worked on it. I didn’t realize you had that kind of impact. And it’s worth kind of refreshing that that — I mean the Postal Services issues were so bad that the American lexicon adopted the term going postal to describe somebody that had just flown off the handle basically. So, should every organization have a plan like that, or do large organizations need more in-detail plans, or smaller have maybe more sketchy ones or more kind of outline-oriented ones set that way? If I’m a business owner, and I’m listening to this conversation, how do I think about whether or not I needed to retain you or somebody like you to put something like that in place?

Bruce Blythe: [00:25:06] Well, okay. So, the Postal Service had what? Was it something like 15 mass shootings in different locations around their system? And once they came up with a comprehensive workplace violence program, the key component there was to train supervisors on how to manage people and how to do it in a caring, fair manner, and not quite so autocratic.

Bruce Blythe: [00:25:32] So, they went for eight years with 750,000 employees, and the one employee that broke the eight-year record was somebody that hadn’t been with the company for three years. She was living in another city, went back to Southern California three years later. She was known for howling at the moon, talking to the moon, filling up her car with gasoline naked. I could go down the list. This is a crazy lady, okay. So, it wasn’t really their fault that an ex-employee came in and did the shooting even eight years later. They had a very effective program. The proof’s in the pudding.

Bruce Blythe: [00:26:09] So, if I’m an employer, it’s like, “All right. Well, wait a minute. I got workplace violence, you know. It’s like, you know. All right. So, Bruce here is saying that just having a temporary restraining order, which isn’t necessarily going to work.” If I were to shoot somebody, a restraining order is not going to stop it. It may stop some people from getting together, which is going to cause fights, which may lead into other kinds of violence. So, I’m not saying they’re not effective, but they’re not an end all be all. Call the police. If I get arrested because I made a threat or because I am threatening, first of all, I may not have done enough that I’m going to get arrested. And police don’t like to even deal with these things. If somebody hadn’t done anything yet, then they’d want to go deal with things where somebody had done something. So, that’s not necessarily going to work.

Bruce Blythe: [00:26:55] And, of course, having guards there, most places don’t want to have guns there. So, a guard with a walkie talkie is not going to stop anybody nor is a camera that it really has an intent. So, what do you need to have as a healthy company that wants to address this issue? Basically, four things, I would recommend. Number one, you want to have a policy that is well-publicized about workplace violence. There’s a lot of really good workplace violence policies out there. And it’s pretty much down to an art and science now what ought to be included there. It’s different in different organizations but, certainly, getting access to a policy is something to be pretty easy if you want to just do it on the cheap.

Bruce Blythe: [00:27:38] The second thing then is threat notification system. A threat notification system is one where employees understand that if there is a threatening situation, what they can do — and it’s a gut level feeling. Many times, that gut level feeling is what tells you more than anything else. Yeah, they may make a threat. Yeah, they may act in intimidating. Yes, they may have a history of violence, which are all indicators, okay, that they may be violent, but it’s that gut level feeling that says, “This is a person, I think, could really do it.”

Bruce Blythe: [00:28:08] So, if you have a threat notification system that people will use where they feel comfortable doing it. I don’t want to report somebody if they’re going to say, “Well, Reese said you were making threats.” Now, I’m on the hit list. I don’t want to do that. So, a good policy threat notification system.

Bruce Blythe: [00:28:25] And, now, if they get notified, you better have a threat management team that’s trained, that has standardized guidelines, which is the fourth thing. But I guess we clump that all together – a well-trained threat management team that has standardized checklists on how to handle this thing beyond the restraining order and calling the police, but some guidelines on how do you diffuse these situations. What are best practices? Those are the things that you need to have at a bare minimum, I would say. A policy threat notification system, and then the threat management team with standardized guidelines.

Michael Blake: [00:29:01] Okay, good. So, we’ve talked a little bit about restraining orders. That’s come up a couple of times. And I agree with you, they don’t seem to be that effective. And I think one of the reasons that they’re not that effective is that a shooter seems intent on not coming out alive from that incident themselves. It seems, more often than not, they take their own lives, or they wind up not being apprehended alive. I’m guessing that’s also another reason the restraining order is not all that effective. You can’t enforce it when they’re dead. Is that a common pathology for the workplace shooter that they’re just planning on doing as much destruction as they can on the way out?

Bruce Blythe: [00:29:44] 40% of the time, according to the government statistics, yes. 40% of the time, people commit suicide to do this kind of thing. Half the time, the others that are still alive, police officers may kill them. So, the fact of the matter is, certainly, it’s a risky business. If you want to live for long, you don’t want to be a workplace shooter. But with that said, the fact of the matter is that it doesn’t really matter if they’re going to act out violently, and then decide to kill themselves or not. In any case, the fact of the matter is that they feel unfairly treated, they want to commit a vengeance or whatever, or, sometimes, they just want to feel significant. I think so many of these school shootings, these kids, they feel like a nobody, that they’re an outcast or whatever. In their minds, they would rather feel significant in a negative way, and even die out of it than to feel like a nobody. And, again, it’s related to ego, it’s related to feeling unfairly treated, it’s feeling like they’re not heard and understood, and here they come.

Michael Blake: [00:31:00] We’re talking to Bruce Blythe, who is the Chairman of R3 Continuum, one of the world’s leading experts on workplace violence. I want to be respectful of your time. I just have a couple more questions if you can hang in there.

Bruce Blythe: [00:31:14] Sure.

Michael Blake: [00:31:15] One is, of course, even with the best of intentions, workplace violence happens. How can you and how can a company help kind of pick up the pieces after a workplace violence incident? Where do you kind of — if that happens in my office, where do I kind of go from there?

Bruce Blythe: [00:31:36] Well, we respond, you mentioned, 1300 times. I think it’s up to 1600 times per month now to crisis situations of all sorts. One of the common entry points for us and the one of the common calls we get is for crisis counseling. And so, there’s a social expectation, I guess, in the workplace that if, in fact, something traumatic like this happens, employers are expected to respond with a caring response. And so many times, they don’t know what that is. An employer that doesn’t have a preparedness ready for this kind of thing, they’re going to say, “Our hearts go out to the families, blah, blah, blah.” It rings hollow at this point. So, instead, caring is not a feeling. It’s behavioral. And so, employees must feel like they’re cared for. And, certainly, bringing in crisis counselors who are specialists in this kind of arena is helpful.

Bruce Blythe: [00:32:40] One of the things that I remember, I keep going back to Virginia Tech. I guess, I’m stuck on that today. But there were so many counselors who were saying, “I can help. I can help. Here I am.” The biggest issue was keeping counselors away. So, you certainly want to have people that know what they’re doing, that are skilled at this. You don’t want a plastic surgeon doing your heart surgery. And the same kind of thing. Just because you’re a mental health professional, it doesn’t mean you know how to handle these situations. So, one thing is to address the needs of those people who have been victimized. And it’s not just of the employees that work. It might be the families, it might be the people that are in the hospitals that have been injured. Who knows what else?

Bruce Blythe: [00:33:21] The second thing is that management must be doing the right things as well. And so, a big piece of what we do is helping companies understand, the company management understand how do you show caring, how do you do the right things, how soon do you bring employees back, what you need to do before you bring them back to work, how do you show caring over time, and how do you assess people who may have delayed responses, that sort of thing. So, it really comes from preparedness. But at a minimum, if you’re not prepared, then to get somebody in there that has been there before that can help out.

Bruce Blythe: [00:34:04] Just one quick other point about this, and that is at Syracuse University, several years ago, did a study about what leaders and organizations are the best crisis managers. And one of the correlates they came up with was that those managers who had an outside neutral third party who could help out, that was trusted, okay, and that was not emotionally involved in this thing, that had an idea of how to handle this thing. It was most helpful because when you’re inside the crisis’ bubble, it’s really hard to see outside that bubble, and what’s going on, and what their perspectives are, and what you should be saying, and how you’re being perceived, and how to address this thing. It’s a whirlwind, and it’s unexpected, and it’s high consequence, and people are watching, go on down the list. It’s very difficult if you don’t have somebody on the outside just kind of help steer the direction for you to, at least, assist. Not to take over but to assist in good management and what to do.

Michael Blake: [00:35:08] Bruce, as often as a case, I could talk to three hours of this, and we still wouldn’t run out of material. But I know you got things to do, and you have one of 1600 incidents to respond to this month.

Bruce Blythe: [00:35:21] Not all. I can’t do them all. Thank you. I’ve got a good network, but thank you.

Michael Blake: [00:35:26] But how can people contact you for more information if they want to learn more about this topic or more about the kind of services you guys provide?

Bruce Blythe: [00:35:36] Well, R3 Continuum, I mean, just look them up online. A lot of times, people don’t know how to spell continuum, which is two Us in it. So, our web addresses are r3c.com, probably the best way to do it. Just contact us that way. All of our contact information is there at r3c.com.

Michael Blake: [00:35:57] Bruce, thank you so much. And the next time you’re in Atlanta, I owe you dinner.

Bruce Blythe: [00:36:01] Hey, that sounds good to me. I’m coming soon.

Michael Blake: [00:36:05] There, excellent. So, that’s going to wrap it up for today’s program. I’d like to thank Bruce Blythe so much for joining us and sharing his expertise with us. We’ll be exploring a new topic each week, so please tune in, so that when you’re faced with your next business decision, you have clear vision when making it. If you enjoy this podcast, please consider leaving a review with your favorite podcast aggregator. It helps people find us, so that we can help them. Once again, this is Mike Blake. Our sponsor’s Brady Ware & Company. And this has been the Decision Vision Podcast.

Tagged With: corporate finance, Dayton accounting, Dayton business advisory, Dayton CPA, Dayton CPA firm, domestic violence, employer violence, going postal, mezzanine debt, Michael Blake, Mike Blake, preventing workplace violence, R3 Continuum, restraining order, sexual harassment, temporary restraining order, threat management team, threat mitigation, threat notification system, violence in the workplace

Decision Vision Episode 19: How Should I Engage in Philanthropy?, An Interview with Chris Gabriel

June 13, 2019 by John Ray

Decision Vision
Decision Vision
Decision Vision Episode 19: How Should I Engage in Philanthropy?, An Interview with Chris Gabriel
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“Decision Vision” Host Mike Blake and Chris Gabriel

How Should I Engage in Philanthropy?

Most everyone would agree that it’s good to give back. But what’s the best way to give? Can giving become enabling or even toxic? Chris Gabriel has performed extensive research on philanthropy and individuals who are heavily philanthropic. He shares his insights with Host Mike Blake on this edition of “Decision Vision,” presented by Brady Ware.

Chris Gabriel, Age of Generosity, LLC and the Generosity Project

Chris Gabriel

Chris Gabriel runs a wealth management practice for a major investment firm. He also has more than 25 years of experience serving charitable organizations and their donors as a development director, as a nonprofit finance and fundraising consultant, and as a guide for successful charitable givers.  He has participated in the gift process from every vantage point as a staffer, board member, consultant, and financial advisor.

His process focuses on “philanthropic enabling” which seeks to maximize the value and benefits of charitable contributions for everyone involved. His mission is helping successful people to be even more generous and generous people to be even more successful.

Chris is an honors graduate of Yale College and earned his master’s degree from Oxford University. He also is the founder of Age of Generosity, LLC and of The Generosity Project, a nonprofit seeking to promote giving as an essential virtue of a life well lived. Chris is writing a set of books and building a giving consulting platform, both of which are scheduled to launch in 2020.

Michael Blake, Brady Ware & Company

Mike Blake, Host of “Decision Vision”

Michael Blake is Host of the “Decision Vision” podcast series and a Director of Brady Ware & Company. Mike specializes in the valuation of intellectual property-driven firms, such as software firms, aerospace firms and professional services firms, most frequently in the capacity as a transaction advisor, helping clients obtain great outcomes from complex transaction opportunities. He is also a specialist in the appraisal of intellectual properties as stand-alone assets, such as software, trade secrets, and patents.

Mike has been a full-time business appraiser for 13 years with public accounting firms, boutique business appraisal firms, and an owner of his own firm. Prior to that, he spent 8 years in venture capital and investment banking, including transactions in the U.S., Israel, Russia, Ukraine, and Belarus.

Brady Ware & Company

Brady Ware & Company is a regional full-service accounting and advisory firm which helps businesses and entrepreneurs make visions a reality. Brady Ware services clients nationally from its offices in Alpharetta, GA; Columbus and Dayton, OH; and Richmond, IN. The firm is growth minded, committed to the regions in which they operate, and most importantly, they make significant investments in their people and service offerings to meet the changing financial needs of those they are privileged to serve. The firm is dedicated to providing results that make a difference for its clients.

Decision Vision Podcast Series

“Decision Vision” is a podcast covering topics and issues facing small business owners and connecting them with solutions from leading experts. This series is presented by Brady Ware & Company. If you are a decision maker for a small business, we’d love to hear from you. Contact us at decisionvision@bradyware.com and make sure to listen to every Thursday to the “Decision Vision” podcast. Past episodes of “Decision Vision” can be found here. “Decision Vision” is produced and broadcast by Business RadioX®.

Visit Brady Ware & Company on social media:

LinkedIn:  https://www.linkedin.com/company/brady-ware/

Facebook: https://www.facebook.com/bradywareCPAs/

Twitter: https://twitter.com/BradyWare

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Show Transcript

Intro: [00:00:01] Welcome to this Decision Vision, a podcast series focusing on critical business decisions, brought to you by Brady Ware & Company. Brady Ware is a regional, full-service, accounting and advisory that helps businesses and entrepreneurs make vision a reality.

Mike Blake: [00:00:20] And welcome back to Decision Vision, a podcast giving you, the listener, clear vision to make great decisions. In each episode, we discuss the process of making decision on a different topic. Rather than making recommendations because everyone’s circumstances are different, we talk to subject matter experts about how they would recommend thinking about that decision.

Mike Blake: [00:00:38] My name is Mike Blake, and I am your host for today’s program. I’m a Director at Brady Ware & Company, a full-service accounting firm based in Dayton, Ohio, with offices in Dayton; Columbus, Ohio; Richmond, Indiana; and Alpharetta, Georgia, which is where we are recording today. Brady Ware is sponsoring this podcast. If you like this podcast please subscribe on your favorite podcast aggregator, and please also consider leaving a review of the podcast as well.

Mike Blake: [00:01:02] And today, we’re going to be talking about philanthropy and, specifically, the decision as to whether or not you should engage in philanthropy or not engage in philanthropy. And in some respect, maybe that sounds like a loaded question. Of course, you should engage in philanthropy. We should all be interested in giving back to our communities, sending the elevator back down, whatever cliché you want to use. Who doesn’t like a good philanthropist? Who doesn’t like someone that’s going to be throwing $100 bills around or $1000 checks around, always going to be the life of the party? But when you get into philanthropy, it’s really not that simple. And philanthropy not done well can be not just not impactful but, in some cases, can actually be harmful.

Mike Blake: [00:01:51] One of the things I’ve done a lot of in the last few years, I’ve studied dynastic wealth, which means that wealth that has survived for a number of generations. And what a lot of people may not realize is that being rich actually is hard. It’s just hard in a different way. You have trouble paying your light bill, your cable bill, but then managing wealth responsibly is not easy, and it’s a skill set.

Mike Blake: [00:02:19] And there are wealthy families whose names that you would know – the Vanderbilt’s come to mind – that have literally philanthropies themselves into the ground. It’s that they’re very generous. And, of course, their names are on many buildings in New York. Their name is on Vanderbilt University and so forth. But as Anderson Cooper, who is a sixth generation Vanderbilt, has said, “There ain’t no trust fund waiting for me.” And 150 years ago, that would be unthinkable. And so, this is a complex topic that I hope as you, as the listeners, a little bit different than what we normally talk about, but one that I think is very important.

Mike Blake: [00:03:02] And joining us today is my very good friend, Chris Gabriel, and somebody who I’ve known for a number of years, longer than we would care to admit. Neither of us had gray hair, that’s how long we’ve known each other. And he’s been a student of philanthropy for as long as I have known him, and is starting to break out of his shell, and systematize the way that he shares his knowledge.

Mike Blake: [00:03:29] He runs a wealth management practice for a major investment firm that has more than 25 years of experience serving charitable organizations and their donors as a development director, as a nonprofit finance and fundraising consultant, and as a guide for successful charitable givers. He has participated in the gift process from every vantage point as a staff, or a board member consultant, and financial advisor.

Mike Blake: [00:03:52] His process focuses on philanthropic enabling, which seeks to maximize the value and benefits of charitable contributions for everyone involved. His mission is helping successful people to be even more generous and generous people to be even more successful.

Mike Blake: [00:04:07] Chris is an honors graduate of Yale College and earned his Master’s Degree from Oxford University. He is also the Founder of Age of Generosity LLC and the Generosity Project, a nonprofit seeking to promote giving as an essential virtue of a life well lived. Chris is writing a set of books and building a giving consulting platform, both of which are scheduled to launch in 2020. I’m going to hold you to that. Chris, thank you so much for coming on the program.

Chris Gabriel: [00:04:33] Thank you, Mike. It’s such a pleasure to be here.

Mike Blake: [00:04:36] So, what led you to start down the path of becoming an effective student of philanthropy.

Chris Gabriel: [00:04:44] Would you believe, midlife crisis?

Mike Blake: [00:04:47] I believe midlife crisis is responsible for a lot of things. I’ve seen people buy motorcycles, sports cars, and-

Chris Gabriel: [00:04:52] Yeah. It seemed more positive and less expensive than the proverbial red sports car. But in all seriousness, I was noodling over my career, and personal life, and other things that were important to me a few years back. And I was at that crossroads in life that the others have described as a transition from success to significance. And in thinking that through, I came to a realization of really four things that mattered to me – my spiritual life, my family and friends, my professional work, and my community service. And I wanted to be more deliberate and intentional about how to align those different forces together.

Chris Gabriel: [00:05:34] And in thinking that through, I recognized that the unifying thread through all those different areas and experiences at all stages of my life had been generosity, people who had been generous to me, generous acts that I had witnessed, or participated in, or benefited from. It really sparked a curiosity that’s led down a journey of getting to know more about the topic, talking with inspiring people, and really immersing myself in what I found to be a very worthwhile and enjoyable effort. So, that’s what brings us here this afternoon.

Mike Blake: [00:06:11] So, we’re in a society of greed is good. There’s a certain zeitgeist right now, I think, of sort of every person for themselves to a certain extent. And I won’t turn this into an NPR interview. I’ve already said zeitgeist. I don’t want to do that because that does sound like NPR. I don’t want to go in that direction. But in a culture that fosters and glorifies, really, self-reliance, and you earn what you get, you keep what you earn, et cetera, et cetera; in spite of all those kind of external forces, why do people give? And why do people give a lot?

Chris Gabriel: [00:06:54] Yeah, it’s a great question. And there’s a lot of different ways that you could approach it. I’ll start with what you might think of as an unusual source. So, Adam Smith is well-known as the protocapitalist, the founder of classical economics.

Mike Blake: [00:07:09] Of course.

Chris Gabriel: [00:07:09] He was actually a professor of moral philosophy. And while his very large difficult-to-read, coffee-table-sized book, Wealth of Nations, it gets most of the press. I think his best work is a much thinner volume called Theory of Moral Sentiments. And that book starts out by saying, essentially, as an observation of human nature and the human character, that there’s something about giving and altruism that just seems to be hardwired into who we are. These were his observations about the human condition. And we seemed to get pleasure from the success of others, and even more pleasure from participating in that success.

Chris Gabriel: [00:07:44] And it turns out, if you look across the spectrum of research on the topic, there’s almost unanimous agreement on that topic. One of the inspirations for my own understanding is a fellow by the name of James Doty, who is a Professor of Neurosurgery at Stanford. He also founded an organization called the Center for Compassion and Altruism Research and Education. The founding benefactor of which is the Dalai Lama, interesting friends.

Chris Gabriel: [00:08:14] And what Dr. Doty has realized in all of his work as a physician, so healing physical illness, there were bigger illnesses in play that were illnesses more of the spirit. And he felt compelled to travel down that path and see where it led. And what he discovered is a whole lot of research around the notion that giving is both psychologically and physiologically essential to health. It’s on par with exercise and your ideal body weight.

Chris Gabriel: [00:08:46] And there’s a whole system of physiological processes that relate to our sympathetic and parasympathetic nervous systems, if you want to get into the technical side of it. That mean that giving is rewarding to us in very selfish ways, and that our human evolution is designed to reward compassionate altruistic behavior.

Mike Blake: [00:09:09] So, it’s a dopamine rush at the end of the day, right?

Chris Gabriel: [00:09:12] Even as simple as in a smile. There’s a whole article in Psychology Today about how a simple smile triggers this whole cascade of effects, physiological effects in terms of neurotransmitters and activity in the brain. And not only does that benefit the person who receives the generous act of a smile, but it benefits the person who smiles as well, and there’s this virtuous cycle. So, again, even its most fundamental level, there’s something about generosity that’s worthwhile.

Mike Blake: [00:09:42] So, in your writings, I’ve had the privilege of seeing, I think before most people have, you linked giving with wisdom. Talk through that connection.

Chris Gabriel: [00:09:53] So, my working definition of wisdom is that it is — understanding that exists at the intersection of moral truth and practical experience. And there’s something about wisdom that really is fundamental to success in life. We live in a society that prizes knowledge and prizes achievement.

Chris Gabriel: [00:10:12] But the ancients may have one up on us here. They taught their children wisdom. They were concerned with helping them to make good decisions about how to live. And I think we missed out on a lot of that in terms of our education and a lot of our cultural milestones and markers. And generosity was at the center of that set of constant texts around successful living, whether you call that virtue, or wisdom, or anything else.

Chris Gabriel: [00:10:42] And what’s interesting, to connect Dr. Doty’s work and there are millions literally. If you Google generosity science, there’s over 38 million hits. There’s a ton of research done. And what that research suggests, essentially, is the guys in the white lab coats, the scientists, and the ladies in the white robes, the sages, all agree that this is something that’s meaningful and worthwhile.

Chris Gabriel: [00:11:06] If you want to use an example of how that type of wisdom intersects in real life, think of something really big and important that’s happened in our society in the course of the last couple of generations. Let’s think about the Civil Rights Movement. So, the Civil Rights Movement recognized that there was something unjust about racial inequality. And that sense of injustice drove people to organize around overcoming that great wrong in our society.

Chris Gabriel: [00:11:35] But at the same time, there was a sense of love that drove the behavior of the people that were protesting and advocating for change. And that love, which was generous on their part, really drove a constructive outcome from what might have been a very destructive set of forces in society. And there’s a wonderful sermon from Dr. Martin Luther King called Loving Your Enemies.

Mike Blake: [00:11:58] I’m familiar with that.

Chris Gabriel: [00:12:00] He preached in 1957 that summarizes this whole concept really brilliantly. And that, to me, is the definition of generosity and wisdom. It’s a good outcome. It’s a practical outcome. We improved society and humanity in the process, but it was really based on the sense of something fundamentally generous happening on the part of the people that were forwarding that change.

Mike Blake: [00:12:22] So, to that end, and I suspect this is not a random connection, you’ve developed something called the WISE Giving Framework. Can you walk us through it at high level? I mean, it’s a very detailed framework. So, we don’t have time but, at a high level, what is the WISE Framework?

Chris Gabriel: [00:12:39] Sure. And it’s a great question. So, you think about the nature of generosity, and the working title of one of the books I’m producing is called Transformational Generosity. And the idea of that transformation is that it’s this incredibly virtuous 360-degree cycle of positive change that happens when people give, and when they give wisely and well. And I think we’ll talk some more about what that means.

Chris Gabriel: [00:13:05] But the notion of constructive giving boils down to an appreciation of the internal benefits and the external benefits that are involved. And those benefits, again, if they’re done well produce positive change on the part of the giver, on the part of the receiver. And then, by extension is that effect ripples out into community and into society as a whole. You have all of these positive effects that are produced.

Chris Gabriel: [00:13:32] So, the WISE giving process, WISE is an acronym, and you know me well enough to know I’m a sucker for acronyms and alliteration.

Mike Blake: [00:13:38] Who doesn’t love a good acronym?

Chris Gabriel: [00:13:39] I can’t help myself. So WISE is well-grounded, inspired, satisfying, and effective. And those four components reflect that dynamic of internal and external benefits. Inspired and satisfying, things that relate to us and the benefits that we get from giving. Well-grounded and effective, looking outward to the beneficiaries of the giving and making sure that those gifts have the kind of impact that we want them to have. And so, the process aligns a set of different forces and factors together to help produce those good outcomes, back to the philanthropic enabling that you referenced at the outset.

Mike Blake: [00:14:16] So, I mean, why have a plan? It seems like one of the easiest thing is in the world to do is to just give money away, right?

Chris Gabriel: [00:14:23] Sure.

Mike Blake: [00:14:23] It’s not like nobody is going to take it. In most cases, you walk into, really, anything, it doesn’t have to be a nonprofit, “Hey, you want a thousand bucks?” “Sure.” So, why does there need to be a planning process around something that, at least, on a very fundamental level seems like a lot of the easiest thing in the world?

Chris Gabriel: [00:14:45] Yeah, it’s a great question. And on the one hand, you certainly don’t want to overthink it. There should be no paralysis by analysis when it comes to giving. But on the other hand, like every other aspect of life, better inputs lead to better outputs. And the more time and effort you put into a project or a decision, the more likely that there is going to be a good outcome for that decision.

Chris Gabriel: [00:15:05] I’ll give you a concrete example because I think it helps to illustrate the point. And it’s one of my favorites that I’ve come across in the generosity journey that I’ve been on. There is an entrepreneur in California, a Chinese-American named Kenneth Yang. And he’s founded a very successful tea company. And having gone back and forth to China for years in developing and promoting his business, he became very troubled by the plight of disabled Chinese orphans who are put in institutions, have very little in the way of support, and opportunities, and prospects. And this disturbed him.

Chris Gabriel: [00:15:42] And he reached a milestone in his life personally and professionally where he felt he needed to do something about that. And so, it became something of an existential crisis. Am I going to fold up my business, or sell it, or do something else? Am I going to dedicate myself full time to this effort about which I feel really passionate? Interwoven with all of that was, his favorite pastime was photography, really passionate, very capable photographer.

Chris Gabriel: [00:16:06] And so, as he’s thinking through all of these different issues and potential decisions, he seeks counsel from a wise guide. And the advice that he ends up getting and the conclusion that he arrives at is wonderfully powerful. He realized that his business was a platform and created its own opportunities.

Chris Gabriel: [00:16:26] And so, he started traveling back to China more intentionally and taking pictures of the smiling faces of the children that he was coming across in these different residences that he was going to visit. And then, he put those pictures on the packets of his tea, and described the circumstances by which the photos were taken, and the opportunity there was to support this great need that he had found. And he created a foundation to help serve that effort and raised millions of dollars which then got funneled back to the care of the children he was so concerned about.

Chris Gabriel: [00:16:58] So, he created this amazing dynamic. And I referenced the word power before one of my touchstones in this set of processes around giving is the idea of powerful giving, which is if you can imagine Venn Diagram, there’s opportunity, passion, and impact. And the things that we’re really passionate about, the things that we have an opportunity to pursue, and the pursuits that have the potential for impact. You align all those together, that’s really where the best giving happens. And I think Mr. Yang’s example is a great one.

Mike Blake: [00:17:28] So, I’d like to go off the script a little bit and follow up on something because I think you touched on something that is really important, which is the notion of a business as a platform. In my own work and study, as I’ve been studying dynastic wealth and sustain multigenerational wealth, one common theme I’ve noticed is that the business is the platform that supports that family and sustains it. And I think by extension, the business sustains giving because it’s the income generator.

Mike Blake: [00:18:02] And I’m curious if you think there’s a correlation between families that maintain kind of that family enterprise versus selling out, which is what the Vanderbilt stood, for example, made themselves more liquid, which means it’s easier to give your stuff away and screw it up, as opposed to having the platform business. Do you think there’s a connection between the ability to sustain philanthropy over the longer term if there’s that enterprise level engine, or am I just making this up, and I’m just sleep deprived on a Friday?

Chris Gabriel: [00:18:35] I think your intuition is correct. So, I work with a lot of entrepreneurs, and the goal is to help navigate through the various challenges and opportunities that they have when it comes to their businesses, and their families, and their communities. And giving can and should be at the center of that. And what’s interesting about giving, and we may talk more about this, but my work is focused not just on financial giving. That’s certainly an important piece of it, but there’s actually five types of giving.

Chris Gabriel: [00:19:05] There’s possessional giving, which is money and stuff. There is personal giving, which is time and talent. There is social giving, which is everything from hospitality and manners to civic duty. There is emotional giving, which starts to get more personal. It’s about connectivity, and vulnerability, and really being supportive of folks with whom you are close. And then, lastly, relational giving, which, in essence, is the sum of all the others. And that’s where the rubber meets the road in our lives.

Chris Gabriel: [00:19:30] We are defined, to a very large degree, by our relationships, and the quality of our life is determined by those relationships. And so, to get to an answer to your question, if you think about generosity across all those different dimensions, and then you look at what makes success in a family — and this is something that I’ve been thinking and working on a lot about lately with a colleague. We’ve been developing a set of constructs and processes around wealth and success.

Chris Gabriel: [00:19:56] And our appreciation has stemmed from the fact that wealth success has both a family and a financial component to it. And the family component’s really about relationships. And, of course, the financial component is about resources. And when you look at where success comes in — and by the way, success is almost unbelievably rare. The shirtsleeves-to-shirtsleeves phenomenon that we hear about is alive and well. 90% of wealthy families don’t make it past the third generation in terms of intact functioning family or finances.

Chris Gabriel: [00:20:32] And I think families that have businesses have a purpose, and a purpose that fosters relational connectivity and resource generation. And that is a great recipe for success, provided that the business is run well and provided that the relationships in the family survive the pressures of having the business. But I do think, in cases where I’ve seen where family wealth is sustained across generations — and I can think of several examples. One family, in particular, that’s into their sixth generation now and is still quite successful. There was a family business at the center of that.

Mike Blake: [00:21:04] And it underscores a fact that people don’t like to talk about, but there’s ample data to support this, the family unit is an economic unit. We don’t want to think about that necessarily, but economics does factor into that in many complicated ways.

Chris Gabriel: [00:21:23] Sure.

Mike Blake: [00:21:24] So, it’s hard to separate that. And, actually, that segues very nicely into my next question, which is, is it fair to categorize a will as a form of giving?

Chris Gabriel: [00:21:37] I think it is. Based on what I just shared, a will is a legal document that transfers assets. And, of course, it focuses on physical assets, possessions. But at the same time, it embeds values, and relationships, and other essential aspects of the family, and is a mechanism by which all of those different things are passed from one generation to another. So, certainly, families that do wealth transfer well and do legacy well have built into those mechanics. A lot of other elements that relate to values, and priorities, and purpose, and meaning.

Chris Gabriel: [00:22:18] And I had a friend, when I was describing some of this a few years back, who leaned back and thoughtfully said, “Well, what you’re really describing is operating at the intersection of money and meaning.” I said, “Yeah, that’s exactly right. I think I’m going to write that down. That’s really good.” And so, a will is a document that represents that, an intersection of money and meaning, and the values, and the relationships, and all the other aspects of the family. So, it is a form of giving. And then, that kind of estate planning, if it’s done wisely and well, I think can produce very good outcomes, or it can instill a lot of discord and division within a family if it’s not done well.

Mike Blake: [00:22:55] So, let’s talk about maybe potential, maybe downsides or pitfalls. What are some cases where giving can go bad, or what are the risks associated with giving?

Chris Gabriel: [00:23:13] That’s a great question. So, I’m a cheerleader for giving, and I think it’s good. And I’ve used the expression already, “If it’s done wisely and well.” In fact, Adam Smith makes this point later in the same book I referenced earlier. It, perhaps, is the human virtue of which there can be no excess if it’s done well. You can have too much of almost anything, but you can’t be too generous if you’re going about it the right way.

Chris Gabriel: [00:23:39] And so, what is the right way? If there is a formula, if we could reduce giving to a formula, I’d suggest it would be something along the lines of consider-it attitude, plus carrying action, equals a positive generous outcome. And so, where things go wrong is in those dynamics. If your attitude is not considerate, if your actions are not caring, and that’s two-way because there is a reciprocity in the giving dynamic. There is a giver and a receiver. And it’s a two-way process. And so, both the giver and receiver have responsibility in terms of what happens with the gift in the end.

Chris Gabriel: [00:24:13] And, in general, a poor attitude will lead towards a gift that doesn’t have the kind of meaning that it could have and benefit psychologically to either or both parties. And uncaring actions typically will lead to a result that suboptimal in terms of impact or, sort of, physical outcome. And there are lots of dynamics you can point to where those are real issues.

Chris Gabriel: [00:24:39] I’ll call your listeners’ attention to one particular book on this topic, which is really powerful. It’s by a local Atlantan, named Bob Lupton, and he wrote a book called Toxic Charity. And after decades spent assisting the poorest people in our community, he came to the conclusion that more harm than good was done out of a lot of well-meaning support, which robbed people of dignity and effective opportunity in the name of providing them with some kind of support. And a lot of times, that did more good for the people giving than people receiving. So, there is a lot of research out there on this topic.

Mike Blake: [00:25:14] So, that’s interesting. And it brings to mind something that I know you and I both wrestle with because we are both parents. And I have a teenager. Are either of your kids a teenager yet?

Chris Gabriel: [00:25:25] Yes.

Mike Blake: [00:25:25] Yes, okay. So-

Chris Gabriel: [00:25:26] Joyfully.

Mike Blake: [00:25:27] Yeah. So, that’s where most of my gray hair came from. And as parents, we are givers, right? And one of the things that I know you’re mindful of, and I’m mindful of, is where is the line between generosity and enabling, right? And enabling, actually, is a selfish act because what you’re really doing is you’re bribing somebody to make a problem staring you in the face to go away. That needs to be solved with some process that is much more difficult, right.

Mike Blake: [00:26:01] That, to me, strikes as very similar to that toxic charity that you’re describing where the road to hell is paved with the best of intentions, right? And there’s this line between charity and enabling. And even charities, if something’s not structured correctly, not just individuals, organizations, can be harmed with too much too fast, right?

Chris Gabriel: [00:26:30] Again, very thoughtful and insightful question. One of the great insights that I’ve taken away from all this work is positivity. And it relates very much to this point. There’s other research on this topic that I’m drawing on here that makes the point that if you look at what produces good outcomes in a charitable community development context, they almost always involve coming into this situation with a sense of positivity and optimism.

Chris Gabriel: [00:27:09] In other words, asking the question, “What is right here?” rather than “What is wrong?” If you’re showing up in this situation saying, “Everything here is horribly broken. You’re clearly terribly messed up. And I’m here to help you fix it,” that is a totally different dynamic than coming in and saying, “Thank you so much for the opportunity to be engaged with you. What is it that you want and need? And what is it that is going right in your life? And how can we help build on that?”

Chris Gabriel: [00:27:14] There’s a bunch of research that’s just come out of Harvard. Even in the most intractable problems that we have in the world, like systemic poverty, that point out that international aid efforts that focus on creating opportunity in a society have far greater success than ones that focus in on whatever the pathologies and difficulties are. So, to your question about parenthood, I’m totally guilty of exactly what you described, by the way, that-

Mike Blake: [00:28:01] We all are.

Chris Gabriel: [00:28:02] … enabling mindset because it’s just easier – let’s face it – to get that immediate issue out of the way because I’ve got other things to do. And I see myself, at times, robbing my kids of an opportunity to build their own sense of dignity, and self-confidence, and self-reliance just because it’s convenient for me at that particular moment. And I think we run into a lot of those same issues when we try to do good, and the most thoughtful people in that world are folks that recognize those challenges and look to approach their efforts in ways that get past them.

Mike Blake: [00:28:37] Now, I’m going to go off the script again because this topic begs kind of another question. And a very practical and unusual example, you may remember the ALS Ice Bucket Challenge-

Chris Gabriel: [00:28:51] Absolutely.

Mike Blake: [00:28:51] … of three or four years ago. And that raised roughly $120 million, which was something like what the ALS Association of United States raises over a 12-year period basically, right? And they were faced with an interesting problem that, all of a sudden, they had more money than they had the capacity to manage. And for them, it created a real problem because, (1), they received a lot of money, they have obviously a very important mission to battle that disease, and they’re extremely high profile. All right. Everybody knew what the ALS Ice Bucket. They didn’t even know what ALS was, right, people were dumping buckets of ice over their head. And I did it, but it was thoroughly physically traumatic.

Mike Blake: [00:29:40] But there’s need to be planning ideally on the side of the recipient too that if this windfall comes, right, we got to be prepared to use it and use it responsibly. Now, thankfully, the ALS Association, on the fly, I think, they figured it out and everything. I’ve read about them is that they handled it very well, what they have, and used it, put in endowments, they funded a lot of research. But even that’s a challenge, right? Even a firehose of generosity is still a firehose.

Chris Gabriel: [00:30:15] So, parenting comes to mind again, although I’ll use a business example first. Having been around a lot of businesses and entrepreneurs through the years, one of my observations is the number one cause of business failure is failure. And the number two cause is success. It is certainly possible to grow too fast to take on too much and to being unable to digest even good fortune. And charities are no different and, certainly, have those same kinds of risks.

Chris Gabriel: [00:30:48] And so, back to your question about planning, particularly, for people in society who have more in the way of resources and do have more in the way of potential impact, that set of responsibilities that goes along with that is really important because if you’re not careful about where you give your money and how you give it, then, again, you can end up messing up a good organization by being too generous, by giving it too much in a way that it’s not prepared and doesn’t have a good strategy or plan in place about how to manage it.

Chris Gabriel: [00:31:15] So, there is definitely a reciprocity that goes into good giving. Back to that concept of philanthropic enabling again, having a conversation and a real dialogue where everyone around the table is trying to achieve a positive outcome and figuring out what resources can be brought to bear, what challenges can those resources be applied towards, and what are the outcomes that we’re seeking, and what’s the strategy that’s in place to make that happen. That’s where you see the best giving.

Mike Blake: [00:31:40] Now, I want to shift gears a little bit. There’s a conversation that we had I think around corporate philanthropy and Warren Buffett. I call him Warren, He says, “Who the hell are you?” or “Why are you in my office?” But Warren Buffett has written about philanthropy at the corporate level, and whether or not it’s appropriate. And his position if you read his essays has been, “Look, it’s not my job to use this company as a platform to make any kind of social statement, or an economic statement, or a philosophical statement. My job is to build shareholder value, period, end of discussion.”

Mike Blake: [00:32:22] I’m curious if that’s something that’s ever kind of crossed your path in terms of the conversations you’ve had with your entrepreneurial clients. Where does that line — where do you think the optimal line is, or how do you how do you set that line between? As somebody of means, and you’re a steward of shareholder money, where do you think that line is in terms of supporting philanthropy through a corporate entity versus, “We’ll we’ll just declare a lot of dividends that people can give to whatever they want to”? Does that make any sense?

Chris Gabriel: [00:32:56] Oh, totally.

Mike Blake: [00:32:56] So, how do you kind of talk through that?

Chris Gabriel: [00:32:58] That’s a great question. And you’re illuminating a real debate. And it’s a debate between two different models of corporate purpose and structure. And there’s the shareholder model and there’s the stakeholder model. And the shareholder model is along the lines of what you described Mr. Buffett is advocating. And at the end of the day, it’s a simple job that we have as corporate stewards. It’s to make money. And what the owners of our companies do with that money is up to them.

Chris Gabriel: [00:33:24] The stakeholder model has a more complex view of corporate structure and behavior and recognizes that corporations are, in fact, engaged in various ways with various groups from owners, of course, but also employees, and managers, the communities in which they operate, society as a whole. And there’s an interplay potentially between those different elements that’s important to consider. And it fits into that framework better than it does the shareholder framework.

Chris Gabriel: [00:33:57] My personal view is while I’m as capitalist as they come or, at least, believe in the virtues and benefits of capitalism. I think, at least, there should be a balance, if not more of an appreciation for the stakeholder model. And I think it’s good business, as well as being something that’s an extension of values even.

Chris Gabriel: [00:34:22] From a legal standpoint, if you think about the way corporations are treated under the law, in areas like free speech, for instance. Corporations are imagined to be like people. And in the same way that people get all of the benefits that I had described earlier from generosity, companies can as well. And I think that thoughtful stewards of corporate resources can make good decisions about how to apply those in service to needs in their community, they can have a very positive impact on the company, as well as on the community.

Chris Gabriel: [00:34:48] However, I think you can go awry there as in other areas. And there are some trends right now that I think are not so constructive. And this is editorializing, but there are some institutional investors that are getting on their soapboxes and telling companies, “Not only do we want you to do all these things in the name of stakeholder value, but we want to tell you what you should be doing.” And that I find more troubling. So, there is a balance to strike, I would say. But it’s a great question in there. I don’t think there’s an easy answer or necessarily one that fits all enterprises. It’s certainly something that if I were in management, I would want to think through.

Mike Blake: [00:35:22] A great example of that is the Koch Brothers, right? Regardless of what you think of their political outlook, they are very clear that they’re in a certain social political camp, and they’re not afraid of using their wealth, their power, their enterprise to support that. And I think it’s an open question as to what impact that’s had on their business, right. To some people, I’m sure they’re cheering them right along, right. That’s great. What do the Koch Brothers sell? You sell carpet. Okay. I’m going to buy as much carpet as I possibly can.

Mike Blake: [00:35:58] But there are others that are strongly philosophically opposed to their political viewpoint, would prefer they be defeated rather than advanced. And it probably cost them some customers. And there’s probably no way or, at least, nobody’s really cared to take a look to see kind of what the net is, but we see examples of that struggle happening right in front of us in real time. And for us, as citizens — at least, for myself. I don’t want to lump you into this. As a citizen who is a voter, I’m not really all that interested in what Koch Brothers do or do not do per se, but it clearly has an impact. And I’m not a shareholder either.

Chris Gabriel: [00:36:44] Right.

Mike Blake: [00:36:44] Right? And it raises some very interesting questions about that web between individual philosophy enterprise and society that we’ll never solve.

Chris Gabriel: [00:36:57] And there are cynics out there that will argue that any giving by very wealthy donors is inherently suspect and corrupt. If you want to take it all the way into a Marxist framework. Marx believed that giving, in general, was immoral because it was the ill-gotten fruits of the proletariat labor that the bourgeoisie unjustly accumulated, and then doled back out to them. It was a form of oppression.

Chris Gabriel: [00:37:29] You actually prompted me to do this in one of our many conversations over libations. In the interest of really exploring the challenges to the giving paradigm, there is a section in in one of the books that will be coming out looking to the most intractable opponents of a generosity framework and, sort of, gauging the ideas that I’m developing and promoting against their philosophy, one of which is Marx.

Chris Gabriel: [00:38:03] At the one extreme end of the spectrum, to Marxist communitarianism, if you will. And at the other end of the spectrum is extreme individualism in the form of Ayn Rand. And I think they both get humanity and human nature wrong. And there’s something in between. Again, back to Adam Smith about us that just is naturally generous.

Chris Gabriel: [00:38:20] And so, applying that in the context that you described, I think it is interesting that many of the famous philanthropists distinguished between their businesses and their giving. And that trend has continued up to the present day with with folks like Bill Gates. And, again, a cynic might say that it’s not very difficult to give away vast amounts of money if you have vast amounts of money.

Chris Gabriel: [00:38:47] One friend with whom I had a conversation along these lines early on in my process just shook his head and said, “Look, this is really waste management. Let’s be honest. We give all these people all these accolades because they’re so generous. But in reality, they’d never spend a tiny fraction of the money they have. They could light it on fire, they could throw it in the ocean, or they could give it away. We applaud them for giving it away and maybe so, but it’s not any great sacrifice. And it’s really no act of nobility on their part.”

Chris Gabriel: [00:39:13] I don’t share that view entirely. In fact, a couple of the billionaires that I’ve interviewed have made the point, because I’ve asked them, “How would you rate the difficulty of giving money away versus making it?” and they’ve said, “It’s, in many respects, more difficult to give it away wisely and well than it is to make it in the first place.” And so, I think, you rightly point out that there’s a lot of complexity to this and a lot of challenges involved in giving in and being a responsible steward of the assets that you’ve been given.

Mike Blake: [00:39:44] So, you mentioned Bill Gates I want to. I want to address that because Bill Gates is such an interesting guy in that 20 years ago, for a lot of us, he was a laughing stock, even seen as a somewhat sinister figure because he was the guy that foisted Windows 98 on us, right. As if he was the guy who wrote the code. And he was the guy that was crushing this plucky little company in Cupertino called Apple. And they were so mean. And anything that was innovative, they’d buy up and crush. That was the narrative for Bill Gates, right?

Chris Gabriel: [00:40:24] And Lotus and my beloved Word Perfect-

Mike Blake: [00:40:27] There you go.

Chris Gabriel: [00:40:27] … all went the way of the dinosaur.

Mike Blake: [00:40:31] And if you’re a gamer, Halo, that was supposed to be a Mac-only platform. A lot of people blame the destruction of the Mac as a gaming platform on buying Bungie and Halo, right. right.

Mike Blake: [00:40:44] Fast forward now, I’m not sure I can name a more famous philanthropist of our time, right. And, really, in my own opinion, I think, deservedly, his reputation has been rehabilitated, and he’s successfully changed the narrative. And he’s come out – you know this, but the audience may not – that he’s basically pledged to give away 99% of his wealth. That is his mission is that before he and Melinda go to the great windows machine in the sky that they’re going to give away 99% of their wealth. And not only are they going to do that, but they are encouraging other billionaires – and Warren Buffett has signed on with this and a few others have – to also give away the bulk of their assets because, as your friend noted, what are you going to do with it? Are you going to build yourself a solid gold pyramid when you go or freeze your head like Walt Disney and hope you can be resuscitated? So, I’m curious in that. How does that movement mesh, or is it described at all by your WISE framework?

Chris Gabriel: [00:41:55] Yeah, it’s a great question. And part of what’s interesting about that, if you look into where that idea came from, it actually had very humble origins. And one of the things I’d like to overcome in my work is the misperception that generosity is narrowly defined as the province of only the very wealthy in terms of professional generosity, or only the saintly in terms of personal generosity. If I’m not Mother Teresa, then what good is what I do? What kind of impact is it going to have?

Chris Gabriel: [00:42:32] And as a case in point, if you actually look at the origins of the billionaires giving pledge, Gates himself credits an organization called Bolder Giving, which was a group started by a husband and wife that was designed to be a platform to celebrate extraordinary acts of generosity on the part of everyday, normal people like us. And they defined generosity in terms of time and talent, as well as treasure. And they found stories, and posted them, and celebrated them. And it grew into something of a mini movement. And there are school teachers, and college students, and retirees, and folks from all walks of life, every age and stage.

Chris Gabriel: [00:43:14] And Gates said that he read an account of this group and the work that they were doing, and that was the inspiration for him to say, “If I’m not doing at least as much as these folks, then shame on me.” And I think a lot of his peers felt the same once they were presented with the opportunity.

Chris Gabriel: [00:43:32] And back to the idea of generosity having its selfish benefits as well, David Rubenstein who founded the Carlyle Group, and is one of the billionaires I’ve interviewed, he’s so rich that he bought the — and so generous that he bought one of the few existing copies of the Magna Carta on a whim, so that he could donate it to America, and then built the building to put it in where it now resides in the National Archives. So, yeah, it’s nice if you can do that.

Chris Gabriel: [00:44:00] I asked him about the giving pledge, in particular, and he said he was already very much inclined along these lines and was doing the same thing, but was happy to sort of sign on as a public participant. But the point that he made was even more blunt. He said, “Look. if you’ve got several billion dollars, and you’re 70 years old, and you don’t know what you’re going to do with it, that’s not only a problem for society, that’s a problem for you. That is going to cause you a great deal of grief.” And back to the idea of family and wealth success, if you haven’t thought that clearly through, then you’re going to be creating a whole lot of heartache and headache for people that are close to you.

Mike Blake: [00:44:40] We’re running a little a little long, but there’s a couple more questions I’ve got to get in here because I feel like I won’t have done the topic justice. To that point that you just made, I mean, do some people think of wealth almost like a ticking time bomb that you got to do something with it? And particularly, maybe the longer you hang onto it, that’s when the ravens or the vultures in the family starts circling, and you see more agendas kind of pop up; whereas, if you’ve already said, “Hey, look, guys, this is already gone. Don’t worry about it.” Is that something you see, or is that something I’m just making up?

Chris Gabriel: [00:45:19] No, I think it’s very real. Look, money is a tool. It’s the meta tool. It’s the tools by which we acquire all other tools.

Mike Blake: [00:45:26] It’s a power tool.

Chris Gabriel: [00:45:27] It’s a power tool. So, it’s extraordinarily important. And it is central to our lives. And great spiritual and philosophical teachings focus on it for a reason. At the same time, like any other form of technology or tool, it can be used for good or bad. A hammer is great if I want to build a house. It’s not so good. If I hit you in the head with it. And money is the same way. And the way in which money is used for ill is when people prioritize it above other values and above other people. And that kind of corruption is easy to fall prey to. And you see that happen in families all the time and in other parts of our society.

Chris Gabriel: [00:46:07] So, these are very real challenges. And part of what I’ve discovered in the course of the research I’ve done, coming back again to this idea of wealth success, the common denominator among families that beat those odds and actually survive in terms of relationships and resources are families that are generous. And there are families that are generous both internally and externally. They treat each other well, and they treat the people around them well. And as an expression of that generosity, they are very active and committed to causes in their communities.

Chris Gabriel: [00:46:39] And so, there’s something very healthy about all of these forces and how they work together in people’s lives. That is one of the reasons why I’m such a tireless advocate for giving. I think it truly is an essential virtue of a life well lived, and it’s an antidote for much of what ails our society and our lives. And everyone, again, from the scientists to the sages draws the same conclusion.

Mike Blake: [00:47:06] Again, this is one of these topics we could easily open a bottle of 18-year-old and just sort of do this three hours or so.

Chris Gabriel: [00:47:14] Can we do that?

Mike Blake: [00:47:15] Oh, it’s tempting, but we can’t do that. We’ve got to be respectful of your time and that of others. If somebody within the earshot of this podcast would like to learn more about generosity, and how to structure it, and how to be generous in a way that is mutually beneficial and kind of meets that WISE framework, can they contact you to find out more?

Chris Gabriel: [00:47:42] Absolutely.

Mike Blake: [00:47:42] How do they do that?

Chris Gabriel: [00:47:43] I’d welcome any correspondence. In fact, I’m looking for great stories about generosity. I love being connected to people who are interested in being effectively generous and working with the types of charitable and nonprofit organizations to help them be more effective in engaging with their constituents and supporters.

Chris Gabriel: [00:48:03] As we’re preparing this platform of generosity to launch at some point, our public-facing side of that is not yet up, but I’d encourage people and welcome email correspondence to my personal email address, which is ccgabriel2@mindspring.com, flash from the past, and would love to hear from folks.

Chris Gabriel: [00:48:25] And for a final thought, since a lot of your listeners, I imagine, are successful executives, and entrepreneurs, and business people, or on a trajectory that’s going to lead them in that direction, I will put in a plug for effective use of community capital, and say from a very practical sense, the best giving gets done with appreciated assets. And those appreciated assets, if there are interests in a business that you own or help to start, are often the best ways.

Chris Gabriel: [00:48:55] And we get back to that idea of the three things that matter to an entrepreneur. It’s the business, it’s their family, and it’s their community, in many cases. And coming up with ways to balance all those out and, in essence, redirect community capital away from Uncle Sam and towards causes that you really care about, that’s one of my favorite things to do. So, if there’s any opportunity along those lines in the part of any of your listeners, I would love to hear from them.

Mike Blake: [00:49:18] All right. Well, I think that’s going to wrap it up for today’s program, a program that has ranged from Karl Marx to Adam Smith. You don’t see that every day, I’ll tell you that right now, and certainly not on this podcast. But I would like to thank Chris Gabriel so much for joining us and sharing his expertise with us. This has just been a heck of an intellectual exercise and a lot of information. I don’t think you can find anywhere else. So, thank you so much for joining us.

Chris Gabriel: [00:49:43] My pleasure. Thank you, Mike.

Mike Blake: [00:49:44] We’ll be exploring a new topic each week. So, please tune in, so that when you’re faced with your next business decision, you have clear vision when making it. If you enjoy this podcast, please consider leaving a review with your favorite podcast aggregator. It helps people find us, so that we can help them. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company, and this has been the Decision Vision Podcast.

 

Tagged With: Corporate Philanthropy, Dayton accounting, Dayton business advisory, Dayton CPA, Dayton CPA firm, dopimine rush, emotional giving, financial giving, generosity, giving, giving back, giving to charities, Michael Blake, Mike Blake, personal giving, philanthrophy, philanthropists, planned giving, relational giving, responsible giving, social giving, The Generosity Project, Toxic Charity, Transformational Generosity

Decision Vision Episode 18: Should I close my business? – An Interview with Milas King

June 6, 2019 by John Ray

Decision Vision
Decision Vision
Decision Vision Episode 18: Should I close my business? – An Interview with Milas King
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“Decision Vision” Host Mike Blake and Milas King, Co-Founder and Co-Owner of Davinci’s Pizza

Should I close my business?

How do you come to this decision? What are the factors you should consider? What’s the right way to close a business such that you’ll be able to live to fight another day? In a frank conversation with “Decision Vision” Host Michael Blake, Milas King of Davinci’s Pizza answers these questions and more.

Milas King, Davinci’s Pizza

Milas King, Co-Founder and Co-Owner of Davinci’s Pizza

Milas King is the Co-Founder and Co-Owner of DaVinci’s Pizza, with locations in Midtown Atlanta, Smyrna, and Kennesaw, Georgia. Davinci’s Pizza is recognized for their made from scratch pizzas and other menu items, great service, and community involvement.

Milas is also the owner of an e-commerce company and a real estate development company.

 

 

Michael Blake, Brady Ware & Company

Mike Blake, Host of “Decision Vision”

Michael Blake is Host of the “Decision Vision” podcast series and a Director of Brady Ware & Company. Mike specializes in the valuation of intellectual property-driven firms, such as software firms, aerospace firms and professional services firms, most frequently in the capacity as a transaction advisor, helping clients obtain great outcomes from complex transaction opportunities. He is also a specialist in the appraisal of intellectual properties as stand-alone assets, such as software, trade secrets, and patents.

Mike has been a full-time business appraiser for 13 years with public accounting firms, boutique business appraisal firms, and an owner of his own firm. Prior to that, he spent 8 years in venture capital and investment banking, including transactions in the U.S., Israel, Russia, Ukraine, and Belarus.

Brady Ware & Company

Brady Ware & Company is a regional full-service accounting and advisory firm which helps businesses and entrepreneurs make visions a reality. Brady Ware services clients nationally from its offices in Alpharetta, GA; Columbus and Dayton, OH; and Richmond, IN. The firm is growth minded, committed to the regions in which they operate, and most importantly, they make significant investments in their people and service offerings to meet the changing financial needs of those they are privileged to serve. The firm is dedicated to providing results that make a difference for its clients.

Decision Vision Podcast Series

“Decision Vision” is a podcast covering topics and issues facing small business owners and connecting them with solutions from leading experts. This series is presented by Brady Ware & Company. If you are a decision maker for a small business, we’d love to hear from you. Contact us at decisionvision@bradyware.com and make sure to listen to every Thursday to the “Decision Vision” podcast. Past episodes of “Decision Vision” can be found here. “Decision Vision” is produced and broadcast by Business RadioX®.

Visit Brady Ware & Company on social media:

LinkedIn:  https://www.linkedin.com/company/brady-ware/

Facebook: https://www.facebook.com/bradywareCPAs/

Twitter: https://twitter.com/BradyWare

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Show Transcript

Intro: [00:00:01] Welcome to Decision Vision, a podcast series focusing on critical business decisions, brought to you by Brady Ware & Company. Brady Ware is a regional full-service, accounting and advisory firm that helps businesses and entrepreneurs make vision a reality.

Michael Blake: [00:00:20] And welcome to another episode of Decision Vision, a podcast giving you, the listener, clear vision to make great decisions. In each episode, we’re discussing the process of making decision on a different topic. Rather than making recommendations because everyone’s circumstances are different, we will talk to subject matter experts about how they would recommend thinking about that decision.

Michael Blake: [00:00:38] My name is Mike Blake, and I am your host for today’s program. I’m a Director at Brady Ware & Company, a full-service accounting firm based in Dayton, Ohio, with offices in Dayton; Columbus, Ohio; Richmond, Indiana; and Alpharetta, Georgia, which is where we are recording today. Brady Ware is sponsoring this podcast. If you like this podcast, please subscribe on your favorite podcast aggregator, and please also consider leaving a review of the podcast as well.

Michael Blake: [00:01:03] And so, our topic today is, should you close your business? And I predict this topic is going to have a lot of interest because it’s kind of one of those topics nobody wants to talk about. When you’re an entrepreneur, particularly if you’re a first-time entrepreneur, you sort of have boundless optimism. The last thing you want to think about is the end of the road. You hope it never happens.

Michael Blake: [00:01:29] And talking to entrepreneurs about closing a business is like talking to your parents or your grandparents about their funeral arrangements. It’s about as pleasant and comfortable a conversation, and you’re about as enthusiastic engagement. But the fact of the matter is that not every business survives forever. In fact, most businesses don’t survive even a year or two. And sometimes, closing a business effectively and efficiency is as important as how you run the business because if you do it the wrong way the results can be very unpleasant and even disastrous. If you do it the right way, that often means that you, kind of, live to fight another day.

Michael Blake: [00:02:15] And I am delighted to invite Milas King on the program. Milas is a serial entrepreneur. And he’s usually on the other side of the microphone rather than being the target here of the interview. And I’m very grateful. And I hope our listeners are grateful because not everyone wants to talk about this kind of subject. Milas is willing to do it. I think it takes a lot of courage, It takes a lot of emotional maturity to do that because you do talk about some very tough subjects and will probably reliving some tough moments here. And I’m very grateful that Milas is willing to do that with us today.

Michael Blake: [00:02:56] Milas is co-founder of DaVinci’s Pizzeria, which is a small pizza chain with various locations around Atlanta. Founded in 2006 as an original concept, they built their brand on forgotten values in today’s distracted tech-driven society. I say this as I’m reading off of both a smartphone and an iPad. Be the neighborhood pizzeria of choice to the passionate commitment to food quality, guest experience, employee empowerment, and community advocacy is their motto. Milas, thank you so much for joining us today.

Milas King: [00:03:26] Okay. Thanks for having me.

Michael Blake: [00:03:28] So, you’ve got one business that we just talked about. You’re in the pizza business. Any other businesses? You’re not just a one-trick pony, are you?

Milas King: [00:03:39] Yeah, I have a couple of things. I have an e-commerce group in Scanner Society, and I just started a real estate company.

Michael Blake: [00:03:50] And I kind of wonder if you have — I’m going to go off the script for just a second. I promise I’ll come back to it. But that answer kind of begs the question. You’ve closed a couple of businesses in your career.

Milas King: [00:04:02] That’s correct.

Michael Blake: [00:04:03] Is the fact that you had to close a couple of businesses, do you think that drives the fact that you have multiple businesses now, or that’s sort of a diversification thing?

Milas King: [00:04:11] Sort of, because it’s like you put a couple of horses in the race and see which one you think you’re going to go all in on. Because that way, for me, it has worked out better. So, I didn’t have two to three years not doing anything else when I could have been — maybe something would have shown better promise in the beginning. So, yes, that is a part of it.

Michael Blake: [00:04:36] So, what kinds of businesses have you had and have had to close over the years?

Milas King: [00:04:42] The first one was my original passion, which was video production. So, I did a studio back in ’92. I had a building, employees, and then the DSLR came out. And what happened was all the corporate clients I used to get, they started going to the schools. And then, the schools, back then, you have to find a good film program. Now, everybody had a film program. So, you have this massive influx of every quarter, media, professionals coming out. And then the corporate people will just start going to these local colleges to get their things produced. And so, it really just dried up and kind of disrupted the business.

Michael Blake: [00:05:22] So, overnight, that technology made your business to something viable and, I hope, financially successful into something that was really going to be a struggle because, in effect, it democratized your skillset.

Milas King: [00:05:35] Absolutely. When I started, one of the major things I did was weddings. Wedding videos is a big one. All the studios can just go in on Craigslist and say, “I do your wedding video $400-$500.” And I used to get around two grand to do a wedding video. And there was a two-year span where the prices just cratered. And it got — I looked around at my numbers, this is year eight or nine of me doing over hundreds of weddings, and yet my sales were down. My network was better, my work was better, and my marketing was better, but sales were dropping. That’s when I knew it was the forest.

Michael Blake: [00:06:11] At some point, you can’t fight city hall, right?

Milas King: [00:06:13] Yes.

Michael Blake: [00:06:13] It doesn’t matter how good you are, at some point, it’s not going to happen. Now, what else? You’ve had at least one other business that was closed?

Milas King: [00:06:19] That was another pizza chain, Big Fella’s. That was before 9/11. And we try to compete in a space with our brand that wasn’t our strength. So, we were trying to use, for example, pizza-controlled pricing. Papa Johns was quality and Domino’s was service. And yet, we didn’t hang our hat on anything. We tried to compete with them all in that, and that really did the scene.

Michael Blake: [00:06:44] So, you learned there was a reason they all sort of picked their one thing.

Milas King: [00:06:48] Exactly.

Michael Blake: [00:06:50] It couldn’t be all things to all people.

Milas King: [00:06:52] Right.

Michael Blake: [00:06:52] So, I want to focus on that because you’re in business with my wife, and she told me something that you told her, that I’ve talked to dozens of people now, which I think is is extremely profound. I’m going to ask this in a different way because I want you to tell it. Your first pizza business was not successful. You, then, turned around and start another one. Why?

Milas King: [00:07:14] I told my partner, literally after we close, I told him, “We have to do it again.” I said, “Otherwise, everything we just learned is a waste.” And he looked at me. He was like, “Whatever, man.” He was not trying to hear what we just went through. And I just said, “We got to. All of these, we just learned. We would do everything differently. So, let’s do it differently.”

Michael Blake: [00:07:37] And that makes perfect sense because you literally just paid one of the most expensive tuitions you could possibly imagine, but without the benefit of student loans even.

Milas King: [00:07:46] Right.

Michael Blake: [00:07:46] We’ll probably get into this, right? But then, you’re right, you’ve just learned that maybe your execution may have been great, all the things are great, but the fundamental strategy was it couldn’t be all things to all people. You try it again, and then maybe you can have some success.

Milas King: [00:08:05] Yes.

Michael Blake: [00:08:05] And that’s not something that’s celebrated enough. Google is famous for the fail fast, and they celebrate failure, right? I think it’s because of that celebration of failure that makes them what they are is because failure is a fact of life, but as Bill Gates said, “Success is a lousy teacher.”

Milas King: [00:08:23] Right.

Michael Blake: [00:08:27] So, pick either one of the businesses, it doesn’t matter. How hard is it to come to that realization that, “This thing just got to stop. We’re at the end”?

Milas King: [00:08:39] Well, if you pay attention to your business and the data, you let the data lead you there. When you look at everything you had going for you, and if it all starts to move against you, and you look outside your company to see what other ones are experiencing, it’s easier to accept that you did what you could, and you might need to pivot to something else.

Michael Blake: [00:09:00] Interesting. So, you look at, I guess, in the photo and the video business, you saw it wasn’t just you that was really suffering, all your competitors couldn’t give their businesses away.

Milas King: [00:09:12] Absolutely. Like I used to do music videos. And with the iPhone all the artists are shooting their own. And they start trying to kind of use their name as a credit card. And the record labels used to pay for it. Then, they start taking it out of the artists. So, all that just collapsed, as an example.

Michael Blake: [00:09:31] And in some respect, I mean, it’s smart not to fight that. Is this even a part of my business that is now going away due to technology? And I lost one of my oldest clients, actually a 10-year client to that technology, right. But in the cold, hard light of day, I have to acknowledge that they’re probably making the better choice by going with the automated, right. And I’ve got to pivot and find something else useful to do as well.

Milas King: [00:09:59] Right.

Michael Blake: [00:10:00] Technology is just one thing that’s really hard to fight.

Milas King: [00:10:03] Yes.

Michael Blake: [00:10:03] So, you talked about data, and I know that you’re a big data guy. What are some of those data points that kind of say, “Well, this is not just a speed bump. This is a structural event”?

Milas King: [00:10:23] The video or the pizza?

Michael Blake: [00:10:24] Either one.

Milas King: [00:10:24] Okay. Or I can do both quickly.

Michael Blake: [00:10:27] or both.

Milas King: [00:10:27] In video, like I said, my network was stronger, my product was as good as it’s ever been, and my marketing was as good as it’s ever been, but the sales were dropping precipitously. And then, when I looked at the technology, and what the students were doing, and why it was dropping, then I knew. It was an easy solution. It wasn’t me. It’s like trying to sell pages now. It’s just something, no matter what your marketing is, you can’t sell pages.

Michael Blake: [00:10:53] Yeah.

Milas King: [00:10:54] So-

Michael Blake: [00:10:54] I’m expecting a call from 1986.

Milas King: [00:10:56] Right. Right. So, I knew, that one, we had to pivot. Currently, even though we rebooted in ’06 for DaVinci’s, the pizzeria, now, 13 years later, things have changed again. We have a lot of — perfect example. Labor costs are at a search level that was never there before. And I’ve said before, you can’t pay someone $20 an hour to take an order. Yes, they need that to live, but it’s just not there in food. It’s not efficient.

Michael Blake: [00:11:28] Right. You can’t sell $30 pizzas.

Milas King: [00:11:29] Right. Exactly.

Michael Blake: [00:11:31] Markets will not sustain that.

Milas King: [00:11:32] Right. And then another issue is the apps. The delivery services have wedged themselves more and more in between our customer. And so, we’re losing data and insight to our customers. For example, Uber Eats, they take 30% of the order and we have none of the data.

Michael Blake: [00:11:49] Now, I’ve heard about that cut and the fact that it’s — I read in The Wall Street Journal about four or six weeks ago, something like that, that these ordered services are being very disruptive in a different way, just making it harder to operate a business because businesses are operating a take-out business.

Milas King: [00:12:08] Yes.

Michael Blake: [00:12:09] Just different operationally than a sit-down, quick-service restaurant, right?

Milas King: [00:12:14] Correct.

Michael Blake: [00:12:14] But now, if you don’t have that, you’re dead because so many Americans now, culturally, they don’t want to come into the restaurant, right?

Milas King: [00:12:23] Right.

Michael Blake: [00:12:24] But it massively disrupts your operations. So, I’ve understood that part, and that I did not know it’s 30%, I mean, with margins of a restaurant. Not many restaurants make a 30% margin, period.

Milas King: [00:12:38] Right.

Michael Blake: [00:12:38] So, the economics have changed there. I never thought about the data. So, now, they’re also stealing the data from you.

Milas King: [00:12:45] Right.

Michael Blake: [00:12:46] And you don’t get any of that as a pastor.

Milas King: [00:12:48] Exactly.

Michael Blake: [00:12:48] So, you make less money. Your operations are less efficient.

Milas King: [00:12:53] Yes.

Michael Blake: [00:12:53] And you know less about your customers.

Milas King: [00:12:55] Exactly.

Michael Blake: [00:12:56] And you own less of the relationship.

Milas King: [00:12:57] Right.

Michael Blake: [00:12:57] Other than that it sounds like a great deal.

Milas King: [00:12:59] Right, right. And so, Uber or apps as a general, I’d say, two years ago was probably 1% to 2% of our revenue. It’s now 9%. So, it’s having an outsized impact on our margins.

Michael Blake: [00:13:12] And then, you’ve got to think about too, when you started in 2006, you started a restaurant thinking that you needed a certain footprint because you’re going to have traffic parking. In Buckhead, that ain’t easy either, right?

Milas King: [00:13:26] Right.

Michael Blake: [00:13:27] And now you’ve got, I’m guessing an asset mismatch.

Milas King: [00:13:32] Yes.

Michael Blake: [00:13:32] Right. If that’s really where it’s going, at some point, these pizza chains is just going to be a counter.

Milas King: [00:13:38] Right, exactly.

Michael Blake: [00:13:39] They’ll be just sitting, and that means less real estate costs, and maybe that’s how the business model ultimately works. But if you’re caught in the middle on a 10=year lease, God forbids you own the building.

Milas King: [00:13:48] Correct.

Michael Blake: [00:13:48] You can’t just sort of switch that on a dime, can you?

Milas King: [00:13:52] Right.

Michael Blake: [00:13:52] And that’s another example of technology coming in and you can’t fight it. You either going to adapt or you’re not.

Milas King: [00:14:02] Yeah. So, now we’ve covered labor. We’ve covered some logistics. Now, let’s talk about the actual transactional costs. Five to six years ago, people used cash. And so, the credit cards was as a mix less than a percent of your revenue. Now, we’re getting the full hit of that straight to margins 2% to 3% because everybody uses credit card.

Michael Blake: [00:14:23] I haven’t of thought of that either, but I can’t remember the last time I paid cash for a meal.

Milas King: [00:14:28] So, we do our own 400K in revenue per month. If you’re talking 3% of that, that is 12 grand right off the bottom line. That wasn’t there four or five years ago.

Michael Blake: [00:14:41] Yeah, yeah.

Milas King: [00:14:41] Now, 9% of app orders. So, now, we’re paying-

Michael Blake: [00:14:45] 36 grand out.

Milas King: [00:14:47] Exactly, exactly. And then, the labor costs are basically creeping up to $20 an hour. So, we feel like the walls are beginning to close in.

Michael Blake: [00:14:58] Yeah. So, I guess what’s going to happen then, you either got to raise your prices, and that’s either going to happen because you can raise the prices or you can wait it out while your customers go away, but then your competitors will either have to raise prices or shut down and sort of wait for that readjustment, or do you say, “You know what, it’s just time to cut our losses. Let’s get out early.”

Milas King: [00:15:23] It is because it’s becoming a scale game. So, for someone to pick up our restaurants would be a buyer who’s looking to really start scaling, and we just don’t have the capital. Because even today, these businesses are going to, “Let’s compete by seeing who can lose the money the longest. So, then we capture the market share, and then grow.”

Michael Blake: [00:15:44] Yeah. And I’ve likened that and you see that in the startup world all the time, right. The startup world, even Uber, and Lyft, and those guys, they’re not making any money, they’ve gone in public, but the startup world or if you’ve got a structural issue with your business, it’s almost like chemotherapy.

Milas King: [00:16:03] Right, yeah.

Michael Blake: [00:16:04] Chemotherapy is really just a race to see if the cancer dies before the patient does.

Milas King: [00:16:12] Right.

Michael Blake: [00:16:12] Right. And that’s exactly what you’re, kind of, describing if you try to stick it out, right. Does the other guy die first and then I’m-

Milas King: [00:16:20] Exactly.

Michael Blake: [00:16:20] … sort of there in a smaller market. And that’s not easy.

Milas King: [00:16:25] Right.

Michael Blake: [00:16:25] So, one of the things that strikes me about you – I know you a little bit – that I think it might differentiate you a little bit is, at least, with this round of businesses you’re in, you’re not overly emotional about them, are you?

Milas King: [00:16:41] Correct. Not anymore.

Michael Blake: [00:16:42] So, with your earlier businesses, were you? Were they kind of your baby and-

Milas King: [00:16:46] Yes, because you start to take it personal and say, “I failed. What did I do wrong? What could have I done differently?” And now, I have a more objective view. When you look at the data and just see, like when you know what would fix it, and then you know I don’t have the solution to do that, like the scale now. For DaVinci’s to continue to grow, we would need massive capital and try to get to scale. So, I know the solution. The question is, do I have it?

Michael Blake: [00:17:13] And was it those initial setbacks that taught you to be less emotional?

Milas King: [00:17:20] Yes.

Michael Blake: [00:17:20] And how does that help you now?

Milas King: [00:17:25] I can be more objective when I approach something, and I have a more foundational view before I even start. Before, it was just like, if we hustle hard enough, we’ll make it happen. Well, no, you need to check-

Michael Blake: [00:17:37] That’s what we’re taught.

Milas King: [00:17:38] Yeah. You need to check the boxes because, to me, it’s about percentage of success, right. So, if none of the boxes are checked, maybe you have a 5%. You check them all, maybe you have 80% chance of success. So, how many boxes can I check when I look at an idea to give me the most percentage for success?

Michael Blake: [00:17:55] Okay. So, in your previous, it was Big Fella’s, right?

Milas King: [00:18:00] Yes.

Michael Blake: [00:18:01] You had a business partner.

Milas King: [00:18:02] Yes.

Michael Blake: [00:18:03] Did you both agree, at the time, that it was time to close, or did one of you want to stick it out longer than the other? How did that dynamic work?

Milas King: [00:18:13] We both agreed at the same time.

Michael Blake: [00:18:14] Okay. So, you both have the same route.

Milas King: [00:18:15] Yes, yes. With Big Fella’s, we didn’t have a choice because we ran out of money. We just failed.

Michael Blake: [00:18:21] Okay. All right.

Milas King: [00:18:23] We just failed.

Michael Blake: [00:18:23] The decision was made for you.

Milas King: [00:18:24] Right. This one, it was definitely both of us. We’re high school friends. So, this was a lightning strike in that he’s been my partner in everything. We just work well together. So, this time, we looked at the same data and got the same conclusion.

Michael Blake: [00:18:41] Okay. So, I like to talk about that day you sort of run out of money. I have to imagine that’s a traumatic, panic-inducing experience. It would be for me.

Milas King: [00:18:53] It is like so. It’s almost like someone passing away. You really mourn. You feel like you let a lot of people down, even though you realize everybody will go and get jobs elsewhere, but it feels like they put their financial well-being, at least, at that moment in your hands, and you drop the ball. So, yeah.

Michael Blake: [00:19:15] So, when you ran out, I mean, were you able to at least make the last payroll?

Milas King: [00:19:23] Oh sure.

Michael Blake: [00:19:23] You were able to do that?

Milas King: [00:19:24] Right.

Michael Blake: [00:19:24] You were? Okay.

Milas King: [00:19:24] Well, it was an orderly shutdown.

Michael Blake: [00:19:27] Okay.

Milas King: [00:19:27] Yeah. It wasn’t just like they showed up in the doors like — no.

Michael Blake: [00:19:30] Okay, because sometimes that happens so.

Milas King: [00:19:31] Right, absolutely. No, we didn’t do that.

Michael Blake: [00:19:33] Okay. So, what was — As you approach that, you’re obviously a very organized guy, and you did this in an organized way. What were some of the kind of the key points of that to-do list when you realized we’re going to shut this thing down?

Milas King: [00:19:47] Start getting your receivables caught up and start paying for everything in cash, so you can really see where your cash flow is. Give the employees a heads up. We weren’t going to just — And a lot of them will appreciate that. They’ll work all the way through if you let them know everything ahead of time. You say, “Listen, we’re going to be closing down in the next 60 days.” And then, they’ll start looking for things. And they’ll even tell their next job, “I can’t start until this date.” So, those are types of things we did.

Michael Blake: [00:20:16] That’s a little counterintuitive. So, I think most people would say, “Don’t let anybody know you’re in trouble, right? That starts the death spiral. You just got to sort of do the cold turkey thing.” But in your experience, if you show people the loyalty to them, then they’ll show you the loyalty back.

Milas King: [00:20:34] Right, right. Yeah. At least, that’s how we felt.

Michael Blake: [00:20:37] Okay. And that was in both. So, obviously, you had employees for the videography business, and you did for the piece of business. You found that was roughly the same kind of experience?

Milas King: [00:20:48] Yes.

Michael Blake: [00:20:48] Okay.

Milas King: [00:20:49] And the funny thing is this time around DaVinci’s, a lot of our old employees have come back. We’ve got managers that worked with us 15 years ago. They were early 20s, Now, they’re 30 some working with us, been with us since we opened.

Michael Blake: [00:21:02] Right. And maybe they’ll be with you with the next thing too, right?

Milas King: [00:21:05] Yeah, it could be.

Michael Blake: [00:21:08] So, when you were seeing the handwriting on the wall, did you think about alternatives? Do you think about trying to sell, trying to merge, anything like that as a way to kind of save the business?

Milas King: [00:21:21] No, because maybe we could have or maybe not, but we looked at it as if it wasn’t worth anything.

Michael Blake: [00:21:28] Okay.

Milas King: [00:21:30] It didn’t even cross our mind why would someone buy this, it’s dying.

Michael Blake: [00:21:34] One of the things I remember from the Dot Com era, the first one in the late ’90s was that a lot of startups merge. And what they’re trying to do is merge their problems away. But at the end of the day, neither one of them had any customers.

Milas King: [00:21:49] Right.

Michael Blake: [00:21:50] So it didn’t matter. So, only people that really benefit from that were the accountants and attorneys to create those transaction documents, but it generally didn’t save those businesses.

Milas King: [00:21:59] Especially in the restaurant space, they’re everywhere. Restaurants everywhere. So, unless there’s something spectacular about yours to begin with, they might as well just start their own if yours is dying.

Michael Blake: [00:22:09] Right. Yeah, that’s true, right. Selling tickets to the Titanic is a tough sell, right, no matter how you slice it because you know how the movie ends.

Milas King: [00:22:20] Hey, you might turn it around.

Michael Blake: [00:22:24] So, did you have advisors helping you during this process of closing the businesses. And if so, how did they help you?

Milas King: [00:22:31] No. And that’s probably in experience. Maybe we should have, but no, we didn’t.

Michael Blake: [00:22:35] So, you went it alone.

Milas King: [00:22:36] Yes.

Michael Blake: [00:22:37] So, what did you learn from that process? Did you make any moves you’d like to have back, or did you kind of figured out any way?

Milas King: [00:22:45] From closing it down?

Michael Blake: [00:22:46] Yeah.

Milas King: [00:22:48] Keep your sales tax accurate.

Michael Blake: [00:22:49] Okay. The government has a very poor sense of humor about the sales tax.

Milas King: [00:22:53] Right, right. So, we did have a little bit of that. And the biggest thing I learned was leases, how you’re still responsible for those leases afterwards. And you’re like, “Well, I’m out a business.” Well, you still have six years on your lease.

Michael Blake: [00:23:06] You signed a personal guarantee.

Milas King: [00:23:08] Yes. So, that was one. We had to do some negotiations to settle those. So, that was a big one. That was — didn’t realize.

Michael Blake: [00:23:17] So, other than kind of the education, what are some of the other positives you take from closing businesses historically?

Milas King: [00:23:27] That my partner, Jason, was the right partner because it could have easily been finger-pointing, and it was his fault, and this, and that. It actually made our friendship stronger because we had failed together.

Michael Blake: [00:23:41] And what’s the nature of that business relationship? Are you the operational guy, and he tends to be more capital, or are you both really rolling up your sleeves, you’re both in the business day-to-day? What does that look like?

Milas King: [00:23:52] In the beginning, we were both operating. And then, the evening, I would market. And then, probably five or six years later, he went operations, and I went more training, marketing, talking to vendors. And, now, 10 years in, we both are sort of out of operations. He’s really dealing with vendors and just putting out fires every day at the restaurants. And myself is more of the marketing.

Michael Blake: [00:24:20] Okay. Now, one of the things I would think, for me, would be very difficult is, how do you decide whether or not the business is in trouble and can be turned around versus it’s just got to end?

Milas King: [00:24:37] For a restaurant, it was easier – And I had to speak in the restaurant space – is your cash flow. I would benchmark where our cash flow was trending, and what it would take to turn that around. And you can project out how much months and cash you have. And so, like the first time, that’s how we knew in 60 days, without trying to go into debt and do all these things, like let’s just end it because we don’t really see a solution. So, even here now, it’s just projecting out cash flow is our number one reason to see what we need to do if we’re in trouble.

Michael Blake: [00:25:10] So, having discipline with the numbers-

Milas King: [00:25:12] Yes.

Michael Blake: [00:25:12] … obviously is a big deal. The numbers, at some point, math is math.

Milas King: [00:25:16] Yes.

Michael Blake: [00:25:16] Right? Now, you said something there I kind of want to pursue a little bit. One option business owners have if they have some sort of convictions, you could borrow money to kind of cover the shortfall. Now, that’s something you chose not to do.

Milas King: [00:25:32] Correct.

Michael Blake: [00:25:33] Is that something you chose not to do on principle that if you had a business in trouble, you just would never borrow money to sustain it, and there’s nothing wrong with that, or is it because in those particular businesses, you did not see a path to victory, so why extend yourself?

Milas King: [00:25:49] That’s correct. If I see a solution, I will borrow because I have in other circumstances. But if I don’t see a path, I’m not going to make it worse by piling debt into it.

Michael Blake: [00:26:00] So, obviously, one theme that’s really emerging here is called self-awareness. It’s so critical.

Milas King: [00:26:09] Okay, yeah.

Michael Blake: [00:26:09] Because it sounds like, right?

Milas King: [00:26:11] Yeah.

Michael Blake: [00:26:11] That there are all kinds of reasons you don’t want to close a business, right? You can find a lot of excuses not to close it.

Milas King: [00:26:18] Yes, yes.

Michael Blake: [00:26:20] And people even lend you money when they probably shouldn’t to help you keep it open.

Milas King: [00:26:23] Yes, they call us now. And it’s like these mafia loans. But I’d give you an example of of little losses along the way. So, we’ve opened five locations. We only have three. So, we decided never let something kill the body, right. So, when we did our Roswell location, we quarantined it. We’re like, “Here’s the funds we’re dedicating to it. This is how much time it has to get off the ground. If it doesn’t, we close it,” because we’re not going to let it drag down the other restaurants. We spent years building trying to make, “This one’s got to work.” So, we did one in Roswell, it didn’t work. And we did one, Decatur. Decatur didn’t work. And they didn’t work for different reasons, but we quarantined them, so the company stayed healthy.

Michael Blake: [00:27:08] So, that’s an interesting strategy. And clearly, that worked for you to keep the core business going as long as it has, right?

Milas King: [00:27:16] Right.

Michael Blake: [00:27:20] And again, it sounds like you do embrace that Google philosophy of failing fast.

Milas King: [00:27:26] I guess, unwillingly, maybe, I guess so.

Michael Blake: [00:27:29] Well, okay, yes. It’s worked for them. So, it’s hard to argue with that kind of success. So-

Milas King: [00:27:35] I was going to finish that point. So, that taught us the power of saying no after that because your ego starts to be like, “Yeah, we could do it. We’ve got these three. Let’s just make it work.” And when they start not working, like we’ve had other location approaches like the Braves Stadium, they were a great company. Fuqua, I think that was it. Great company, it was great lease, everything for us to go in there, but we didn’t have the cash flow to sustain it. So, we had to tell them no. And we started doing it after the failure of Roswell and realized you just can’t brute force it. If the boxes aren’t checked, don’t do it.

Michael Blake: [00:28:13] I’m curious what your reaction will be to this. When entrepreneurs ask me for advice about their business, they’re struggling, I liken a business to Great Dane. The Great Dane will tell you what to do with the business and how well you’re doing. If the Great Dane is pulling you down the street, and you can’t keep up with it, it’s going to rip your shoulder off, right?

Milas King: [00:28:44] Right, okay.

Michael Blake: [00:28:45] That’s telling you about the business. That’s the signal that’s telling you to reinvest, to double down, right-

Milas King: [00:28:50] You have to.

Michael Blake: [00:28:50] … because you can’t catch your breath. If on the other hand, that great danger sits his butt down the sidewalk as like Marmaduke, and you’re yanking on the thing saying, “Please, please, would you please walk?” that’s a useful signal.

Milas King: [00:29:06] Got you.

Michael Blake: [00:29:06] The Marmaduke telling you something. We’ll bring it up because of copyright laws. The big Great Dane from a comic strip is telling you something that you need to be listening to. And, sometimes, you’re just never going to get that dog to move.

Milas King: [00:29:21] Right, I can see that. Yeah, yeah.

Michael Blake: [00:29:23] So, think back from when you closed either Big Fella’s or the video production company, think about the day after, what was that day like for you?

Milas King: [00:29:35] I guess the analogy would be like after a big race. So, you just did a decathlon or a marathon, and you’re exhausted, you’re regrouping, you just started thinking what’s the next step, and you got to take a little time to just let the fog clear. Otherwise, you might make a knee jerk reaction and do something, go in a bad direction just because-

Michael Blake: [00:29:56] Like a rebound relationship?

Milas King: [00:29:57] Right, exactly. Take some time. Yes, let it marinate. Not to be cliche, but do an autopsy of what happened. And that will give you things to, then, make sure of when you’re doing your next project to look into, “Well, here’s what caused us to fail before. Let’s answer this.”

Milas King: [00:30:18] For example, I can tell you like what having DaVinci’s. Here’s everything we fixed that now we’re 13 years in. So, the mistake we made the first time is we try to compete on price. So, what we did was pizza. So, what we said, “Let’s make all sizes.” So, their extra large is smaller than ours. Their extra large is 16, ours is 20. So, the all sizes gave us our price control back.

Milas King: [00:30:38] Domino’s was get to the door, speed of delivery. So, in a better product, we started par baking our dough almost like bread, and it makes a better product, so we could get to the door in 15 to 20 minutes. We could beat them by changing our process. Then, Papa Johns was easy because they sort of abandoned quality. Me and Jason both came up through Papa John’s.

Michael Blake: [00:30:57] Really?

Milas King: [00:30:59] Yeah. I was a manager there for about five years. Jason was even longer. And they used to fly us out to the tomatoes, and let us pick tomatoes, and they’re canned, and preserves, and all of that is gone. So, we decided to hang our hat on quality. And the thing about quality is just don’t add stuff to it. Just make it in its natural form. So, that’s what we did,

Milas King: [00:31:20] So, we addressed, what were the strengths of all three, and what would, not necessarily beat them, but judo, use our strength against them, and what wouldn’t hurt us. That’s everything we learned from the first time.

Michael Blake: [00:31:30] That’s just the over-complicating part. Pizza seems to me, to have the attraction, it’s got to be one of the easier foods to make. Is that fair or not?

Milas King: [00:31:40] No because-

Michael Blake: [00:31:40] Because I don’t know.

Milas King: [00:31:41] … you can make it a million different ways.

Michael Blake: [00:31:43] Yeah.

Milas King: [00:31:43] Yeah.

Michael Blake: [00:31:44] Okay.

Milas King: [00:31:44] So, to me, it’s hard to make it well, to make it — like, you’ll see the commercials made with whole mozzarella. Why isn’t it whole mozzarella? Ours is whole mozzarella. It’s like they’re putting oil and everything in there. We’re like, “Just use the cheese.”

Michael Blake: [00:32:02] Yeah. Maybe, I guess, that should be table stakes, right?What is the alternative?

Milas King: [00:32:08] Right.

Michael Blake: [00:32:09] Part mozzarella and part toxic-

Milas King: [00:32:11] Exactly. So, when you see that cheese stretching, that’s oil. Cheese shouldn’t do that.

Michael Blake: [00:32:18] I think, I’ll have hummus for lunch now instead of pizza. So, how long did it take for that fog to lift, right? You’re in that postmortem. You’ve run that race. You’re exhausted. How long did it take you then to say, “Okay. I think I’m ready to try something again”?

Milas King: [00:32:34] Actually, when you have — it’s kind of like when you’re ending a relationship. Sometimes, it’s over before it actually is. So, there’s a little bit of relief in it. And then, you have in the back of your mind. Being an entrepreneur, there’s something else I’ve been one to try. So, that’s when I started my video production studio. So, I went and sat down with my dad, put down a plan, and actually make an investment. I was going to pay a return on his investment and I’ve founded my studio.

Michael Blake: [00:33:00] And how long did that — I mean, was that days? Hours? Weeks?

Milas King: [00:33:05] A couple of weeks. It wasn’t long.

Michael Blake: [00:33:07] So, you weren’t — there wasn’t — you’re right on the runway. I mean, you were ready to-

Milas King: [00:33:08] Got bills to pay.

Michael Blake: [00:33:11] You got knocked out. You’re ready to get back up.

Milas King: [00:33:14] And even in sunsetting, I had set aside recent money because I knew that’s how I was going to get a job. If I didn’t try something else, I was preparing for that too.

Michael Blake: [00:33:22] Yeah. And I’d like to explore that point. So, one of the things you did was, in effect, you had that contingency plan. It wasn’t that you ran out of money that you spent your last dollar.

Milas King: [00:33:33] Right.

Michael Blake: [00:33:34] But you ran out of money in terms of what you were prepared to spend.

Milas King: [00:33:37] Exactly.

Michael Blake: [00:33:38] And you set, sort of, this point of no return-

Milas King: [00:33:41] Exactly.

Michael Blake: [00:33:41] …that you just weren’t going to go by.

Milas King: [00:33:42] Yeah.

Michael Blake: [00:33:43] And then, that empowered you, then, to have the dry powder to come back.

Milas King: [00:33:47] Exactly.

Michael Blake: [00:33:48] And, also, you’re not in a financial panic where you have to get a job.

Milas King: [00:33:51] Exactly.

Michael Blake: [00:33:52] So, you’re leaving yourself more choices, right. So, one thing I was advising a client of mine that’s in a dispute, and we’re trying to help them negotiate it is, if you’ve got a raccoon that you got to get rid of, and you got it cornered, you want to have two things. You want to have a club, and you want to have a hole in the wall for it to run out through other because, otherwise, it will not end well. And what you have, you made sure that you have that hole through the wall to run through, right?

Milas King: [00:34:24] Right.

Michael Blake: [00:34:24] Because if you didn’t have that, at some point, where there’s a point of no return, you start making irrational decisions.

Milas King: [00:34:30] Yes.

Michael Blake: [00:34:31] Right? And maybe you would’ve stuck with it longer than you should have because you wouldn’t have had an alternative?

Milas King: [00:34:35] One bad decision leads to another.

Michael Blake: [00:34:37] It does, it does. And there’s studies that talk about when people are in financial crisis, their effective IQ is reduced by 10% to 15%.

Milas King: [00:34:47] Okay.

Michael Blake: [00:34:48] So, staying out of that empowers you. Literally, your brain chemistry lets you make better decisions.

Milas King: [00:34:54] Yeah. I guess there’s a part of me that’s always kept me from going for broke. And it’s like, “We’ll go for it but not to broke. Just make sure if it’s going to work or not.”

Michael Blake: [00:35:03] And I think no serial entrepreneur has ever gone for broke. Got you.

Milas King: [00:35:10] Okay, makes sense. Okay.

Michael Blake: [00:35:10] That’s the definition of a one-time entrepreneur, one way or the other.

Milas King: [00:35:14] Got you.

Michael Blake: [00:35:16] So, what kind of expenses, when you’re — you generally can’t close a business for free, or maybe you can, you tell me. My impression is you can’t do that. Do you need to have some capital set aside to make sure that you can close the business in an orderly manner?

Milas King: [00:35:36] It depends how you set up your vendor relationships. If you have a lot of 14 day, 30-day terms, yes, because you got all that flow-through you got account for once you close. We pretty much ran pretty close to the day of operations. So, it is literally just the leases. Then, we’ve got deposits back. So, that was good too from utilities and everything else. So, we didn’t really run along receivables that we owed.

Michael Blake: [00:36:04] And you basically moved to a cash-base-

Milas King: [00:36:07] Exactly, yeah.

Michael Blake: [00:36:08] You didn’t pay for anything unless you had the cash to pay for it.

Milas King: [00:36:10] Right.

Michael Blake: [00:36:14] Any other key lessons that you can think of or maybe something that you might have done differently in closing either of these businesses?

Milas King: [00:36:25] Experience is the best teacher. So, looking back, there’s lots of things I know I should do. But at the time, you don’t know until afterwards, right. But I do tell other people that are looking to start their own businesses is expect to fail. That way, the pressure’s off. I said, you have, at least, experience. You’re in the weakest position ever. You’re going to put all that pressure on yourself. So, if anything, prepare yourself to try it again.

Michael Blake: [00:36:50] That’s interesting. It reminds me of what I think is the Samurai code. Nothing I’m an expert in Japanese history, but I think the Samurai code is samurai would go out to battle with the mentality they’re already dead.

Milas King: [00:37:03] Got you. Okay, yeah, I’ve heard that.

Michael Blake: [00:37:06] They had nothing to lose, right?

Milas King: [00:37:07] Yeah.

Michael Blake: [00:37:07] So, if you’re already dead, sure I’ll jump into the five other people with spears, and swords, and stuff. Why not, right?

Milas King: [00:37:14] And the other thing that I would advise is, for me, with that mentality, until I reach a certain point, I always just committed my own money. I see a lot of people, they use other people’s money. I’ve never been comfortable with that, right. And so, when I would go in expecting to fail, I just make sure I was the only one at risk.

Michael Blake: [00:37:32] I think that’s smart. You see a lot of — you see the use of an expression called friends, family, and fools that will fund startups, right. And at the outset, they say, “Look, I don’t care if I get money back. I’m just investing in you. I’d like you to be successful.” And sometimes, it turns out to be right. Sometimes, it’s not, right. And maybe your business is not doing as well as you thought. And I was kind of curious when I might be able to get some of my money back.

Milas King: [00:38:04] Right, right.

Michael Blake: [00:38:05] I thought you weren’t interested in that. Well, I got some expenses now.

Milas King: [00:38:09] It is funny you say that. You know how I funded DaVinci’s?

Michael Blake: [00:38:12] No.

Milas King: [00:38:12] I literally went to my dad, and I said, “Let me rent two credit cards from you. I’ll pay you $100 a month until I give them back to you balance free.” So, he lent me two credit cards. We bought some used equipment, and some stuff and Best Buy, and that’s how we started.

Michael Blake: [00:38:27] Is that right?

Milas King: [00:38:28] Yeah.

Michael Blake: [00:38:28] And you paid back every penny?

Milas King: [00:38:29] Yeah. Within like nine months, I gave him his card back.

Michael Blake: [00:38:32] And with all the other businesses, you paid all your vendors. Anybody that likes any credit, you paid back every penny, correct?

Milas King: [00:38:38] Yeah, yes.

Michael Blake: [00:38:38] And I think you’re proud of that.

Milas King: [00:38:41] Yeah.

Michael Blake: [00:38:41] As you should be. You didn’t walk away from anything, nobody hung anything. And if you ever need them again, they’ll be right there for you.

Milas King: [00:38:48] My dad has been there every time. When I did the studio, he loaned me $30,000. And when I was closing it, I converted his investment into a straight interest loan. So, over five years, I just made payments to close him out as I was closing the business out.

Michael Blake: [00:39:03] When you take money from family and friends, I mean, I don’t think I could do it either. I don’t have a suspension of guilt or responsibility.

Milas King: [00:39:16] Right.

Michael Blake: [00:39:16] And it would just make for some pretty awkward Thanksgiving conversations and Christmas conversations, right? “Pass the turkey. And by the way, how’s your business doing Asia?” Chirp, chirp.

Milas King: [00:39:28] Right. Like I’ve told you, I have entrepreneur’s credit. Some things work, some things didn’t. But your family and friends, they didn’t do a credit check when they gave you the money. So, they were always the first I paid.

Michael Blake: [00:39:38] Yeah. This has been great. I think our listeners are going to learn a ton. And, again, I’m so grateful for your willingness to come on and talk about this – the good, bad, and the ugly. Hopefully, you’ll never have to go through it again.

Milas King: [00:39:52] Right.

Michael Blake: [00:39:52] But, obviously, if you do, you obviously know what you’re doing. If somebody is kind of thinking about this, can they reach out to you, maybe shoot you an email-

Milas King: [00:39:59] Sure.

Michael Blake: [00:40:00] … or something and ask you about your experience with it because I think it would really help them.

Milas King: [00:40:04] Yeah, absolutely. You can reach me milas@davincisdelivers.com.

Michael Blake: [00:40:06] @davincisdelivers.com.

Milas King: [00:40:12] Yeah.

Michael Blake: [00:40:12] Okay. So, we’re adapting. Well, that’s great. Thank you so much. That’s going to wrap it up for today’s program. And I want to thank Miles so much for joining us and sharing his expertise with us.

Michael Blake: [00:40:22] We’ll be exploring a new topic each week. So, please tune in, so that when you’re faced with your next business decision, you have clear vision when making it. If you enjoy this podcast, please consider leaving a review with your favorite podcast aggregator. It helps people find us, so that we can help them. Once again, this is Mike Blake. Our sponsor’s Brady Ware & Company. And this has been the Decision Vision Podcast.

Tagged With: customer data, data driven decision, DaVinci's, Davinci's Pizza, Dayton accounting, Dayton business advisory, Dayton CPA, Dayton CPA firm, food delivery services, going out of business, Michael Blake, Mike Blake, Milas King, personal guarantee, pizza, pizza restaurant, Uber Eats

Decision Vision Episode 17: Should I buy a franchise? – An Interview with Anita Best

May 30, 2019 by John Ray

Decision Vision
Decision Vision
Decision Vision Episode 17: Should I buy a franchise? – An Interview with Anita Best
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Michael Blake, Host of “Decision Vision,” and Anita Best, President of Find Your Franchise, Inc.

Should I buy a franchise?

How do I decide on the best franchise? What’s the process of buying the right franchise? Why are true entrepreneurs not the best franchise owners? Anita Best of Find Your Franchise, Inc. answers these questions and more on this episode of “Decision Vision,” with Host Michael Blake.

Anita Best, Find Your Franchise, Inc.

Anita Best, President, Find Your Franchise, Inc.

Anita Best is the President of Find Your Franchise, Inc.  Anita has spent the last ten years consulting others who are considering owning a franchise. She is passionate about small business ownership and lifestyle independence. She specializes in helping people leverage their beliefs, attitudes and transferable skills into a franchise opportunity that will meet their financial and personal goals.

Anita has owned four franchises, including a Keller Williams franchise she opened as a managing partner. Through her stewardship, the business achieved profitability in year one and her office grew to over 125 agents in less than 3 years. Because of her inimitable business acumen and success in running the franchise, she was invited to join the business coaching program at KW, where she coached other business owners to reach their peak performance.

Michael Blake, Brady Ware & Company

Mike Blake, Host of “Decision Vision”

Michael Blake is Host of the “Decision Vision” podcast series and a Director of Brady Ware & Company. Mike specializes in the valuation of intellectual property-driven firms, such as software firms, aerospace firms and professional services firms, most frequently in the capacity as a transaction advisor, helping clients obtain great outcomes from complex transaction opportunities. He is also a specialist in the appraisal of intellectual properties as stand-alone assets, such as software, trade secrets, and patents.

Mike has been a full-time business appraiser for 13 years with public accounting firms, boutique business appraisal firms, and an owner of his own firm. Prior to that, he spent 8 years in venture capital and investment banking, including transactions in the U.S., Israel, Russia, Ukraine, and Belarus.

Brady Ware & Company

Brady Ware & Company is a regional full-service accounting and advisory firm which helps businesses and entrepreneurs make visions a reality. Brady Ware services clients nationally from its offices in Alpharetta, GA; Columbus and Dayton, OH; and Richmond, IN. The firm is growth minded, committed to the regions in which they operate, and most importantly, they make significant investments in their people and service offerings to meet the changing financial needs of those they are privileged to serve. The firm is dedicated to providing results that make a difference for its clients.

Decision Vision Podcast Series

“Decision Vision” is a podcast covering topics and issues facing small business owners and connecting them with solutions from leading experts. This series is presented by Brady Ware & Company. If you are a decision maker for a small business, we’d love to hear from you. Contact us at decisionvision@bradyware.com and make sure to listen to every Thursday to the “Decision Vision” podcast. Past episodes of “Decision Vision” can be found here. “Decision Vision” is produced and broadcast by Business RadioX®.

Visit Brady Ware & Company on social media:

LinkedIn:  https://www.linkedin.com/company/brady-ware/

Facebook: https://www.facebook.com/bradywareCPAs/

Twitter: https://twitter.com/BradyWare

Instagram: https://www.instagram.com/bradywarecompany/

Show Transcript

Intro: [00:00:01] Welcome to Decision Vision, a podcast series focusing on critical business decisions, brought to you by Brady Ware & Company. Brady Ware is a regional, full-service, accounting and advisory firm that helps businesses and entrepreneurs make visions a reality.

Michael Blake: [00:00:20] And welcome back to another episode of Decision Vision, a podcast giving you, the listener, clear vision to make great decisions. In each episode, we discuss the process of decision making on a different topic. Rather than making recommendations because everyone’s circumstances are different, we talk to subject matter experts about how they would recommend thinking about that decision.

Michael Blake: [00:00:38] Hi. My name is Mike Blake, and I’m your host for today’s program. I’m a Director at Brady Ware & Company, a full-service accounting firm based in Dayton, Ohio, with offices in Dayton; Columbus, Ohio; Richmond, Indiana; and Alpharetta, Georgia, which is where we are recording today. Brady Ware is sponsoring this podcast. If you like this podcast, please subscribe on your favorite podcast aggregator, and please also consider leaving a review of the podcast as well.

Michael Blake: [00:01:03] So, our topic for today is about franchising and, specifically, should you buy or maybe buy into a franchise? And this is a model for business that has just been exploding in the last couple of decades. And we’re going to be a good friend and expert come on and talk about this in a minute. But it’s a very exciting topic because entrepreneurship is becoming increasingly important. But not only that, entrepreneurship is changing.

Michael Blake: [00:01:33] Historically, when we think about entrepreneurs, especially in my generation as a Gen-Xer, we think about Silicon Valley, we think about Steve Jobs, we think about Mark Zuckerberg, we think about Jeff Bezos, and Elon Musk, and so forth. And they’re entrepreneurs. No doubt about it. Nothing wrong with what they did. But only one person, not everybody can kind of be a genius that’s going to start a business that literally changes how civilization works. And it’s not a stretch to say that those are the kinds of businesses that have done that.

Michael Blake: [00:02:13] There’s a lot of entrepreneurship that that occurs. It’s what I call kind of meat and potatoes businesses. They’re not sexy like the Silicon Valley kind of businesses, but all they do is they make money. And at the end of the day, businesses are supposed to do that. Companies like Uber and Pinterest that did IPOs, and they’re so under water, the next CEO’s going to be Aquaman. These businesses make money. There’s nothing wrong with them. And I think we’re going to see an even greater interest in franchising because we’re seeing a lot of people, kind of, in transition in their careers.

Michael Blake: [00:02:54] And for my part, I reached a point where I needed to stop being an employee sometime in my early 40s, a few years ago. And one of the things that people, then, might look at if you’re going to start a business, and you’re not going to go the venture capital route, is franchising. And it works very well for some people. And for other people, it doesn’t work as well. But that’s the nature of, really, any business. That’s not unique to franchising. But we’re going to talk today about how do you find out if franchising is the best fit for you, or, frankly, if it’s not a good fit for you, stay away from it, and do something else.

Michael Blake: [00:03:33] So, joining us today is my pal, Anita Best. Anita is the President of Find Your franchise Inc. She has owned four franchises herself and has spent the last 10 years consulting others who are considering owning a franchise. She is passionate – and that’s an understated passion with a capital P – about small business ownership and lifestyle independence. She specializes in helping people leverage their beliefs, attitudes, and transferable skills into a franchise opportunity that will meet their financial and personal goals. Anita, thanks for coming on the program.

Anita Best: [00:04:09] My pleasure, Michael. Thanks for asking me.

Michael Blake: [00:04:11] So, how’d you get into this business? You’ve been doing it for 10 years. What led you to this path that you’ve chosen?

Anita Best: [00:04:21] Like many things in life, it was really an accident. I sold real estate all through the ’90s. And when Keller Williams came to Atlanta, Keller Williams Real Estate, they were a younger company at the time, they were recruiting me. And through the course of those discussions, I had been selling real estate a long time, and the opportunity came up to buy into the Buckhead franchise when it was opening up. And so, I did became an investor in the franchise and was the managing partner for the first three years. So, I really started from the inside of the franchise business. Keller Williams has a very sophisticated coaching program that they recruited me into. So, I helped coach other Keller Williams franchise owners around the country on how to grow and build their franchise and be successful.

Anita Best: [00:05:11] A few years later, I did that for three years, built it into one of the top, at the time, one of the largest franchises in the country. And, now, I decided to take a little break. The coaching was very lucrative that I was doing with them. And so, I hired a new broker to run the office, retain my ownership, and move down to Florida to spend some great years with my parents. They were getting older. And looking back on it, that was a great decision.

Anita Best: [00:05:33] I decided to come back to Atlanta a few years later, and they wanted me back in the Keller Williams system. But it was a great job but a very difficult job. And I started thinking about the fact that I had been down in Florida for three years, and had not worked at the franchise even through ’08 and all that downturn, I still got a check every quarter. So, mailbox money was nice and decided that maybe buying another franchise would be a good thing to do.

Anita Best: [00:06:02] And so, in my research, looking at franchise opportunities, I came across a franchise broker and was really intrigued by that business model. So, again, I started researching that, in addition to looking at some franchises, and decided that with my coaching training and background, with my franchise ownership background, it was a perfect fit. So, I got some education, got some training, hung up a shingle, and the rest is history.

Michael Blake: [00:06:31] And how did you move from franchise, or do o you consider what you do now franchise brokerage or more of an advisory?

Anita Best: [00:06:39] I never felt like a broker. That’s a technical name for what I do. But almost, from the very beginning, my business was very consulting-based. I tell my clients that I am a a research assistant, a subject matter expert, and a coach. And I tell them right from the beginning, the majority the people that come to me, that are referred to me, my business is virtually all referral, don’t buy a franchise. They’re on a dual path. They’re looking at another corporate job. They’re in transition. But almost without exception, they refer people to me. So, my goal is to have them have a good experience, get educated, and not for them necessarily to buy a franchise. Although happily, I can say it does happen often enough.

Michael Blake: [00:07:27] Okay. So, when I broached the subject of franchise, and you’ve taught me a lot about franchise over the years that we’ve known each other, so now I can have an intelligent conversation for about eight minutes or so, and I said, “Well, people will come to me, and they’re in various kind of situations.” We’ll talk about that later in the interview. But the question I always get back or the reaction I always get back is, “Well, I can’t do a franchise I don’t want to be in the restaurant business. I hate food service. I don’t want to own a McDonald’s.” I mean, the franchise world is a lot more than food service now, isn’t it?

Anita Best: [00:08:00] Yeah. I’ve been, as you said, doing these 10 years, I’ve only sold two food franchises. I, typically, tend to talk people out of it just because I think there’s so many other incredible opportunities out there. Only about 20% of franchises are food. Franchising is just a business model. Most people don’t know but most of, if not many of, the Coca-Cola bottlers are franchises, traditional franchises. Your favorite sports team is a traditional franchise.

Anita Best: [00:08:28] I’ve challenged people to name an industry that I can’t find a franchise in. One time somebody said drones. And at the time, I didn’t have one. I have since found one in drones. There’s one that’s gone out of business in the marijuana business in states where it was legal there. They’re no longer around. But there’s franchise in everything – health care, technology, home services, education. Just about every industry you can think of, there would be a franchise, at least, relative to it.

Michael Blake: [00:08:57] Now, that one that went out of business, was that the drone business that went out of business or the marijuana that’s just going out of business.

Anita Best: [00:09:03] No, no. I think the drone business is doing well. It was the marijuana business.

Michael Blake: [00:09:06] I was just kind of wondering. Marijuana and flying drones may or may not be the best combination out there. Just sort of my gears kind of turning on that.

Anita Best: [00:09:18] [Crosstalk].

Michael Blake: [00:09:18] So, the Small Business Administration provides a list of franchise failure rates. Not all franchises are created equal. And they get a lot of — Frankly, I think, they get a lot of negative attention, sometimes undeserved. And I think it’s because nobody wants to read a story about a plane landing safely, right. But it’s always fun to beat on some franchisor that is taking too much money, whatever they’re doing, right. But I think the Small Business Administration has a list of the franchise failure rates as a function of where the SBA provides the financing to buy a franchise, and then what is the default rate. Have you seen that list? You think that’s a good thing for somebody to consult as they think about the kind of franchise or the specific franchise they might consider buying into?

Anita Best: [00:10:12] It might be a small data point, Michael. I’m very familiar with it. It’s the Coleman Report. The last one that I have the entire report of was from 2011. If a franchise sells a hundred franchises, and two of them use SBA, and one of those fail, it’s going to show up as a 50% failure rate on the SBA’s list.

Michael Blake: [00:10:38] True.

Anita Best: [00:10:38] So, you can extrapolate all kinds of crazy numbers that would come up. I think the Coleman Report is more effective to use from an industry perspective if you are to take all the restaurants out of the Coleman Report and see how many restaurants fail versus how many, let’s say, auto repair franchises fail, versus how many homecare franchises fail. You can come up with some data there that’s interesting from which industries may have higher failure rates, but there’s so many other things that go into it.

Anita Best: [00:11:09] And the simple fact that it’s, in my opinion, very few people use SBA loans. A small minority of my clients use SBA loans. They use everything from home equity, to commercial loans, to a lot of retirement funds. There’s government IRS-approved programs where you don’t have to pay penalties and interest on the money that you use if it’s done under very strict guidelines. So, I don’t see it as a strong indicator without having a lot of other information to look at as well.

Michael Blake: [00:11:41] Okay. So, maybe, it’s one piece of the whole conversation, but don’t make it your whole conversation.

Anita Best: [00:11:45] No. I typically don’t even look at it anymore.

Michael Blake: [00:11:49] Really?

Anita Best: [00:11:50] Yeah.

Michael Blake: [00:11:50] Okay.

Anita Best: [00:11:50] As I said, other than from an industry perspective, you can sort the list, if you buy the current list, which I’ll quit doing because I didn’t find it to be that important for me. You can sort it. And the perfect example is there’s one — I don’t want to mention the name. It might be too controversial.

Michael Blake: [00:12:08] Got it.

Anita Best: [00:12:08] But there’s a household name franchise that everyone would know that is very successful and has made many, many millionaires. And for 2000 to — I’m sorry, 2000 — yeah, 2000 to 2010, they showed a 20% SBA loan failure rate-

Michael Blake: [00:12:26] Ha.

Anita Best: [00:12:26] … which I find very difficult to believe. And even if some of the units failed, the operation didn’t fail. It failed for other reasons. And the franchisor took it back, ran it successfully, sold it to someone else. So, I think, it’s not one of the stronger tools to use.

Michael Blake: [00:12:45] Interesting, okay. So, somebody walks in the door or hit you by e-mail, and they say, “Anita, I’m interested in exploring franchises, types. What kind of franchise might be right for me?” what does that process look like.

Anita Best: [00:13:03] Yeah. A lot of it is a getting-to-know-you process. Personally, I have a business personality assessment that I use. It’s very similar to the DiSC Profile. You’re probably familiar with the DiSC Profile.

Michael Blake: [00:13:15] I am. I took one for my old job, and they said I was clinically insane.

Anita Best: [00:13:19] Yeah. Actually, those tests are not a good predictor of mental illness. So, I use that. By the way, I do see assessments more of a conversation tool, not a dictate. For example, like my DiSC Profile shows me all DI, low SC, which means that I would be terrible with details. And it’s more a matter of comfort. I don’t like details, but I use computer lists. Very disciplined with using my computer. Nothing ever falls through the cracks. If I had to sit in front spreadsheets all day long, I’d be miserable. So, we all have compensating factors for our natural personality styles, but it’s a great conversation piece for me to get to know people.

Anita Best: [00:14:05] And then, I also have a four-page candidate questionnaire that my clients tell me really helps them think through business ownership, and everything from B2B versus B2C, service versus product, number of employees they’d like to have, lots of questions like that, and a list of industries to rate which ones they have higher or lower interest in. And by going through that process, after I get that information back from my clients, we then have another conversation, I have more questions, they have more questions. I send them information to read. And then, I start doing my research based upon what they said. There’s no magic wand that comes out of that, like, poof, the perfect franchise with for them doesn’t pop out, but that getting-to-know-you process really helps me to refine things that would be good for them..

Anita Best: [00:14:55] And then, I’d been remiss. The economics is crucial. I’ve taught many people out of buying a franchise. Right now, I know a guy’s out of work. He’s maybe got $100,000, and he’s got four kids, and his wife doesn’t work, and he wants to buy a franchise. I go, “You need a job,” you know.

Michael Blake: [00:15:12] Yeah, good, yeah.

Anita Best: [00:15:13] Yeah. And-

Michael Blake: [00:15:13] That’s a sign of a great professional, by the way, that will look at somebody in an instant, like, “I’m going to talk myself out of work here, but this ain’t for you, man.”

Anita Best: [00:15:23] Yeah, but that’s okay. They send me business. They appreciate it.

Michael Blake: [00:15:25] Yeah, that’s right.

Anita Best: [00:15:25] So, that works out just fine. But both their current financial situation, how much money they need to make, their comfort level with it, obviously those, how much they have, and how much they need to make, and what their overhead is, have them look at all of those points and make sure that it makes sense. And, of course, there’s franchises you can buy for $50,000 without brick and mortar, that don’t have the high overhead, but as a general rule, it’s going to be more than that.

Michael Blake: [00:15:56] So, it sounds like you invest a lot of time, maybe as much or more, but you can correct me, on the personal match as opposed to just the raw economics of the franchise. Maybe there’s some — I’m sure there’s some very good franchises out there, franchise systems that enjoy consistent success, maybe they’re booming, they’re capturing a great trend, right. But is it fair to say that could be trumped if the personality match isn’t right, then, maybe you’d go with something that on the surface is financially a little less lucrative if it’s clearly a better personal match?

Anita Best: [00:16:35] It’s probably both.

Michael Blake: [00:16:37] Okay.

Anita Best: [00:16:40] A lot of people come to me wanting to do something they love. They love to play golf or they — well, let’s just use golf. If you look at most golf professionals, they’re out there hot and sweaty all day. They’re not making a lot of money. They don’t become golf pros. They become golf teachers. And it’s not necessarily doing what they like, and they don’t make a lot of money. Most people that are doing what they really love aren’t making a lot of money – artists, musicians. So, oftentimes, that kind of fit is not as important as finding something you can be passionate about delivering really well and loving what a day in the life is all about. That’s more, to me, what a great fit is. I’m not sure if I exactly answered your question there.

Michael Blake: [00:17:28] You did. No, you actually did.

Anita Best: [00:17:30] That, yeah.

Michael Blake: [00:17:30] Yes, you did. So, I mean, it sounds like it’s a pretty even — it actually sounds like a pretty complicated balancing act matching economics with personality.

Anita Best: [00:17:39] Yeah. Well, I spend probably half of my time looking at franchise opportunities, so that I have a mental inventory. I’ve got contracts with about 600 brands, but I have access to detailed data on over 2500 brands through a service I subscribe to. And I also have a mastermind group of a dozen top women. We call ourselves the Power Women Brokers, a dozen female brokers around the country. We have a once-a-month scheduled call. We have daily e-mails going back and forth where we share good concepts, bad concepts, clients we’re having trouble fitting. It’s a great support group because this kind of consulting can be very lonely. You spend a lot of time in front of a computer by yourself doing research.

Anita Best: [00:18:24] So, I’m reading about, learning about good brands in many different areas, many different price ranges, researching their success rates, it gives me a mental inventory of concepts. And then, when I have a client, and I learn a lot about them, the financial piece, really, is first. If the financial piece isn’t there, then it’s not a good fit.

Michael Blake: [00:18:48] The rest wouldn’t matter.

Anita Best: [00:18:48] Right. Then, it becomes something that they can get excited about, can see themselves executing on a daily basis. And so, therein lies the fit. And there’s no franchise that has 100% success right.

Michael Blake: [00:19:02] There’s no business that has 100% success rate.

Anita Best: [00:19:05] Yeah. I mean, I usually say there’s like a 33/33.33. When you look at franchises, you’re going to find 33% of the people that buy them that are miserable, and wish they hadn’t done it, and aren’t making enough money. You’re going to find that 33.3% in the middle that are out of their corporate job. They’re not killing it, but they’re happy. It’s improved their lifestyle. And then, you’re going to find that top third, hopefully, that are go-getters. They’re executing at a very, very high level. They’re exceeding their expectations from a financial perspective and from a lifestyle perspective.

Anita Best: [00:19:43] Oftentimes, I compare it to real estate. I was a real estate broker for three years. And before that, I sold real estate for 10 years. Talk about a revolving door. Probably 90% the people that get a real estate license a year later are not selling real estate. It doesn’t make real estate a bad business. It’s got to be the right fit, and you have to be passionate about it, and you have to execute. And franchise ownership is very, very similar.

Michael Blake: [00:20:04] So, that segues nicely, kind of, in the next question in that a franchise, and maybe even entrepreneurship, in general, is not for everybody, right. And thank God. If everybody in the world was an entrepreneur, it’d be chaos.

Anita Best: [00:20:16] Yeah

Michael Blake: [00:20:17] Nobody would ever take direction, and nine billion people going in different directions. But what’s kind of a profile where you kind of know pretty early in the process that somebody is not a good candidate to be a franchise owner? What are, kind of, the warning signs you frequently see?

Anita Best: [00:20:38] I’d like to come back to that in a second, but I just want to touch on entrepreneurship for a moment.

Michael Blake: [00:20:42] Yeah.

Anita Best: [00:20:42] I heard a great definition of entrepreneurship. It’s the Harvard Business School definition actually, and it says, “The pursuit of opportunity without regard to resources currently controlled.” When you’re buying a franchise, it has to be in regard to resources currently controlled or, at least, that’s my coaching on the subject. So, depending on your definition of entrepreneurs, I find that true entrepreneurs, by that definition, don’t make good franchisees.

Michael Blake: [00:21:13] Really?

Anita Best: [00:21:13] Because they want to do it their way.

Michael Blake: [00:21:15] Oh, but a franchise has — I mean, they have a playbook-

Anita Best: [00:21:18] They have a playbook.

Michael Blake: [00:21:19] … which you, more or less, have to follow exactly.

Anita Best: [00:21:21] Exactly. So, senior executives make great franchisees because even though they’ve got a lot of control, they have to execute. Even if they’re the president, they’ve got to execute according to the board’s control, or there’s lots of restrictions. There’s a budget that they have to follow. They’ve got a chief marketing officer that’s going to give them direction. So, senior executives make great franchisees typically. A true entrepreneur is going to want to do it his way or her way.

Michael Blake: [00:21:54] Right.

Anita Best: [00:21:54] And in my experience, the two reasons franchisees typically fail, one is under capitalization, which I’ll do everything I can to keep that from happening to somebody, at least, on the front end. And number two is not following the model. You’re buying a franchise because it’s a proven business model. Well, there are those that come in there and think they have a better way to do it. And that can be a recipe for disaster. Oftentimes, after the first year or two, after you’re executing according to the model, great. You got some good ideas, try them out. Talk to other franchisees in that system, see if they’ve tried it, if it’s worked or not. That’s called the franchise family.

Anita Best: [00:22:33] Most franchises they talk to each other, and so they can compare notes on that, so you’re less likely to make mistakes because there may be others that have already made those mistakes, or tried those things, or you might come up with a great way to make the brand better. Most franchise companies have, not board, but a board of franchisors awards that get together regularly and talk about new systems, new models, new ways to do things. So, you’ve kind of got that bigger brain working on your business with you.

Michael Blake: [00:23:06] All right. So, if you’re not a rule-follower, right, then being a franchise will be difficult. What else? Are there other kind of warning signs or features that you, kind of, flag somebody away from doing a franchise?

Anita Best: [00:23:19] Really, the capitalization piece. If you’re well-capitalized enough, and you want to be independent, and have more control over your life, and you’re willing to follow a model, which, by the way, many franchisors, in their process of taking someone through learning about their franchise, if people don’t show up for calls, or weren’t willing to follow the models, or don’t do “homework” that’s given to them – homework in quotation marks – they won’t want them as a franchisee because they have to report their success rate in their FTD every year. So, there. There you have it.

Michael Blake: [00:24:02] Okay.

Anita Best: [00:24:02] Yeah.

Michael Blake: [00:24:03] So, in terms of the capitalization, does that mean you’re basically talking about how much runway they have, so that the — not every business will just start making money hand over fist right away, right. Even a franchise most won’t. So, is there a rule of thumb in terms of how much runway you recommend somebody have before embarking on this?

Anita Best: [00:24:24] It depends. It depends on the brand.

Michael Blake: [00:24:26] Okay.

Anita Best: [00:24:27] If you’re doing a home-based franchise or something that can be run out of a small warehouse or a small office, you don’t need a lot of runway. And those typically cost less on the front end. Oftentimes, it can have a much higher long-term income potential. You got to be able to pay your bills. If you’re looking at investing in anything in a strip shopping center or real brick and mortar where you’ve got to sign a five-year lease, and you’ve got to pay employees, and you’ve got to have inventory, you need to have 18 months to two years runway, both working capital and personal living expenses. Some can ramp up much faster than that. But if it doesn’t, if you don’t execute as quickly as you think, or there’s a blip anywhere, that’ll take you down; whereas, if you’re working out of a warehouse or a small office, a lot less money is needed to have a much longer runway.

Michael Blake: [00:25:28] Okay.

Anita Best: [00:25:28] So, it depends on the concept and the type of franchise.

Michael Blake: [00:25:29] And some franchises are much more capital-intensive than others, like you just alluded to. If you have a highly service-based business where you, yourself, even could kind of show up and provide the service, that’s one thing. But if you’re going to do — I don’t know. If you’re going to do a hotel, for example, many of which are franchised, right?

Anita Best: [00:25:54] Right.

Michael Blake: [00:25:54] That’s millions of dollars potentially of upfront costs

Anita Best: [00:25:58] Yeah, and ongoing capital investment for sure.

Michael Blake: [00:26:00] Right, right, okay.

Anita Best: [00:26:02] Yeah.

Michael Blake: [00:26:03] So, I would imagine a lot of the people that come to you, they may have an interest in a franchise, but they haven’t necessarily been in that business before. Is that a deal breaker if somebody wants to get into health care, but they’ve never done health care, they don’t even know how to put a Band-Aid on? Does not preclude them from being in the business, or can they be trained up, or how does that dynamic work?

Anita Best: [00:26:33] The vast majority of people that I see buying franchises wind up in an industry that they are completely unrelated to. Now, there are some that having knowledge of that industry is helpful, but that’s part of the beauty of a franchise. It’s more your skillset, your desire, energy, and ability to execute. Feeling an affinity for the business, that is important. But in most cases, you don’t need to have a lot of experience in that industry. You have to have the skill set to execute the business model.

Michael Blake: [00:27:12] And in most these franchise systems, not only offer training, they’ll require you to participate and do well in the training before they’ll grant you the franchise, correct?

Anita Best: [00:27:25] Well, no. Actually not.

Michael Blake: [00:27:27] Okay.

Anita Best: [00:27:27] Most of them do have extensive training. And the research process with any franchise concept is typically going to take, at least, six weeks. They’ll have webinars. They’ll have different people in the company they want you to speak to. You’re going to want to be doing some research on your own. But I only have heard of one franchise over the years that actually allows you to go to training before you purchase the franchise because, I think, that would be kind of fraught with trouble for the franchisor because of insider knowledge and information to not let just anybody come-

Michael Blake: [00:28:02] Yeah, that makes sense.

Anita Best: [00:28:03] … to their franchise training.

Michael Blake: [00:28:05] There are trade secrets there.

Anita Best: [00:28:05] Right. But every franchise has training. Some of it is distance training. Some of it is you go off to them for a week or two weeks. I know many that have a two-week training program. Some of them, obviously, have required reading for you to do. Some of them send people into your territory. And most of them have some combination of those three. So, there is a lot of training once you sign on the dotted line and purchase your franchise.

Anita Best: [00:28:34] And there’s ongoing training to, varying degrees. Many franchisors have coaches that you talk to once a week, and you can call more often if you want to. Many of them have annual conventions where there’s a lot of training. A lot of them have weekly calls that all the franchisees can get on, and talk to each other, and compare notes, and share, or intranets where you can type in information. And another franchisee that has the answer will respond and jump on a call with them if you need more information. So, there’s lots of resources for ongoing support-

Michael Blake: [00:29:12] Got it.

Anita Best: [00:29:12] … in a good franchise model.

Michael Blake: [00:29:14] So, do you have a favorite success story of somebody that you’ve helped get into the franchising business?

Anita Best: [00:29:21] One of my favorites, and this is just about two years ago now, a female executive here, a Kettering member, a good friend of mine called me and said that her daughter was a meteorologist in Alabama, and they were married, and her husband was selling insurance, and she was looking for change, he was looking for a change of what I talked to them about franchise opportunities. Of course, that’s very flattering when somebody will trust you with their children.

Michael Blake: [00:29:47] Yeah.

Anita Best: [00:29:47] And so, I worked with them probably for five or six months. They purchased a franchise. It was a home modification franchise for seniors, a rather small warehouse. And they loved it. They’re so excited. They sent me these lovely notes. They were rookie of the year their first year. And when I see their mom, she’s so grateful. I mean, it’s just to see younger — must my candidates our senior executives just because that’s the world I’ve been living in. That’s rewarding too, but to have the children of a good friend achieve that level of success, and to see these young kids starting out on this entrepreneurial journey.

Anita Best: [00:30:29] And I think it’s great because most — and I use the entrepreneurial warden, but most people, they get into business for themselves, it’s usually not the last one. It usually turns into multiple streams of income. You’ve got the freedom to control your schedule. So, oftentimes, other opportunities present themselves or additional territories possibly with the concept that you’ve already are working within, or just other opportunities start to present themselves. So, it was really fun and exciting to see this young couple do that.

Michael Blake: [00:31:05] All right. So, we’re running out of time here. So, I think, the last question I want to ask you is, if someone wants to learn more about this kind of opportunity, this kind of direction for themselves, how can they best contact you? Can they contact you? And if so, how can they do that?

Anita Best: [00:31:21] Of course. Thank you, Michael. That would be very nice. They could send me an email at Anita@findyourfranchise.com, just like it sounds. They could call me 404-218-7808, or they could send me a text, and I’d be delighted to chat with them.

Michael Blake: [00:31:39] Okay. So, that’s going to wrap it up for today’s program. I’d like to, again, thank Anita so much for joining us and sharing her expertise with us today. We’ll be exploring a new topic each week. So, please tone in, so that when you’re faced with your next business decision, you have clear vision when making it. If you enjoy this podcast, please consider leaving a review through favorite podcast aggregator. It helps people find us, so that we can help them. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company. And this has been the Decision Vision Podcast.

Tagged With: Dayton accounting, Dayton business advisory, Dayton CPA, Dayton CPA firm, Find Your Franchise, Find Your Franchise Inc., food service franchise, franchise brokerage, franchise coach, franchise compatibility, franchise consultant, Franchise Disclosure Document, franchise selection, Franchisee, franchisees, Franchising, Franchisor, home-based franchise, Keller Williams, Michael Blake, Mike Blake, transition out of corporate

Decision Vision Episode 16: Should I locate my business in an incubator or accelerator? – An Interview with Sanjay Parekh, Prototype Prime

May 23, 2019 by John Ray

Decision Vision
Decision Vision
Decision Vision Episode 16: Should I locate my business in an incubator or accelerator? – An Interview with Sanjay Parekh, Prototype Prime
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Michael Blake, Host of “Decision Vision,” and Sanjay Parekh, co-founder of Prototype Prime

Should I locate my business in an incubator or accelerator?

What’s the difference between an incubator and an accelerator? Should I locate my business in an incubator? What are the factors I should consider? On this episode of “Decision Vision,” Host Michael Blake speaks with Sanjay Parekh, co-founder of Prototype Prime, on these questions and more.

Sanjay Parekh, Prototype Prime

Sanjay Parekh, Prototype Prime

Sanjay Parekh is a co-founder of Prototype Prime. Prototype Prime is a 501(c)3 non-profit hardware & software startup incubator. Their mission is to provide startup companies with the support they need to launch and scale. Funded by the City of Peachtree Corners. Prototype Prime is a regional affiliate of the Advanced Technology Development Center (ATDC) at Georgia Tech, and is located just 30 minutes north of Atlanta.

Sanjay Sanjay a co-founder of Prototype Prime, a non-profit incubator and a serial technology entrepreneur. In addition to co-founding Prototype Prime, Sanjay is a co-founder of MailMosh, a startup focused on making email a better experience. He is also the co-host of Tech Talk Y’all, a self-proclaimed tech comedy podcast.

Previously Sanjay launched Startup Riot, a conference for startups which pioneered the three minute, four slide presentation format. Prior to founding Startup Riot, Sanjay was the founding CEO of Digital Envoy and the inventor of the company’s patented NetAcuity IP intelligence technology. At Digital Envoy, Sanjay led the company to raise $12 million in angel and venture funding. Digital Envoy was acquired by Landmark Communications in June 2007.

Sanjay holds an electrical engineering degree from the Georgia Institute of Technology and an MBA from Emory University’s Goizueta Business School.

Michael Blake, Brady Ware & Company

Mike Blake, Host of “Decision Vision”

Michael Blake is Host of the “Decision Vision” podcast series and a Director of Brady Ware & Company. Mike specializes in the valuation of intellectual property-driven firms, such as software firms, aerospace firms and professional services firms, most frequently in the capacity as a transaction advisor, helping clients obtain great outcomes from complex transaction opportunities. He is also a specialist in the appraisal of intellectual properties as stand-alone assets, such as software, trade secrets, and patents.

Mike has been a full-time business appraiser for 13 years with public accounting firms, boutique business appraisal firms, and an owner of his own firm. Prior to that, he spent 8 years in venture capital and investment banking, including transactions in the U.S., Israel, Russia, Ukraine, and Belarus.

Brady Ware & Company

Brady Ware & Company is a regional full-service accounting and advisory firm which helps businesses and entrepreneurs make visions a reality. Brady Ware services clients nationally from its offices in Alpharetta, GA; Columbus and Dayton, OH; and Richmond, IN. The firm is growth minded, committed to the regions in which they operate, and most importantly, they make significant investments in their people and service offerings to meet the changing financial needs of those they are privileged to serve. The firm is dedicated to providing results that make a difference for its clients.

Decision Vision Podcast Series

“Decision Vision” is a podcast covering topics and issues facing small business owners and connecting them with solutions from leading experts. This series is presented by Brady Ware & Company. If you are a decision maker for a small business, we’d love to hear from you. Contact us at decisionvision@bradyware.com and make sure to listen to every Thursday to the “Decision Vision” podcast. Past episodes of “Decision Vision” can be found here. “Decision Vision” is produced and broadcast by Business RadioX®.

Visit Brady Ware & Company on social media:

LinkedIn:  https://www.linkedin.com/company/brady-ware/

Facebook: https://www.facebook.com/bradywareCPAs/

Twitter: https://twitter.com/BradyWare

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Show Transcript

Intro: [00:00:01] Welcome to Decision Vision, a podcast series focusing on critical business decisions, brought to you by Brady Ware & Company. Brady Ware is a regional, full-service, accounting and advisory firm that helps businesses and entrepreneurs make vision a reality.

Michael Blake: [00:00:20] And welcome back to another episode of Decision Vision, a podcast giving you, the listener, clear vision to make great decisions. In each episode, we discuss the process of decision making on a different topic. Rather than making recommendations because everyone’s circumstances are different, we talk to subject matter experts about how they would recommend thinking about that decision.

Michael Blake: [00:00:37] My name is Mike Blake, and I am your host for today’s program. I am a Director at Brady Ware & Company, a full-service accounting firm based in Dayton, Ohio, with offices in Dayton; Columbus, Ohio; Richmond, Indiana; and Alpharetta, Georgia, which is where we are recording today. Brady Ware is sponsoring this podcast. If you like this podcast, please subscribe on your favorite podcast aggregator, and please also consider leaving a review of the podcast as well.

Michael Blake: [00:01:03] So, today’s topic is about co-working spaces, accelerators, incubators, and there are probably three or four other names for these kinds of places that I’m not even familiar with yet. I can’t speak for the rest of the country, but they have popped up like dandelions all over Atlanta in the last five years. And even in my hometown of Chamblee that has, I think, a population of about 30,000 people, we have, at least, two co-working spaces, accelerators, of which I’m aware. And I happen to be a member of one of them. It’s a nice place to kind of hang out. It’s at the airport, and a place we’re allowed to have meetings. They do a good job.

Michael Blake: [00:01:42] But for the most, it’s very likely that if you can listen to this podcast, there is a co-working space, an accelerator, an incubator near you. And you might be kind of wondering, does it make sense for me to be in one of these places? What’s it all about? Why are they generating the interest and the buzz they are? Why are some of my competitors there? Why are a lot of startups there? And is it right for me, whether I’m a startup or a more mature company?8

Michael Blake: [00:02:11] And today, we are joined by my pal, Sanjay Parekh, who is one of the true OGs of the startup community here in the Atlanta area. Unlike me, who’s basically been one of the world’s ugliest cheerleaders for about 12 years or so, he has actually started companies, had exits, ran a very important organization called Startup Riot about the same time as we were doing Startup Lounge. And I’m proudly wearing one of the Startup Riot T-shirts here today. And Sanjay has been about as active as anybody for as long as anybody in the startup community.

Michael Blake: [00:02:50] And one of the hats that he is wearing at this point is he is co-founder of Prototype Prime. He is a serial technology entrepreneur. He’s currently founder of MailMosh, a startup focused on making e-mail a better experience. And maybe we’ll get some information about that. As I mentioned before, he’s co-founder of the startup — not really so much a startup anymore, but an accelerator – I guess. Sanjay will probably correct me – called Prototype Prime that is in the northern Atlanta Metro area, about three miles north of where I live.

Michael Blake: [00:03:21] He’s also the co-host of his own podcast called Tech Talk Y’all, a podcast covering technology with a Southern flair. And if you haven’t, I listened to a couple of episodes. If you’re into technology, and you want to understand the local, sort of, southern, the Southeastern startup scene, because it is different from other places in the country, you really ought to give it a listen.

Michael Blake: [00:03:41] Previously, Sanjay launched Startup Riot, a conference for startups, which pioneered the three-minute, four-slide presentation format. And that was an extremely important event. I think they got up to hundreds of attendees and was eventually holding these things downtown. And the thing I loved about it was that Sanjay was not afraid to use the vaudeville hook either. If you went 301, you are done. And think about pitches that if they drag, man, they are tedious. And Sanjay made sure that didn’t happen.

Michael Blake: [00:04:12] Prior to founding Startup Riot, he founded Founder Fables, an off-the-record conference for founders. He was also the founding CEO of a company called Digital Envoy, and the inventor of the company’s patented NetAcuity IP intelligence technology. At Digital Envoy, Sanjay led the company to raise $12 million in angel and venture funding. Digital Envoy was acquired by Landmark Communications in June 2007.

Michael Blake: [00:04:36] He holds an Electrical Engineering degree from Georgia Tech and an MBA from Emory University’s Goizueta Business School. And weren’t you on also one of those special European study grants? Was it called the MacArthur grant? I’m trying to remember.

Sanjay Parekh: [00:04:50] No. It was actually the Marshall Memorial Fellowship.

Michael Blake: [00:04:52] That’s what it is, okay.

Sanjay Parekh: [00:04:53] Yeah, yeah. So, that was in ’04, and it was a month-long trip. It’s a fantastic trip. They take Americans to Europe for a month, and Europeans come to the US for a month. And, really, it’s about building better transatlantic relations between. It’s really, kind of, a gift back to us. It’s from the German Marshall Fund of the United States. It’s a gift back to us from the people and government of Germany for the help that we gave them during the Marshall Plan post-World War 2.

Michael Blake: [00:05:17] I wonder if that program’s still going on today?

Sanjay Parekh: [00:05:20] It is, yeah.

Michael Blake: [00:05:21] Okay.

Sanjay Parekh: [00:05:21] And it’s still a pretty strong program because it’s an important thing. I think between Europeans and Americans, we need to understand each other better.

Michael Blake: [00:05:28] More than ever today, right?

Sanjay Parekh: [00:05:30] Yeah. And you realize as you travel that Europeans are different, right? You’ve got the Eastern European, versus Western, versus Southern. It’s all very different in their mentality. I had a very different experience based on the places I went to.

Michael Blake: [00:05:44] Yeah. As you know, I lived in Eastern Europe for a number of years.

Sanjay Parekh: [00:05:47] Yeah.

Michael Blake: [00:05:47] And that kind of experience does change you, I think.

Sanjay Parekh: [00:05:51] Yeah, absolutely.

Michael Blake: [00:05:52] And for me, that kind of experience led me to look at kind of what is the other person thinking.

Sanjay Parekh: [00:05:59] Right.

Michael Blake: [00:05:59] Not just sort of have my mouth open, which is what I normally would have done before I went over there. But instead, what is the other person’s viewpoint. And the best way to do that is to actually kind of be in that room, right.

Sanjay Parekh: [00:06:10] Right, exactly. And be receptive to the feedback and their perspective of what you’re doing. Like, we got railed on. I mean, if you can imagine 2004, and the things that we were doing, and what was going on in the world, we got kind of blamed for a bunch of stuff that we didn’t necessarily agree with, and because our country and our government was doing those things. And so, it was hard.

Michael Blake: [00:06:30] Yeah.

Sanjay Parekh: [00:06:30] I will say when we went to Poland, that was a nice respite from all of that because those Poles, they love us.

Michael Blake: [00:06:37] They do. They do. I’ve been to Poland a little bit. And you’re absolutely right. They roll out the red carpet.

Sanjay Parekh: [00:06:42] That is a great country for Americans. I really love my time there.

Michael Blake: [00:06:47] So, let’s jump in. So, we were talking, and I was talking in the intro about this advent of co-working, and accelerators, and incubators. And so, Prototype Prime was not the first in by any stretch of the imagination.

Sanjay Parekh: [00:07:05] Absolutely not, yeah.

Michael Blake: [00:07:05] So, you saw all these other co-working spaces, all these other — I’m just going to call them spaces because it just takes too long to go slash, slash, slash.

Sanjay Parekh: [00:07:15] Right.

Michael Blake: [00:07:16] Right. All these spaces, what made you think that we needed frankly another one? What’s the differentiator? What was the market need?

Sanjay Parekh: [00:07:23] Yeah. Well, so, for me, I definitely saw a need on the northern arc of Atlanta. There’s a lot of stuff going on inside the city, inside the perimeter, but not as much around the kind of northern arc. But honestly, I was not really looking to start one of these. I was on a panel that ATDC was doing probably about three years ago now.

Michael Blake: [00:07:43] That’s the Advanced Technology Development Center at Georgia Tech.

Sanjay Parekh: [00:07:46] Right. And our mutual friend, Jen Bennett, was running it then. She was GM. And they’d been asked by the City of Peachtree Corners to come up and do a panel to, kind of, figure out the appetite of doing an incubator there. And Jen was like, “I know you live up that way. Would you mind doing this?” And as most things, when somebody asks me to come and speak, I’m always happy to do it, with the caveat that they should know that, look, I’m going to tell you things that you’re probably not going to agree with or be happy about me saying, but it’s because that’s what I believe. You don’t have to listen to what I say. You don’t have to do what I have to say. It’s just that’s what I believe.

Sanjay Parekh: [00:08:21] And so, I did exactly that on this panel. And then, afterwards — and I laid it out. I told them like, “These are the things that are wrong here, and these are the things that you need to fix to make this all work.” The mayor’s wife, Debbie Mason, came up to me and said, “I love what you had to say. Let me introduce you to the Mayor.” Introduced to Mike Mason, who is still currently the mayor of Peachtree Corners. And we started this series of breakfast, and it was really just me unloading on him all the ideas that I had that he should go do.

Michael Blake: [00:08:48] That sounds like your dream conversation.

Sanjay Parekh: [00:08:50] Absolutely. Like, “Let me tell you everything you should do, and I’m not going to do any of it. You execute it, and I’m going to just cheer from the sidelines.” But by the end of that, he was basically going, he’s like, “Well, obviously, I want you.” And it wasn’t obvious to me. “Obviously, I want you to come in, and help with this thing, and help start it up.” And so, I actually have never told him yes. I told him no a bunch. I even went to his house and told him no because I was busy at Georgia Tech at that point. And somehow, still, I ended up managing to be involved with this thing and helping found it.

Sanjay Parekh: [00:09:21] So, that’s how that whole thing happened. And I’ll tell you, it’s been a great experience. The city — it’s a non-profit. Prototype Prime is a nonprofit, standalone. The city funds it. So, funds the budget every year. And they let me do a lot of crazy things. I believe a few things strongly about Atlanta that we’ve got great art, great music, great film, great startups, great corporates, great non-profits, but these things don’t talk to one another.

Sanjay Parekh: [00:09:44] And I think that’s a challenge in almost every city out there where you have got these great silos of stuff, but they don’t cross-pollinate. And so, if anybody is out there in another city, if you’re thinking about what you can do better for your city, it’s trying to figure out ways for that to happen, that cross-pollination happen.

Sanjay Parekh: [00:10:00] So, one of the things that I did is I engaged with Atlanta artist to come and do artwork on the walls, right. So, when we started, it was a depressing building. It was white walls everywhere, very echoey, nobody was there. And now, there’s a lot of artwork. People walk in and they feel the energy. They feel the vibe of the place. And it’s been great for us. That’s not the right answer for every place, but it was the right answer for us.

Michael Blake: [00:10:23] So, when you were telling the mayor of Prototype Prime and-

Sanjay Parekh: [00:10:28] Peachtree Corners.

Michael Blake: [00:10:30] Sorry, Peachtree Corners, what they needed to fix what, were some of the top three or four things you thought needed to be fixed and done differently?

Sanjay Parekh: [00:10:39] Yeah. One of my top things was, and still is, is transportation. So, we’re in Gwinnett County. We have MARTA. The closest MARTA stop is Doraville, which is maybe a 10 or 12-minute ride.

Michael Blake: [00:10:52] It’s closer to me in Chamblee than it is to you in Peachtree Corners.

Sanjay Parekh: [00:10:55] Right, exactly. Now here’s the thing. So, there is a Gwinnett County bus, that is in Tech Park, that will take you to Marta. So, I said it’s a 10 to 12-minute ride by car. It will take you over an hour on that bus.

Michael Blake: [00:11:07] And you just had a referendum, unfortunately, on joining MARTA. And it was surprisingly strongly defeated actually.

Sanjay Parekh: [00:11:15] Yeah. There’s a lot of discussion about that, and why that happened, and the timing of it, and all these kinds of things but-

Michael Blake: [00:11:20] Read the editorials in ajc.com for that.

Sanjay Parekh: [00:11:23] Right, exactly. But I think that will eventually change down the line because the makeup of Gwinnett County is changing. And it’s the largest county in the Metro area, and there’s so many jobs, there’s so many people commuting in and out of that county that if we’re going to actually fix and address the transportation issues across Metro Atlanta, it’s got to involve Gwinnett County and be a part of that puzzle.

Sanjay Parekh: [00:11:42] So, that was one of the major things that I told them that needs to be it. But the other parts were we’re really kind of being engaged with the startups and really helping out in a lot of stuff. So, one of the things that I asked them to do is something that passed in the City of Atlanta where we did this thing, or the City of Atlanta did this thing where the business licenses for early stage startups are waived for the first couple of years. And so, that’s an ordinance in the City of Atlanta.

Sanjay Parekh: [00:12:11] I think it’s absolutely great. I think all of the cities and municipalities in Metro Atlanta should pass the same exact thing. I asked the Mayor and the City Council of Peachtree Corners to pass that. They basically took the text of the City of Atlanta ordinance and passed it as well.

Sanjay Parekh: [00:12:24] So, that was one of those things like, okay, I understand you’re going to do this, and you’re going to put money behind it, but you’ve got to show more of that support than just, “Hey, we set up this thing, start companies, and have them be here,” right. It’s got to be that whole messaging. And a couple hundred dollars a year is really not going to change the calculus of a startup failing or succeeding, but it sends the message.

Sanjay Parekh: [00:12:46] And so, right along with that, having City Council folks and the Mayor in the space, around the space, just around, even if they’re not meeting with teams, it’s important because it sends that message that this is something that they care about, and this is something that they support.

Michael Blake: [00:13:01] Now, you mentioned the geography. And geography is important everywhere. But Atlanta has a strange geography. There’s this emotional barrier of our Ring Road 285.

Sanjay Parekh: [00:13:11] Right.

Michael Blake: [00:13:11] You feel like you need a passport to kind of cross over. I sold my company and joined a firm that’s up in Alpharetta. So, I live inside the perimeter now. I occasionally commute outside the perimeter. And the thing you don’t realize until you do it, and you probably do know this, I’m sure you know this, is that it’s actually very different communities. Like if I go to startup events in Buckhead, Midtown, the usual suspects, you know most of the people in the room.

Sanjay Parekh: [00:13:39] Yeah.

Michael Blake: [00:13:39] Alpharetta, I know two people in a room full of a hundred. And until you do that, you don’t realize how different those communities are, and how important that geographic segmentation is.

Sanjay Parekh: [00:13:51] Yeah. And that kind of goes back to that same idea of we need these things to cross-pollinate, right. As a metro city, we’re not going to continue to improve our startup community unless those communities are cross-pollinating, right. I mean, we should be able to go into an event in Alpharetta or wherever and know more than two people. That’s not good.

Michael Blake: [00:14:12] Yeah. And yeah, that’s right. So, you’re trying to fix this a little bit now with Prototype Prime. Other than the geographic location and the message you’re trying to send, what are some of the other differentiating features in your mind?

Sanjay Parekh: [00:14:26] Yeah. So, number one, it’s a nonprofit. So, my view on this was this is not something that is associated with me as a name. This is something that I’m building to be a long-term asset in the community. So, I often talk about as of this year, the 81-year plan. How do we get to the year 2100 with what we’re doing right now? I don’t really care about the next couple of years. I really care about Prototype Prime being around at the turn of the next century and still helping people.

Sanjay Parekh: [00:14:57] So, that is my focus. I have a concern about other facilities in and around town, and even across the US that are these for-profit places. I don’t really know that they’re going to be around at the turn of the next century. Is Prototype Prime going to be? I don’t know. I hope so. That’s what we’ve been building for. And that’s the message that I keep sending that we’re focused on the year 2100. So, we’re trying to make decisions that are based on the long-term, not on the short-term with the space.

Michael Blake: [00:15:25] And how do those kinds of decisions differ? How would a decision maybe you’re faced with, if you’re thinking of a five-year horizon versus a 2100 horizon, what’s the difference?

Sanjay Parekh: [00:15:38] Yeah. So, I think part of it is being a nonprofit. That builds in that idea that this is going to pass from hand to hand. It’s not going to start with a founder. And then, when they’re tired of it, it’s going to shut down. This is definitely going to live on.

Sanjay Parekh: [00:15:51] The other part of it is some of the moves that we’ve made. So, recently, we got granted $1.8 million by the Federal Government to buy the building that we’re in. We were leasing it from a landlord, which was not the city. We, now, own that building completely. So, 25,000 square feet owned by the organization. So, it has a home. It’s not going to go away from that home, or maybe down the road, it well when it sells that building and moves into another building.

Sanjay Parekh: [00:16:15] Alongside of that, we’ve been forging these partnerships. So, we’re building this advanced autonomous test track. So, a vehicle test track, 1.4-mile loop inside of Tech Park, where vehicle companies can come and test out their vehicles on this dedicated track that is dedicated, but it still interacts with the public. So, there’s that interaction. Alongside of that, Sprint is coming in and doing a 5G deployment inside of Tech Park, starting from our building. So, it’s called Curiosity Lab. And that’s an opportunity for this next stage of startups to be able to use next-generation communication technologies.

Sanjay Parekh: [00:16:50] So, it’s trying to build in all of these things that really create an excitement. And the fact that we’re in Tech Park, which used to be the hotbed of telecom, kind of, innovation in Atlanta that’s kind of gone away, but we’re trying to bring it all back. So, it’s not just telecom. It’s a bunch of other things. It’s vehicles, it’s software startups, it’s all of these things. And hopefully, they’ll graduate from our place, and then move close by, and so we can still be involved with them.

Michael Blake: [00:17:15] So, a common theme that I can hear from, at least, the Sprint and the car track exercise is that those are prototyping resources.

Sanjay Parekh: [00:17:23] Yeah. Essentially, yeah.

Michael Blake: [00:17:24] What do you know, Prototype Prime, prototyping resource.

Sanjay Parekh: [00:17:27] Right, Prime being the first place that you do your prototype, right. That’s your call.

Michael Blake: [00:17:30] Is that deliberate? Are there other prototyping resources as well, maker spaces, things of that nature?

Sanjay Parekh: [00:17:35] Yeah, exactly. So, we’re one of only two spaces – the other one being a TDC in Atlanta – that has a design and development lab. So, we’ve got a lab. We’ve got a handful of teams that use that lab. One of them has grown tremendously with us. Trellis started with two people. They’re now, I think, 16. And they build all their products in our lab. So, we’ve got 3D printers. We’ve got soldering stations. I mean, you name it, we’ve got it.

Michael Blake: [00:18:01] So, I want to come back to this 2100 description because I think that’s fascinating. So, I’m going off script a little bit. The typical space model is you help a company for some period of time.

Sanjay Parekh: [00:18:19] Yeah.

Michael Blake: [00:18:20] And then they “graduate”, right?

Sanjay Parekh: [00:18:22] Right.

Michael Blake: [00:18:22] You slash encourage them to leave, kick them out, whatever.

Sanjay Parekh: [00:18:25] Yeah, yeah.

Michael Blake: [00:18:27] Is the fact that you’re, kind of, designed for longevity from day one, does that mean that that part of the model changes too, or maybe you’d love it if a company stayed there for 10 years?

Sanjay Parekh: [00:18:37] Yeah. So, no. We don’t want companies to stay there for long term.

Michael Blake: [00:18:41] Okay.

Sanjay Parekh: [00:18:41] Really, the goal is to help them early, early stage when they’re just fledgling companies, get them to the point where they’re starting to scale. So, our three tag lines are dream it, build it, scale it. That’s what we help entrepreneurs do. So, dream it when they’re just starting out, figuring out what to do. Build it when they’re starting to build their company, and then when they’re starting to scale. But as they start to scale, that’s the time for them to get pushed out.

Michael Blake: [00:19:01] Okay.

Sanjay Parekh: [00:19:02] So, we actually had one team, that was our second team in. So, Trellis was our first team in, grew from two people to 16 now. Our second team in site grew from a single founder to, now, I think, it’s about 18 or 20 people. And they were actually getting to the size where I was starting to talk to them about it’s going to be time to leave soon. And the founder said, “Yeah, we’re not going to leave.” And I said, “”No, no. I’m not kidding. I’m serious that you guys are just getting too big.” And this was only when we had the downstairs. And so, they said, “No. We like it here too much. We don’t want to leave.”

Sanjay Parekh: [00:19:35] And so, with the upstairs, City Hall used to upstairs, and they left, that opened up the possibility for us to take over the upstairs. So, we ended up taking a third of the space upstairs dedicating it to them. And so, we have a different relationship with them now. But I think that was a one-off. I don’t think we’re going to do that again. When they leave in a couple of years, that space is probably going to get reclaimed and be just regular startup space that people are coming in, there for a little while.

Sanjay Parekh: [00:20:01] My plan has always been three to four years, at the most, that we would hold onto a team. We want teams to graduate from us, and then move on to the Atlanta Tech Village, Switch Yard, Flat Iron, Strongbox, Atlanta Tech Park — Park Tech — Tech Park Atlanta. Tech Park Atlanta.

Michael Blake: [00:20:20] Yeah.

Sanjay Parekh: [00:20:20] Yeah. I always get that confused, 22TechPark. Like any of those places. The Alpharetta. Any of those places. We really view ourselves as the early, early stage. And we’re going to help the companies get their feet under them and get going, so that they can graduate to these other places. And the other places don’t have to worry about the viability of those teams. They know that they’re going to come in. They know what they’re doing. They’re going to continue to grow. And they’ll probably, at some point, outgrow those spaces as well. But I think that’s good.

Sanjay Parekh: [00:20:49] And the reason why we view ourselves that way is that, again, to that 2100 view, this was an area that I saw was lacking, and all of those places that I mentioned are run by friends of mine. And I didn’t ever want to compete with friends of mine because we have so many challenges and every city has challenges. Like why try to compete over the same things over and over again. Figure out something new and something different. And that’s what we decided to do with Prototype Prime.

Michael Blake: [00:21:16] In that respect, it’s like Startup Riot and Startup Lounge all over again, right?

Sanjay Parekh: [00:21:19] Yeah. No, exactly.

Michael Blake: [00:21:19] We need to be careful that we weren’t marginalizing somebody else inadvertently.

Sanjay Parekh: [00:21:24] Right.

Michael Blake: [00:21:24] Because the goal for both of our organizations was put ourselves out of business-

Sanjay Parekh: [00:21:28] Yeah.

Michael Blake: [00:21:28] … which, thankfully, we did.

Sanjay Parekh: [00:21:29] Yeah. Exactly, yeah.

Michael Blake: [00:21:30] So-

Sanjay Parekh: [00:21:30] Although everybody still keeps telling me that they wish that Startup Riot would come back. And I tell them that that boat has sailed at this point.

Michael Blake: [00:21:37] I have to say the same thing about Startup Lounge.

Sanjay Parekh: [00:21:39] Yeah.

Michael Blake: [00:21:39] But everybody wishes it would come back, but they also wished that I would do it. And that’s not happening.

Sanjay Parekh: [00:21:44] Yeah. I say the same thing. I’m like, “Yeah, if you want to do it, I’m happy to give you all the stuff. I got stickers still. I would cheer you on.”

Michael Blake: [00:21:52] We’ll give you the nuclear launch codes to the website, everything.

Sanjay Parekh: [00:21:55] Exactly.

Michael Blake: [00:21:55] No, man, I got too much stuff going on.

Sanjay Parekh: [00:21:56] No, no, no, I’m too busy. I e-mailed 3000 people saying, “Who wants take it over?”

Michael Blake: [00:22:01] I remember that.

Sanjay Parekh: [00:22:01] Crickets.

Michael Blake: [00:22:03] I remember that. And that’s the evolution of the market.

Sanjay Parekh: [00:22:08] It is. And truth to be told, like you know this as well, events are hard to do. And I don’t blame anybody for not taking it up because it’s a painful exercise, and I don’t wish that on anybody.

Michael Blake: [00:22:19] Yeah. I mean, you got to love it. And neither of us got paid for it either.

Sanjay Parekh: [00:22:24] No, exactly. Yeah. Labor of love for both of them.

Michael Blake: [00:22:26] Definitely. So, where does Prototype Prime fit, in your mind? It doesn’t sound like it’s really co-working space. Is it an accelerator? Is it an incubator? Is it a hybrid? Is it something else? Maybe the distinction is not meaningful. What bucket would you put it into?

Sanjay Parekh: [00:22:45] So, we call ourselves an incubator. So, to me, an incubator is a place that helps companies like this but doesn’t put money in. To me, an accelerator is a place where you have a structured program, as well as money that’s going in as an investment.

Michael Blake: [00:22:59] Okay. So, GT Flashpoint, for example, was an accelerator.

Sanjay Parekh: [00:23:03] That’s an accelerator.

Michael Blake: [00:23:04] Because they had money in the wings kind of for-

Sanjay Parekh: [00:23:05] Absolutely, absolutely.

Michael Blake: [00:23:06] Okay.

Sanjay Parekh: [00:23:06] Yeah. And it might not be money that’s directly from the program, but it might be a side fund, which is what Flashpoint was. And I don’t know if that’s changed now. But Atlanta Tech Village, to me, is more of a co-working space than it is an incubator-

Michael Blake: [00:23:21] I agree.

Sanjay Parekh: [00:23:22] … or an accelerator. So, for us, an incubator is that we’re still pretty heavily involved with teams. So, we’re around, we’re meeting with teams. I was just there yesterday chitchatting with a handful of teams, talking about their problems, giving them ideas, things like that; whereas, in a co-working space you don’t necessarily have that.

Sanjay Parekh: [00:23:39] And all of these though, you do have the serendipity, the casual kind of interaction that ends up happening. You’re running into folks and you might find the aha solution to whatever problem you’ve been struggling with. So, that’s, I think, the benefit of doing any one of these. But as an incubator, I think we’re a little bit different. We don’t have a deadline that says, “You’ve got to get out by then.”

Michael Blake: [00:24:00] Right, okay. So, what kinds of companies do you think incubator — I’ll focus on incubator and accelerators. What kinds of companies you think do best in those kinds of environments?

Sanjay Parekh: [00:24:13] Yeah. So, for an accelerator, they usually have a target kind of market niche that they can help with. So, I would focus on that. Incubators are, often, the same way as well. So, we are a hardware and software incubator. We are not a lifestyle business incubator or anything else like that. So, if you’re starting up dry cleaning stores or barbershop, you should not come to Prototype Prime. We are not going to be able to help you. And it’s not that we don’t love you, it’s just that we don’t have the skills to help in that environment.

Michael Blake: [00:24:38] That’s not your thing.

Sanjay Parekh: [00:24:39] Yeah.

Michael Blake: [00:24:39] You don’t know anything about running a dry cleaning business.

Sanjay Parekh: [00:24:40] No, not at all. I have no idea. I don’t know the issues you’re going to face or anything else like that. Your best to go to a place where you’re served and helped by people that understand your space. So, that’s, I think, number one that you should think about.

Sanjay Parekh: [00:24:55] The other thing is that somebody that’s actually willing to be coachable and listen to feedback. All the feedback is not going to be dead-on accurate. You’ve got to figure out for yourself what’s right and wrong, but you’ve got to be, at least, open and willing to listen to it.

Sanjay Parekh: [00:25:10] And I’ll give you an example. I was interviewing an entrepreneur just not too long ago. So, we screen all the companies coming into Prototype Prime to make sure that, first of all, we’re a good fit for them, that we can help them with the things that they’re working on, but that they are also a good fit for us, that they’re going to be somebody that we want to have in the space, that makes sense, that we’re going to actually be able to help because they’re listening.

Sanjay Parekh: [00:25:31] This particular entrepreneur, I said something, they only had a handful of customers. and I said, “You know what? I think what you need to do is probably go out, and get some more customers first, and drive revenue before you start deciding to build custom products because I don’t know that you necessarily know what your customers want.” Well, this ticked off the entrepreneur, stood up halfway through the meeting. At that point, shook my hand, and said, “Well, thank you very much.” And stormed out of the meeting.

Sanjay Parekh: [00:25:56] That’s not the right personality. Even generally, if you’re gonna be an entrepreneur, you’ve got to have a thick skin. People are going to call your baby ugly. That’s just what it is. And so, you’ve got to have that conviction. You’ve got to have that understanding and that drive to be able to take it, and take that criticism, prove them wrong, but do it in a way that doesn’t burn bridges either. Like that entrepreneur, if he ever asked me for help, I’m going to be like, “Yeah, no.” Because I’m not going to introduce somebody like that to somebody I know and burn the bridge that I might have with them.

Michael Blake: [00:26:26] All right. I got to share this story with you.

Sanjay Parekh: [00:26:30] Yeah.

Michael Blake: [00:26:30] So, as you know, I’ve done office hours for a decade or so.

Sanjay Parekh: [00:26:34] Yeah, absolutely.

Michael Blake: [00:26:34] And years ago, a guy came and wanted my opinion on his business. In fact, I didn’t say it was even a baby, it’s more of like a wombat. I mean, they’re just so far off in left field. And he was upset, got up, left, and didn’t even paid his check. I wanted him to cover his check.

Sanjay Parekh: [00:26:54] Okay.

Michael Blake: [00:26:54] And then, about six months later, I got a handwritten note. And basically, he shut down his business. And he wrote me a note apologizing, had a $20 bill in it, cash, and said, “I’m so sorry. You were the one person who was honest with me. All my friends and family were cheerleading because they thought I was the supportive thing to do. They would have helped me more had they said my baby was really a wombat. And I wouldn’t waste all this time and money.” So, sometimes, you get that sort of delayed gratification, but for people that invest so much, it’s so hard for them to hear that.

Sanjay Parekh: [00:27:33] It is.

Michael Blake: [00:27:35] And maybe the first time somebody has ever said that to them.

Sanjay Parekh: [00:27:37] Right, absolutely. And I always try to be honest with entrepreneurs, and probably just like you, in a nice way.

Michael Blake: [00:27:43] Yeah.

Sanjay Parekh: [00:27:43] Right. We’re not going to do it ruthlessly, but-

Michael Blake: [00:27:46] We don’t go Simon Cowell on them.

Sanjay Parekh: [00:27:47] Exactly. But we try to do it in a way that is helpful to the entrepreneur because I agree with you. And this is why I always ask people when I do presentations or anything else, I want you to tell me what I did wrong. That’s all I care about. I don’t want to know how I did right because, obviously, I tried my best. I wouldn’t have come here and done anything if I wasn’t trying my best. So, I want you to tell me all the wrong things.

Sanjay Parekh: [00:28:10] And I think a lot of times, people need that permission from you to be able to tell you what you did wrong. But that’s generally what I do. That’s did on that panel for Peachtree Corners. I’m going to tell you what I think is wrong, like what you’re going to mess up on, and what you’re messing up on right now because that’s the only way to get better.

Michael Blake: [00:28:28] So, you’ve had a long entrepreneurial journey.

Sanjay Parekh: [00:28:32] I think you just called me old.

Michael Blake: [00:28:34] Nope. You called yourself old. You’ve had a long and storied entrepreneurial journey. And a lot of these places just did not exist back in ’07, ’08, and the ATL

Sanjay Parekh: [00:28:45] Yeah, yeah/

Michael Blake: [00:28:47] How would your journey have been different? Wouldn’t it have been different if there had been things like this available back when you were a pup?

Sanjay Parekh: [00:28:54] Yeah, I think it absolutely would’ve been different. I remember starting my first company. So, I came up with the idea for Digital Envoy in ’99, went full time in 2000. There, basically, was nobody as a mentor for me. There was nobody to learn from. Went to a few events that were technology-oriented around town, but they were basically wall-to-wall service providers just trying to sell me stuff. There was nobody trying to actually help.

Sanjay Parekh: [00:29:19] And so, I think, from kind of the capital of perspective, if there had been places like this, my costs would have been a lot less. I probably could have raised a lot less money, and been a lot more effective. But on the other side of it, I think I could have gotten to a point of solving things and getting the right answers quicker.

Sanjay Parekh: [00:29:39] I’ll give you an example. It’s kind of a minor example, but when we had our first office, me and my two co-founders, we’d never started a company before. This is the first -time starting a company. I was, at this point, 20 — having our first office, 25 years old, 26 years old, something like that. And a guy from the Better Business Bureau came in to sign us to operate. We’re like, “Oh, yeah. We’ll sign.” It was free. So, we’re like, “Yeah, sure. We can do that.” And so, he’s filling out the paperwork right there, and then he asked us – and we’d been in this office for a couple months at this point – “So, yeah. So, where’s your business license?” We’re like, “It must be in the mail. We haven’t got any yet. It’s in the mail. We’ll let you know that once we get it.”

Michael Blake: [00:30:19] Of course, you have business license

Sanjay Parekh: [00:30:21] Yeah. So, that very same day, our CFO ran to the City of Duluth and got our first business license because we didn’t know we needed one. Nobody tells you that. And look, it was a minor issue, even if we’d gotten caught and fined, it probably wouldn’t have been that outrageous. But, still, it’s those little things that just helped you along that process and speed you up in terms of making things happen that had we been in a space like that, we would have just not had to worry about some of those things. We wouldn’t have to worry about which accounting firm are we’re going to go with, or which law firm are we going to go with, or who do we use for X, Y, and Z, or how do we do benefits. Like all of that stuff would’ve been solved, and all that stuff is just the cruft garbage stuff that you have to do in starting a company, but it adds no value. It’s not the thing that you’re around for.

Michael Blake: [00:31:08] It’s like stock options valuations.

Sanjay Parekh: [00:31:09] Yeah. You’ve got to do it, but it doesn’t add any value.

Michael Blake: [00:31:15] No, it does not. I mean, it’s a distraction.

Sanjay Parekh: [00:31:17] It is, absolutely.

Michael Blake: [00:31:19] So, one last question. I know we got to get you out of here. I know you got some other stuff you got to do today, as you always do. But I want to ask you one other question, as a new — I don’t know that it’s a new concept but a new term called a colliding space. Have you heard that term before?

Sanjay Parekh: [00:31:33] I’ve heard that term people talk about. Yeah. Serendipity, collisions, and things like that. I don’t know exactly what a colliding space is and how that’s different from a co-working space, but I think all of us are essentially built for that.

Michael Blake: [00:31:47] Yeah.

Sanjay Parekh: [00:31:47] I was at Prototype Prime yesterday and randomly happened to see – you might know – CBQ, Charles Brian Quinn, with Greenzie, the robotic lawnmowing company.

Michael Blake: [00:31:56] I know of them, but don’t know him.

Sanjay Parekh: [00:31:58] Okay. So, CBQ has been around Atlanta for quite some time, and I was surprised to see him there. He was like, “Oh, yeah, we’re going to be doing some,” because we’ve got the autonomous advanced vehicle stuff. It’s like, “We’re going to be doing some autonomous lawn mowing alongside of all that.” I was like, “That’s kind of cool,” right.

Sanjay Parekh: [00:32:17] And having those random collisions. And then, I saw he was meeting with the Trellis team, which is monitoring water usage for farmers in their crop fields. And so, having those kind of serendipity, kind of collisions happening, I think, that’s a great thing. That’s a great thing for Atlanta. It’s a great thing for any city. And so, if governments are listening to this, anybody that’s in a municipality, if there’s one thing that you want to try to help do is create those collisions between people that are doing innovative stuff because you never know how they might be able to help one another.

Michael Blake: [00:32:49] So, we’re just about out of time, but we, obviously, can have a three-hour conversation on this, and then some. But if somebody wants to ask you a question, maybe follow up, can they reach out to you? And if so, how best can they contact you?

Sanjay Parekh: [00:33:02] Yeah. The best place always, for me, is on Twitter. So, I’m @Sanjay, that’s S-A-N-J-A-Y. I’m pretty responsive on Twitter. You can @ me, and my DMs are open, so you can private message me if it’s something you don’t want to plaster publicly on Twitter.

Michael Blake: [00:33:17] Okay. Well, very good. That’s going to wrap it up for today’s program. I’d like to thank Sanjay so much for joining us and sharing his expertise with us.

Michael Blake: [00:33:25] We’ll be exploring a new topic each week. So, please tune in, so that when you’re faced with your next business decision, you have clear decision when making it. If you enjoyed this podcast, please consider leaving a review through your favorite podcast aggregator. That helps people find us, so that we can help them. Once again, this is Mike Blake. Our sponsor’s Brady Ware & Company. And this has been the Decision Vision podcast.

Tagged With: coworking, Dayton accounting, Dayton business advisory, Dayton CPA, Dayton CPA firm, early stage startups, incubator, Michael Blake, Mike Blake, Non Profit, non-profit incubator, peachtree corners, startup accelerator, startup incubator, startups, Tech Park, Technology, vehicle test track

Decision Vision Episode 15: Data Security – An Interview with Charles Hoff, Data Security University

May 16, 2019 by John Ray

Decision Vision
Decision Vision
Decision Vision Episode 15: Data Security – An Interview with Charles Hoff, Data Security University
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Michael Blake, Host of “Decision Vision,” and Charles Hoff, CEO of Data Security University

Data Security

How big is the problem of hacking worldwide? How do I protect my business? If I experience a data breach, what should I do? In this edition of “Decision Vision,” Charles Hoff, CEO of Data Security University, answers these questions and more in an important conversation with “Decision Vision” host Michael Blake.

Charles Hoff, Data Security University

Charles Hoff, CEO of Data Security University

Charles Hoff is the CEO and Co-Founder of Data Security University. Data Security University (DSU) provides its clients with its innovative Security to the 6th Power platform.  The platform enables organizations, along with their SMB customers, franchisees, and government agencies, and vendors, to seamlessly receive and manage 1) Data Security and Privacy Regulation education/training;  2) Financial Calculation of specific data security exposure;  3) Security Risk Assessments;   4) Vulnerability Scoring;  5) Immediate Customized Action Planning to significantly mitigate exposure, and 6) Connection to the most reputable Managed Service and Data Security Technology providers.

Charles is very proud of the fact that Data Security University has helped business operators throughout varied industries understand and take action to better safeguard their organizations from devastating data security breaches.

Although Charles has traveled the world extensively, he took advantage of the excellent schools close to his hometown of Atlanta, having received his BA from Emory University, JD from UGA Law School and EMBA from Kennesaw State University. Charles and his wonderful wife Eileen are proud to call both Atlanta and Charleston, SC their homes. Charles and Eileen’s greatest joy emanates from their family consisting of their adult children and son-in-law – Alex, Mallory, and Ben.

Michael Blake, Brady Ware & Company

Mike Blake, Host of “Decision Vision”

Michael Blake is Host of the “Decision Vision” podcast series and a Director of Brady Ware & Company. Mike specializes in the valuation of intellectual property-driven firms, such as software firms, aerospace firms and professional services firms, most frequently in the capacity as a transaction advisor, helping clients obtain great outcomes from complex transaction opportunities. He is also a specialist in the appraisal of intellectual properties as stand-alone assets, such as software, trade secrets, and patents.

Mike has been a full-time business appraiser for 13 years with public accounting firms, boutique business appraisal firms, and an owner of his own firm. Prior to that, he spent 8 years in venture capital and investment banking, including transactions in the U.S., Israel, Russia, Ukraine, and Belarus.

Brady Ware & Company

Brady Ware & Company is a regional full-service accounting and advisory firm which helps businesses and entrepreneurs make visions a reality. Brady Ware services clients nationally from its offices in Alpharetta, GA; Columbus and Dayton, OH; and Richmond, IN. The firm is growth minded, committed to the regions in which they operate, and most importantly, they make significant investments in their people and service offerings to meet the changing financial needs of those they are privileged to serve. The firm is dedicated to providing results that make a difference for its clients.

Decision Vision Podcast Series

“Decision Vision” is a podcast covering topics and issues facing small business owners and connecting them with solutions from leading experts. This series is presented by Brady Ware & Company. If you are a decision maker for a small business, we’d love to hear from you. Contact us at decisionvision@bradyware.com and make sure to listen to every Thursday to the “Decision Vision” podcast. Past episodes of “Decision Vision” can be found here. “Decision Vision” is produced and broadcast by Business RadioX®.

Visit Brady Ware & Company on social media:

LinkedIn:  https://www.linkedin.com/company/brady-ware/

Facebook: https://www.facebook.com/bradywareCPAs/

Twitter: https://twitter.com/BradyWare

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Show Transcript

Intro: [00:00:01] Welcome to Decision Vision, a podcast series focusing on critical business decisions, brought to you by Brady Ware n& Company. Brady Ware is a regional, full-service accounting and advisory firm that helps businesses and entrepreneurs make vision a reality.

Michael Blake: [00:00:20] And welcome back to another episode of Decision Vision, a podcast giving you, the listener, clear vision to make great decisions. In each episode, we’re discussing the process of decision making on a different topic. But rather than making recommendations because everyone’s circumstances are different, we talk to subject matter experts about how they would recommend thinking about that decision.

Michael Blake: [00:00:37] My name is Mike Blake, and I am your host for today’s program. I’m a Director at Brady Ware & Company, a full-service accounting firm based in Dayton, Ohio, with offices in Dayton; Columbus, Ohio; Richmond, Indiana; and Alpharetta, Georgia, which is where we’re recording today. Brady Ware is sponsoring this podcast. If you like this podcast, please subscribe on your favorite podcast aggregator, and please also consider leaving a review of the podcast as well.

Michael Blake: [00:01:03] Today, we’re going to talk about data security. And helping us out today as Charles Hoff, CEO of Data Security University. DSU was established just over four years ago with the mission of demystifying the regulatory and contractual obligations of small and medium-sized businesses to comply with data security standards including NAST, PCI, DSS, and GDPR. And I’m sure we’ll find out what those things actually mean in the interview.

Michael Blake: [00:01:30] DSU’s commitment to communicating in plain English while delivering engaging patent-pending products resonated with business operators who had very little time to learn how to keep their customers’ business, personal, and credit card data secure. Data Security University’s unique products deliver interactive education while assessing an organization’s security vulnerabilities and providing a tailored action plan for data protection.

Michael Blake: [00:01:54] Data Security University’s customers recognize the shorthand for this approach to educate, calculate, assess, score, action plan, connect to experts. In addition, they’re able to leverage Data Security University’s cybersecurity, PCI, and GDPR assessment tools to benefit from its backend big data analytics, while marketing their own related security products and services.

Michael Blake: [00:02:19] Although Charles has traveled the world extensively, he took advantage of the excellent schools close to his hometown of Atlanta, having received his bachelor’s degree from Emory University, his law degree from the University of Georgia Law School, and his executive MBA from Kennesaw State University. Charles and his wife, Eileen, are proud to call both Atlanta and Charleston, South Carolina their homes. Charles and Eileen’s greatest joy emanates from their family consisting of their adult children and son-in-law Alex, Mallory, and Ben. And on a personal note, first of all, Charleston has an awesome town. I love it every time that I go there.

Charles Hoff: [00:02:52] Ain’t it great?

Michael Blake: [00:02:52] When I grow up, I got to retire there.

Charles Hoff: [00:02:54] It’s a special place.

Michael Blake: [00:02:56] And Charles and I have known each other for a long time. It’s got to be at least 10 years.

Charles Hoff: [00:02:59] Yes.

Michael Blake: [00:03:00] I don’t think that I’ve met an attorney who smiles and laughs as much as you do. And in a nice way, not a sort of rubbing-your-hands-greedily certain way.

Charles Hoff: [00:03:08] I appreciate that.

Michael Blake: [00:03:09] But in a very good natured way. I find that it’s just a joy to talk to you. So, thanks for coming on.

Charles Hoff: [00:03:18] Thank you, Mike.

Michael Blake: [00:03:18] I really appreciate that.

Charles Hoff: [00:03:18] It’s always great to see you.

Michael Blake: [00:03:20] So, you’re a recovering attorney. When we last did business together, we’re involved in a litigation case involving a restaurant chain.

Charles Hoff: [00:03:28] Right, right.

Michael Blake: [00:03:29] I don’t do litigation anymore. I don’t think you do. Do you do law anymore? Do you practice law?

Charles Hoff: [00:03:33] Not anymore. No. I just leverage my legal background.

Michael Blake: [00:03:35] So, you’re completely out of the practice of law entirely?

Charles Hoff: [00:03:37] Yes, yes.

Michael Blake: [00:03:38] So, what led you to chuck all that and get into data security education?

Charles Hoff: [00:03:45] Great question. The funny thing is, Mike, that the common thread in my entire career has been data security and fraud. My 20 years at Equifax, a lot of friends kid me that I was doing ID theft and fraud before it was cool, but that was the beginning. And then, when I became General Counsel for the Georgia Restaurant Association and saw all these restaurants experiencing these tragic security breaches, and many of them going out of business, unfortunately.

Charles Hoff: [00:04:15] And the National Restaurant Association knew my background, and they said “Gee, we have 300,000 plus members that are suffering these terrible breaches. They don’t know how to comply fully with payment card industry, data security standards. Can you help them? Can you consult? Can you train? Can you help?” And I said, “I would be happy to do so.”

Charles Hoff: [00:04:37] It was very old school at the time. I went around the country making speeches, doing the whitepapers, even webinars. But one thing I found with very technical material like this, people’s eyes glaze over. And they have only so much. I mean, these are very successful. And at the time it was restaurant tours We, of course, branched out considerably. But they have very important jobs to do, and they only have so much time where they could focus on something other than their operations.

Charles Hoff: [00:05:06] So, the genesis of the company was I had a very good friend, I still do, who was one the top guys in Web MD, one of the first guys in. And he said, “Gee, make it engaging. Make it as entertaining as possible and get them through it as quickly.”

Charles Hoff: [00:05:22] And so, that’s really what started. And that’s how we got into it. And after I started doing it, I realized, “Gee, I so much better enjoy this than I did handling class action suits,” which even though is against the bad guys when you had breaches, still, I loved this process. We’re in a very quick and an easy fashion. We do demystify and help in terms of remedying it.

Michael Blake: [00:05:47] That entertaining part, I’m going to go off script for a minute because I haven’t really heard this elevator pitch for that. Entertaining part is important, right, because you want to get your kids to eat their vegetables, but there’s nothing wrong with putting over the sauce on them.

Charles Hoff: [00:06:01] Right, exactly.

Michael Blake: [00:06:02] If that’s what it takes to eat the vegetables, right? If you’re going to have people go through that education, why not not make it a waterboarding session to get through, right?

Charles Hoff: [00:06:12] So true.

Michael Blake: [00:06:12] There’s no reason you can’t do that if you take the time and make the effort. It doesn’t have to be a yuck-yucksession. But it doesn’t sort of have to be Ben Stein and Ferris Bueller’s day off either, just, sort of, droning on in front of the audience, right?

Michael Blake: [00:06:25] Yeah, you’re absolutely right. I mean, it’s got to be user friendly. It’s got to be non-technical. And we take a lot of pride in our videos because even though, in some fashion, they may appear to be lighthearted, they really get to the very core, and they’re short, and people get through it, and they said, “Gee, that was a painless way of learning something that that was so incredible in terms of it normally being very dense but breaking it out in that fashion.”

Michael Blake: [00:06:50] So, how long is your typical video?

Charles Hoff: [00:06:52] You don’t want to make it more than three minutes if you can, if you can avoid it.

Michael Blake: [00:06:56] Three minutes, really?

Charles Hoff: [00:06:56] Typically. Sometimes, we go a little bit over but not much.

Michael Blake: [00:07:00] You can teach what you need in three minutes?

Charles Hoff: [00:07:01] You can give a nice primer. You could lay the foundation. And that’s what we try to achieve with the videos.

Michael Blake: [00:07:08] And so, in the way that you’re — I know I’m going off script, but this is fine. So, in the way that you model, do people pay by the video? Do they buy a subscription? How does that whole arrangement work?

Charles Hoff: [00:07:18] Yeah. You got a great question there. In terms of our business model, we really provide to sum for the many. We have a model, which we provide a license for our application. I’ll go into it in a moment, if you like, security of 6th power. But we have companies like Paychex, there’s some great Atlanta companies that we’re very proud to call our own as customers, INSUREtrust, and we have a number of them that you would know, Bluefin. And what they do is they license and white label or gray label our platform.

Charles Hoff: [00:08:03] And so, by virtue of doing that, their customers, their vendors, their franchisees – for instance, like Jimmy John’s Franchisee Association is a customer – they’re able to have access throughout the year, anytime they want, as many times as they need to the education, the training, and the risk assessment.

Michael Blake: [00:08:26] So, you said something in the intro here where you are in data security before data security was cool. Why is it suddenly cool now?

Charles Hoff: [00:08:36] Well, in terms of cool, this become something that has become a great occupation. And it’s funny, when I first got into this, there were very few law firms that even touched it. And, now, just about every reputable law firm has their own cybersecurity team.

Charles Hoff: [00:08:57] And it is so essential. I mean, it’s the greatest existential threat that small businesses have. And of course, even the large ones, for that matter, but it’ll take a small and medium-sized business into bankruptcy before you know it. And we can get into that, of course.

Charles Hoff: [00:09:17] And the frightening thing is that by 2021 they’re expected to have $6 trillion, that’s what the T, $6 trillion of losses attributed to cybersecurity breaches.

Michael Blake: [00:09:29] That’s a big number.

Charles Hoff: [00:09:31] It is. It was $3 trillion in 2015. This year, you’re looking at about $11.4 billion as a result of ransomware, which we can discuss as well. So, with those kind of numbers with, very frankly, national security, we’re into a cyberwar, at this point. It’s so critical to everything that in the way we live our democracy, our economy. And so, it’s a huge, huge issue.

Michael Blake: [00:10:03] So, I grew up with computers, I’m Generation X. And data security in the very early sort of the 8-bit Atari, Commodore, Apple era, it was really about pirating games, right?

Charles Hoff: [00:10:16] Exactly.

Michael Blake: [00:10:17] I’m getting a copy of Zaxxon or whatever.

Charles Hoff: [00:10:19] Right.

Michael Blake: [00:10:21] But now, it’s had to evolve. Then, we want to semi online data services like CompuServe, and Prodigy, and those guys. But even then, I don’t think data security is necessarily a big deal. It’s got to be that just everything now is just so connected, right?

Charles Hoff: [00:10:38] Yeah.

Michael Blake: [00:10:38] And it’s just dizzying. Probably, the average person, including myself, probably doesn’t understand just how exposed we all are.

Charles Hoff: [00:10:46] And that’s what’s so frightening really. And that’s what we try to do in just a short period of time. Again, going back to making it user-friendly, non-technical, and giving people a foundation as quickly as possible because there’s so much to it, and it is so dense, and complex that it’s so easy for people to just — I mean, you’re a technical guy, you know this stuff, but so many people just say, “Hey, look, I don’t have time for this. I’m getting confused,” and just throw their hands up. And you want to avoid that at all cost.

Michael Blake: [00:11:18] I mean, for me, the data security evolved for me as far as antivirus software, and antiadware, and things being loaded onto your browser. But it’s even beyond that now, right? I mean, that’s all well and good, but just knowing you have up-to-date virus software doesn’t mean your data is secure, right?

Charles Hoff: [00:11:41] That’s a start.

Michael Blake: [00:11:41] It’s a start.

Charles Hoff: [00:11:42] It’s a start, Mike, yeah. Then, you add to it penetration testing, vulnerability testing, VPN routers, the firewall, the point-to-point encryption, the tokenization, the EMV, which is the chip and pin, multi-factor authentication. The list goes on and on. But the good news is, the very good news is approximately 90% of all breaches can be avoided by just simple safeguards. It’s a matter of taking people, process, and technology. And in an integrated fashion, making it work. It doesn’t have to be as complicated as it initially sounds.

Michael Blake: [00:12:25] Yeah, that’s a great point. I’ve studied this a little bit and indirectly experienced it. I’ve done some studies on the value impact on companies of data breaches and what happens to them. And that’s beyond the scope of this conversation. But I clearly remember one of the incidents that was cited. I think it was a VA Hospital in Minnesota. And they had 4000 medical records exposed because some guy wandered off the street, asked the nurse if he could borrow a laptop, and she gave it to him, and just walked out with the laptop.

Charles Hoff: [00:12:59] Yes.

Michael Blake: [00:13:00] Right. That’s not a technical thing. If somebody asks a laptop, say no.

Charles Hoff: [00:13:04] Well, that’s exactly right. And what people forget so many times, and it get lost in technology, that approximately 90% of breaches are employee-related. I mean, they’re bringing in tablets, they got the mobile devices. they got the laptops. And, of course, so many are victims to phishing and spear phishing. And it just is an awful situation. As a matter of fact, the stats — and I’ll apologize for getting too much into stats.

Michael Blake: [00:13:36] No, I love it.

Charles Hoff: [00:13:37] They are very profound. They’re very sobering. If you look at a small business, the average amount of malicious emails and over 90% of ransomware come in through these malicious e-mails. You’re looking at nine phishing emails a month on average. So, if you’re a small company with 10 employees, that’s 90 times where it’s just with emails. Through guys, like a trusted source, trying to fool you.

Charles Hoff: [00:14:13] And look, it’s great if it doesn’t get through the firewall, or you got an email filter that’s working. But what it comes down to is employees have to be well-trained and understand that even though it looks like it’s coming from my CEO, and I need to pay attention not to click. And so, training is so very, very essential.

Michael Blake: [00:14:36] And point of fact, a dear friend of mine was a CFO of a nonprofit, and she lost her job because she fell victim to a spear phishing attack. Wind up invert. She thought that her boss had asked for tax returns of certain donors. She sent them. All of a sudden, that data is exposed, and she had to take the blame for it, and she was out. That was it.

Charles Hoff: [00:15:03] There’s too many war stories like that. Here in Atlanta, in the Atlanta area, there is a company where you had a CEO, a small company, but the CEO, I believe, he had to attend a funeral. The COO was going to a conference, an event. And, of course, everybody posts with social media now. So, it’s not difficult for the bad guys to really determine who your children or the names of your children, your wife, spouse, husband. And you had a situation where they, actually, did some spear phishing for the controller who was left in the office. It looked like it was coming from the CEO, the e-mail, saying that. “Look, I’m away at a funeral.” I’ll make up a name. “Fred is off to the conference. We’re doing a quick, quick acquisition, a small one. First, confirm that you got this e-mail, and that you’re aware that it’s coming from me. And just give me confirmation of that fact.”

Charles Hoff: [00:16:01] And she shouted right back. “Yes, Mr. Jones. And condolences in terms of the funeral.” And he said, “Well, thank you. Let’s go ahead, and I’m going to have a lawyer contact you. And so, we can get the wiring instructions because we need to make this happen immediately while I’m out of town.” And sure enough, she wired the money, $1.7 million.

Michael Blake: [00:16:24] And just spear phishing, for those of you who are listening or may not know, spear phishing is like a phishing attack, but is more targeted and sophisticated, and that the perpetrators are able to mimic somebody, usually, inside the organization that you would expect to receive an email from.

Charles Hoff: [00:16:43] That’s right.

Michael Blake: [00:16:43] So, it doesn’t look like a Nigerian gold scam or anything like that, but it looks like somebody that you trust. And in the case of my friend’s organization, I’m bias, but, to me, the organization was at fault because they’d never provided any training. She’d never heard of spear phishing before then. Nobody in the organization was. She just got unlucky, and the perpetrators got lucky. They picked on the right organization at the right time. Yes, she has some blame, but it was really that it occurred because there was a systemic failure.

Charles Hoff: [00:17:15] Unquestionably. And that’s why phishing, testing, simulation, it’s critical because it’s gone so sophisticated. And so, it’s very, very important to not only train but test constantly. And we want to do our partner, we provide that, and we even do a gamification to keep them incented.

Michael Blake: [00:17:35] And like so many things, the attacker only has to be successful once.

Charles Hoff: [00:17:45] That’s right.

Michael Blake: [00:17:45] And they may be attacking literally millions of times if they’re using bots of some kind, right? A small percentage gets through, but you talked about that nine-person firm, and the 90 things that get through, if you even have a 1% failure rate, that’s a disaster. If you have a a one-thousandth of 1% failure rate, it’s probably still a disaster.

Charles Hoff: [00:18:08] Absolutely. And, again, some more stories. Orthopedic Group, I understand they’re worth. I’ve heard figures like 150 million. They were victims. And they ended up selling their hospital for zero for $1 because their value had been taken all the way down because of all the personal records, the health records that were exposed or breached. I mean, look at the city of Atlanta. I mean, you had ransomware. It wasn’t that long ago. You know what that demand was for, by the way?

Michael Blake: [00:18:39] I don’t recall.

Charles Hoff: [00:18:39] It was $51,000. And the City of Atlanta refused it, which a lot of companies and entities do. And you can go both ways on whether they should or not. The FBI still recommends that you don’t, but a lot do. The end result, $17 million in recovery fees, another $5 million to build out the infrastructure that was damaged.

Michael Blake: [00:19:02] So, I’m a small business owner, I’m listening to this. I’m either reaching for scotch, or breathing into a brown paper bag, or maybe I’m doing both, right?

Charles Hoff: [00:19:13] Right.

Michael Blake: [00:19:14] As a small business owner, I mean, I don’t have the resources that a Home Depot. Even they even had a major breach. Target did. Almost everyone we can name probably has had one, or they’re going to the next five years.

Charles Hoff: [00:19:26] True

Michael Blake: [00:19:27] I’m a small business. What do I need to do? How can I, in some economical way, protect myself from just this onslaught of people that are trying to rip off my data and sink my company?

Charles Hoff: [00:19:43] Right. Well, the first listed really is to understand that even though you’re a small business, and you don’t think that maybe anybody’s targeting you, well, the fact of the matter is that the last statistics I’ve seen are 61% have actually been the target of the hackers.

Michael Blake: [00:20:02] It makes sense, right?

Charles Hoff: [00:20:03] Yeah.

Michael Blake: [00:20:03] You’re less likely to have protection.

Charles Hoff: [00:20:04] Well, that’s it. It’s because of exactly what you say, that they don’t have the resources. They are really lean. But so often, they don’t think that they’re exposed. And what really happens is that they call it, the hackers call it spray and pray, where they just really — it’s a shotgun type effect in terms of what they do with phishing and ransomware and see what sticks. And it just that’s where the opening and vulnerability just happens be with those small and medium-sized businesses. And unfortunately, they be they become a target.

Charles Hoff: [00:20:44] So, the first thing is to realize that there’s a good likelihood that you’re going to be breached. And then, do something about it. Be proactive. I’ve had too many clients, unfortunately, come to me after the fact where they become very knowledgeable that they’ve been breached and what they should have done. But this is the time to do it.

Charles Hoff: [00:21:04] And you start out with, first of all, doing an inventory of your sensitive data- healthcare data, personal data, a customer credit card data, where everything is kept and the systems what you have. And then, really, you have trusted certified professionals. And it’s part of what we do to connect with the most trusted in the field, the most reputable, because you can have a problem if you don’t go to the right people.

Charles Hoff: [00:21:33] But have them perform an audit. But you’ll be a partner with them, and understand what they’re doing, and then put together — again, going back to that people, process, and technology, and having an integrated layered approach, making sure that you have an incent recovery plan because you can’t make it up as you go. It’s like a crisis management. You’re in that crisis, you’ve got to move, you’ve got to have the playbook. And you need to have a recovery plan we’re getting back that data. And those are things that are so very critical in the equation.

Michael Blake: [00:22:12] So, let’s put ourselves in the seat of people that you were once very closely involved with a restaurant. Restaurants get $2 million of revenue. If they’re doing great, they’re clearing $100,000, right?

Charles Hoff: [00:22:29] Yeah. Yes.

Michael Blake: [00:22:30] Can those businesses afford to be secure realistically?

Charles Hoff: [00:22:33] Yes. Realistically, yes.

Michael Blake: [00:22:37] Okay.

Charles Hoff: [00:22:37] And that’s a great takeaway here, Mike. And that’s a good news because it doesn’t have to be that expensive.

Michael Blake: [00:22:45] Because I think about all these nerds coming in and doing simulations, and audits, and stuff, I mean, that sounds expensive.

Charles Hoff: [00:22:52] Look, it is with large enterprises, and when you talk about the assessments and analysis. And that’s why we focus. I’d like my legacy to be that I helped these small and medium-sized businesses avoid breaches because it’s an incredible loss when they get hit. And they don’t realize that there’s different ways it could happen. But if they’re using credit cards, they have an agreement with their merchant acquirers. And a lot of small and medium-sized business think, “I’m covered because I’ve got a great card processor, I got a great POS company behind me,” and they don’t realize that in the fine print of the merchant acquirer agreement, it stipulates that they have to be compliant with payment card industry data security standards.

Charles Hoff: [00:23:45] And you look at 12 pretty straightforward requirements, but there’s over 300 subcomponents. And if they fail, and they find out very quickly when they fail because when there’s a breach, the first thing they find out is there’s got to be a forensic audit, and there’s a select number of auditors that the merchant acquirer will allow to come in. It’s a very intrusive process. And that can add up to 6,000, 7,000, 8,000, 9,000, 10,000 a pop for each location. And then they find out, too, that the merchant acquirer contractually can freeze their accounts receivable, six figures.

Charles Hoff: [00:24:22] And I don’t know that many small to medium-sized restaurants and franchisees that can survive for any length of time having $100,000 or so. And then, there’s penalties and fees that the merchant acquirer can assess, charge backs, charges for re-issuance of cards, remediation, litigation comes into play, oftentimes. So, it’s no wonder that so many of these small and medium-sized businesses go out.

Michael Blake: [00:24:51] So, the short answer is, I mean, this is just a new cost of doing business, right?

Charles Hoff: [00:24:55] It is. It’s the reality. And even, sometimes, I hear with larger enterprises, we serve a good many larger enterprises that, of course, have a lot of smaller customers, and franchisee, chains, locations. And, sometimes, you’ll have where, “Gee, we’re going to get to this. We know it’s important.” But we have a couple of really high-charging executives that there’s revenue projects that the IT Department needs to work on first. And very frankly, we even had them, I’m not going to name the company, but we heard that, and they were breached before we could do anything for them, which is really unfortunate.

Michael Blake: [00:25:40] So, actually, that brings up another questions. So, let’s say somebody is listening to this too late, or they’re acting on it too late. I’m a small company, or any company. I guess that part doesn’t matter. And I discover that I’ve likely been breached. What do I do?

Charles Hoff: [00:25:57] Well, it depends on what kind of breach. But the first thing that they should do really is get in touch with an attorney who is proficient and expert in this field. A lot of lawyers aren’t. You want to call your merchant acquirer if it’s a card information, your POS provider, but law enforcement comes into play in a hurry. And you want to make sure, oftentimes, it’s Secret Service. Now, the FBI is taking even more responsibility.

Michael Blake: [00:26:27] The Secret Service, really?

Charles Hoff: [00:26:28] The Secret Service. Well, a lot of this really comes down to Homeland Security.

Michael Blake: [00:26:32] I guess so, yeah.

Charles Hoff: [00:26:33] And we’ll talk about it in a little while if you like, but they’re always looking to see if nation states are involved as well. So, in terms of law enforcement, normally, it’s not the locals, it’s the Secret Service and the FBI. They get involved. It’s that serious. And, of course, they have the expertise, and the capabilities, and resources to really do what needs to be done from a forensic standpoint.

Michael Blake: [00:26:58] Now, a lot of companies are putting their data into the cloud now. Small companies, I did when I had my own firm, I had everything on one drive.

Charles Hoff: [00:27:04] Right.

Michael Blake: [00:27:06] Should that give me any comfort that my data is any more secure that if we’re just sort of sitting around on a client computer or if I’m hosting my own server?

Charles Hoff: [00:27:15] Well, the answer is a qualified yes. I mean it’s — But I was with somebody the other day who said, “Well, I checked off that box. We should be good. We’re in the cloud.” Well, think about that. I mean, really, you need to make sure that, one, it’s a very reputable company. And you need to ask a lot of questions and take a look at that agreement because the way they look at it is it’s a shared risk. And, again, a lot of things, sure, you don’t have to worry about servers anymore and backups, but the same time, all those other things, the employee issues are still there. So, you have that.

Charles Hoff: [00:27:53] And these cloud servers are the targets of a lot of attacks because, naturally, there’s so many company information, so many companies involved with that that they’re a bigger target. And so, they get attacked. And I even heard of a situation to where there was an issue as to when a company, there was a dispute as far as payment paying to the cloud service provider, and the cloud service provider took their data. They said, “That’s ours. If you look at the contract that, it belongs to us now.”.

Charles Hoff: [00:28:26] So, it is risk sharing. It is something where I do advocate a cloud solution, but really do your homework, and make sure it’s the right one, and don’t kid yourself in terms of believing that once you do that, that your worries are over.

Michael Blake: [00:28:43] Right. Because somebody could still give away that laptop, but if it has access to your One Drive account-

Charles Hoff: [00:28:47] Precisely.

Michael Blake: [00:28:48] … it doesn’t matter, you still have that vulnerability.

Charles Hoff: [00:28:50] That’s exactly right, Mike.

Michael Blake: [00:28:51] So, what about insurance, is this a risk that you can purchase insurance against?

Charles Hoff: [00:28:59] Well, the answer is yes. And there’s some very good cybersecurity policies out there. And as you can imagine, more and more carriers have gone into this. Years ago, that wasn’t the case. Now, again, a caveat that you have to take a look very carefully at the wording of those insurance policies. I mean, they may not cover penalties. It may not cover forensic audits, attorneys’ fees. I mean, there’s so many different things that could be excluded, and you’re on your own, and you’re really having a problem.

Charles Hoff: [00:29:32] So, as a matter of fact, one of our clients’ customers, INSUREtrust, they are a pioneer in cybersecurity and security of 6th power, working with them to make sure that through their brokers, folks can really pay attention to that.

Michael Blake: [00:29:47] Are there certain kinds of businesses that tend to be more attractive targets or tend to be more vulnerable than others?

Charles Hoff: [00:29:54] Well, the answer is yes. First of all, we talked about the ones who are most vulnerable are the ones that aren’t paying attention and are doing what they need to in the way of safeguards. But as far as the vulnerable companies are concerned, I mean, look at — and it’s a little scary when you look at our power grid, utility companies, energy. I mean, now, they’re getting to the point where they’re really paying attention, and there’s new regulations. of course, governments, with this executive order last year that government agencies have to do assessments now. So, that’s the good news. But if you look at the sensitivity with government information, in South Carolina, there was a big breach a few years ago.

Michael Blake: [00:30:37] I remember that.

Charles Hoff: [00:30:38] Yeah. I think it was $3.8 million. I mean, excuse me, 3.8 million personal records.

Michael Blake: [00:30:42] Data records.

Charles Hoff: [00:30:44] … data records that were affected and compromised. And just think how powerful that information is. And a lot of times, these hackers, with a credit card information, there’s a short shelf life, and they have to really do what they can there in terms of fraud. But that’s not the case with our social security numbers, and date of birth, and we have children that will come of age, and more people start making money. And it’s a treasure trove.

Charles Hoff: [00:31:15] So, the government, unfortunately, has been vulnerable. Healthcare with that Anthem breach, remember that? That was, I believe, about 78 million people were affected by that. And right now, you have in America, one in eight Americans have had their health information compromised, which is very sobering. And a lot of people and a lot of commentators will tell you that the next big thing outside of ransomware is that — and everybody is watching to see these data aggregators, which have so much information, so much more than even Equifax, my old employer. And they have sensitive information.

Charles Hoff: [00:31:59] I mean, when you have information that deals with health, I hate to bring it up, but Ashley Madison with that breach, there were actually some suicides, there were some extortion.

Michael Blake: [00:32:11] They went out of business overnight.

Charles Hoff: [00:32:13] And you had where people actually were shamed because what was on. And then, you had people with healthcare items selling their medical records that they don’t want released. So, there is so much sensitivity, and there’s so much vulnerability to that kind of data.

Michael Blake: [00:32:31] And I speculate, but don’t know. I’m curious. Are companies that have electronic point of sale, do they tend to be more vulnerable than others just because those kinds of businesses, by necessity, have a front-facing, basically, portal to their data to the public? Is that fair to say?

Charles Hoff: [00:32:53] Well, yes. I mean, the good news is point of sale systems had gone better. But the thing that people don’t realize so many times, customers don’t realize, is that when they get the POS system they’re represented that, “Hey, this is PCI-compliant.” What they do after with that system may very well take it out of compliance. And it’s how you use them. You have employees surfing. I mean, there’s so many different ways that there could be an issue. It may not be the system itself but how the system is applied.

Michael Blake: [00:33:27] There’s a lot of talk about hacking of foreign origin. Most notably North Korea, Russia, and China. Is that accurate? Is most of the breaching activity indeed coming from abroad, or is that just sort of so much media attention, but there’s just as much coming domestically?

Charles Hoff: [00:33:54] No, that’s pretty accurate. I mean, we have our share domestically. But you have from abroad two different types. You have the nation state, where it’s actually the governments we’re talking about. You mentioned North Korea. Iran is part of that too and China. Of course, China is where we’re now on in terms of influence as far as IP. So, you have the nation states. And then, you have the individuals where, oftentimes, law enforcers are more lax.

Charles Hoff: [00:34:22] And it’s interesting that there are theories about why you have so many of these hackers, these individual hackers, or syndicates in Eastern Europe. And these other sites that we’re talking about. And some people speculate it’s because they have early education, heavy IT training in the lower schools, middle schools; and yet, they do not have a Silicon Valley and the type of opportunities in companies in the private sector to really take that skill and do something good and beneficial to it.

Charles Hoff: [00:34:57] And that’s not condoning in any way, but it’s just a theory as to why there may be so many out there focusing their attention. These are bright people. They could and should be spending their time doing something on the good side and making their money properly. And they probably make a lot given how bright they are.

Michael Blake: [00:35:15] Well, I guess, it goes back to the very old adage, right, “Idle hands are the devil’s playground.”

Charles Hoff: [00:35:21] True. Very, very true.

Michael Blake: [00:35:22] And I suspect, also, that a cyber criminal in Russia knows that they’re not going to be prosecuted-

Charles Hoff: [00:35:30] That’s right.

Charles Hoff: [00:35:32] … for hacking an American system.

Charles Hoff: [00:35:34] That’s exactly right.

Michael Blake: [00:35:35] They’re just not as long as-

Charles Hoff: [00:35:36] They could be a hero.

Michael Blake: [00:35:36] They could be a hero, right. They could get a medal, right?

Charles Hoff: [00:35:39] Yeah.

Michael Blake: [00:35:40] So, as long as our relationship with the Russians is the way it is, they can practice that with impunity. So-

Charles Hoff: [00:35:46] Unfortunately so.

Michael Blake: [00:35:50] One last question I want to cover before we wrap up today is about GDPR. There’s a lot of coverage in that in the media. It’s obvious that it’s a European data standard or data security standard. Can you talk a little bit about that? And at what point does a typical American business need to be concerned with that?

Charles Hoff: [00:36:15] Well, that’s a great question. GDPR is the General Data Protection Regulation. And that came into effect last May. And, really, what you’re seeing here, and it is considered to be the biggest privacy change, a dramatic change in well over 20 years. I mean, now, parliament EU, the parliament passed this. And it’s a matter of law. So, it’s not just best practices or standards they have to require.

Charles Hoff: [00:36:49] And really, what’s fascinating about this, and I’m sure you read with Zuckerberg where he said, he’s been grilled, and Facebook executives have been grilled, shouldn’t there be a GDPR kind of regulation in the States? And he actually said that he would advocate for some form of regulations modeled after the GDPR. And what the GDPR and what the GDPR is all about is it really gives back to to individuals, to consumers the right to have some control and to manage their personal data.

Charles Hoff: [00:37:31] And it gets to the point where data subjects have the right to ask the company what information it has about them and what the company does with this information. In addition, data subject has the right to ask for corrections. They can object the processing, they get larger complaint, and they can even ask for deletion of the information.

Michael Blake: [00:37:56] So, this is a sea change. And it’s something that US companies have to deal with now, on two levels. One is that if you are, say, in the hospitality field, travel, software engineer, a marketing company wherein you have that kind of personal information on EU residents. Look, if you have a targeted website, and you do business with Europe, then you are affected by this. And it is something that is enforceable, and the penalties are incredible. You have where it could be up to 2% or 4% depending how egregious it is of the total global annual turnover, which, of course, is-

Michael Blake: [00:38:39] Revenue.

Charles Hoff: [00:38:40] Yes, yes, made by everybody else, or £10 million or £20 million, whichever is greater. So, you’re looking at something that really has teeth in it. And what you’re seeing now is you’ve heard of the CCPA, the California Consumer Privacy Act, which goes into effect beginning of next year 2020. They have modeled their regulations after the GDPR. And you’re going to see other states now take that up. You may end up with a patchwork of states doing that. And then, there’s a talk about the Federal Government doing a National Government as well.

Charles Hoff: [00:39:18] So, it’s something that is a lot of people are excited about. It’s going to change things dramatically. But the good news is that consumers, now, are going to have the ability to better control, and manage, and give consent to how data about them, personal data is being used, particularly if it’s other than what was obtained for, the purpose it was obtained for.

Michael Blake: [00:39:45] All right. So, we’re running out of time here, and we’re only scratching the surface. This is such a deep topic. This could easily be a one-week seminar, and where even then, we’re just getting started. If someone wants to contact you to learn more about this, maybe explore what their company’s needs are, how can they find you?

Charles Hoff: [00:40:05] We’d be delighted to talk to them. They could look at about.datasecurityu.com. And they can call me at 404-245-6751 or e-mail me at choff@datasecurityu.com. Be delighted to, this is my life, and delighted to talk, and however we can help.

Michael Blake: [00:40:31] Okay. Well, very good. That’s going to wrap it up for today’s program. I would like to thank Charles Hoff so much for joining us and sharing his expertise with us.

Michael Blake: [00:40:39] We’ll be exploring a new topic each week. So, please tune in so that when you’re faced with your next business decision you have clear vision when making it. If you enjoy this podcast, please consider leaving a review with your favorite podcast aggregator. It helps people find us, so that we can help them. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company. And this has been the Decision Vision Podcast.

Tagged With: cyber attacks, cyber security, data breaches, data security, data security consulting, data security training, Data Security University, Dayton accounting, Dayton business advisory, Dayton CPA, Dayton CPA firm, Equifax, fraud, GDPR, General Data Protection Regulation, Michael Blake, Mike Blake, PCI, pci audit, PCI-DSS, phishing attack, ransomware, safeguarding data, spear phishing, spear phishing attack, spear phishing attacks, state-sponsored hacking, virtual private network, VPN

Decision Vision Episode 14: CEO Peer Groups – An Interview with Marc Borrelli, Vistage Worldwide

May 9, 2019 by John Ray

Decision Vision
Decision Vision
Decision Vision Episode 14: CEO Peer Groups – An Interview with Marc Borrelli, Vistage Worldwide
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Marc Borrelli, Vistage Worldwide, and Michael Blake, Host of “Decision Vision”

CEO Peer Groups

What’s a CEO peer group all about? Should I join one? What’s the return on the investment of participating in such a group? In this edition of “Decision Vision” host Michael Blake, interviews Marc Borrelli, Chair of Vistage Worldwide.

Marc Borrelli, Vistage Worldwide

Marc Borrelli, Vistage Worldwide

Marc Borrelli arranges and chairs Vistage Peer Advisory Groups, which have about 16 CEOs in them, meet on a monthly basis to discuss issues and opportunities the members face to provide advice, challenge assumptions, prevent hubris, and then hold the members accountable for the commitments they have made.  The members discuss all kinds of issues in these meetings from profits and cash flow, strategic planning, acquisitions, and sales, and challenges with other owners. The members get the benefit of 15 other CEOs helping them, who are not beholden to them for anything, other than being helped themselves. Members come from a wide variety of industries and the only rules are not customers or suppliers. Vistage has 23,000 members worldwide and 17,000 in the US.

Michael Blake, Brady Ware & Company

Mike Blake, Host of “Decision Vision”

Michael Blake is Host of the “Decision Vision” podcast series and a Director of Brady Ware & Company. Mike specializes in the valuation of intellectual property-driven firms, such as software firms, aerospace firms and professional services firms, most frequently in the capacity as a transaction advisor, helping clients obtain great outcomes from complex transaction opportunities. He is also a specialist in the appraisal of intellectual properties as stand-alone assets, such as software, trade secrets, and patents.

Mike has been a full-time business appraiser for 13 years with public accounting firms, boutique business appraisal firms, and an owner of his own firm. Prior to that, he spent 8 years in venture capital and investment banking, including transactions in the U.S., Israel, Russia, Ukraine, and Belarus.

Brady Ware & Company

Brady Ware & Company is a regional full-service accounting and advisory firm which helps businesses and entrepreneurs make visions a reality. Brady Ware services clients nationally from its offices in Alpharetta, GA; Columbus and Dayton, OH; and Richmond, IN. The firm is growth minded, committed to the regions in which they operate, and most importantly, they make significant investments in their people and service offerings to meet the changing financial needs of those they are privileged to serve. The firm is dedicated to providing results that make a difference for its clients.

Decision Vision Podcast Series

“Decision Vision” is a podcast covering topics and issues facing small business owners and connecting them with solutions from leading experts. This series is presented by Brady Ware & Company. If you are a decision maker for a small business, we’d love to hear from you. Contact us at decisionvision@bradyware.com and make sure to listen to every Thursday to the “Decision Vision” podcast. Past episodes of “Decision Vision” can be found here. “Decision Vision” is produced and broadcast by Business RadioX®.

Visit Brady Ware & Company on social media:

LinkedIn:  https://www.linkedin.com/company/brady-ware/

Facebook: https://www.facebook.com/bradywareCPAs/

Twitter: https://twitter.com/BradyWare

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Show Transcript

Intro: [00:00:01] Welcome to Decision Vision, a podcast series focusing on critical business decisions, brought to you by Brady Ware & Company. Brady Ware is a regional, full-service accounting and advisory firm that helps businesses and entrepreneurs make visions a reality.

Michael Blake: [00:00:20] And welcome back to Decision Vision, a podcast giving you, the listener, clear vision to make great decisions. In each episode, we discuss the process of decision making on a different topic. Rather than making recommendations because everyone’s circumstances are different, we talk to subject matter experts about how they would recommend thinking about that decision.

Michael Blake: [00:00:38] My name is Mike Blake, and I’m your host for today’s program. I’m a Director at Brady Ware & Company, a full-service accounting firm based in Dayton, Ohio, with offices in Dayton; Columbus, Ohio; Richmond, Indiana; and Alpharetta, Georgia, which is where we are recording today. Brady Ware is sponsoring this podcast. If you like this podcast, please subscribe on your favorite podcast aggregator and please also consider leaving a review of the podcast as well.

Michael Blake: [00:01:02] So, today we’re going to talk about CEO/executive peer study groups. And these are groups that are entities that have like-minded or ostensibly like-minded decision makers where they, kind of, have group therapy, study issues together, and learn from one another. And there are number of groups that are all over the place, literally, worldwide.

Michael Blake: [00:01:27] And it’s an interesting model because being CEO of any organization is a very lonely place, and everyone expects you to have the answers, sometimes, even unrealistically. And just like we’ve kind of asked, “Who does the therapist talk to when they’re feeling depressed?” who does the decision maker turn to when they need some help making important decisions, but they don’t necessarily know who to turn to, and maybe not warrant engaging in consulting, or may require a different relationship than what a consultant could provide? And it’s a big decision. I know these groups help a lot of people. And for other people, it’s not necessarily the right fit.

Michael Blake: [00:02:10] And joining us to help us work through this is Marc Borrelli. Marc Borrelli arranges and chairs Vistage Peer Advisory Groups, which have about sixteen CEOs in them. They meet on a monthly basis to discuss issues and opportunities the members face to provide advice, challenge assumptions, prevent hubris, and then hold the members accountable for the commitments they have made. The members discuss all kinds of issues in these meetings from profits, to cash flow, strategic planning, acquisitions, and sales, and challenges with other owners. Not necessarily among the other owners, just challenges among the other owners.

Michael Blake: [00:02:46] The members get the benefit of 15 other CEOs helping them who are not beholden to them for anything other than being helped themselves. Members come from a wide variety of industries. And the only rules are not customers or suppliers. Vistage has 23,000 members worldwide and 17,000 in the United States. Marc has 30 years of strategy and investment banking experience. Marc is expertly positioned to offer a range of unique advisory services, and he’s worked across Europe, Africa, and the United States, closing more than 100 transactions worth over $3 billion, and is perhaps best known for his fluency in the language of numbers.

Michael Blake: [00:03:23] He is a current chair of the Technology Association of Georgia’s Corporate Development Board, which basically means M&A advocacy, and is a CFA charter holder. Marc is a sharp, sharp guy who is not afraid to tell you what he thinks and why. And that’s why he’s going to be a great interview today. Marc, thanks for coming on.

Marc Borrelli: [00:03:41] Thank you for having me.

Michael Blake: [00:03:43] So, Marc, you’ve done all this stuff. You do deals, doing deals of very intense, fast-paced, sort of, all out kind of profession. And then, you decide to go and become an educator. Why?

Marc Borrelli: [00:03:57] So, I think, to cut this long story short, way back, when I started my own M&A firm, somebody from Vistage approached me and said, “Are you interested in joining a Vistage Group?” And being a very conceited, young 40-year-old, I turned around and said, “God, no. I know everything. I don’t need you. I’m an M&A expert.” Fast forward about — Actually, I was in my mid-30s. And fast forward 10 years, and I was in my mid-40s, I’d just gone through a divorce. I was in a child custody battle. My business was on the ropes. And another person came along and asked the same question, and I grabbed the lifeline with both hands before I drowned.

Marc Borrelli: [00:04:31] So, I think, yes. I think everybody gets — and I was in the group for years, and then I decided to come and do this. And it’s not really — I like your term educate. I don’t think it’s an educator. And, I think, truly, the groups you get into, the benefit I always say is challenging the assumptions and truly finding out what the underlying question is. It’s not there to provide magic answers. It’s not like we lift up the Magic 8 ball at every meeting and say, “Okay, this is what you have to do.” But it’s really asking questions and deep questions to find out what the real issue is, and then getting the person to commit to do something, and then holding them accountable.

Marc Borrelli: [00:05:07] And that’s what I love about it. I love seeing people succeed and grow. I think the people who don’t like it in a lot of cases, or like I was in my mid 30s, they think they know it all, I always say, to be a great Vistage member, you have to have experienced pain, and suffered, and you realize you don’t know it all, and you need help every day.

Michael Blake: [00:05:25] So, you need to be broken down before you’re ready to join Vistage.

Marc Borrelli: [00:05:28] Absolutely, absolutely. Yes.

Michael Blake: [00:05:33] You mentioned asking the right questions, and it calls to mind an Einstein quote that goes something like, “”Finding solutions is easy. It’s asking the right questions that’s the hard part.” Right?

Marc Borrelli: [00:05:45] Absolutely.

Michael Blake: [00:05:46] And I think that’s what’s drawn me to you and our friendship over the years is that you do ask great questions, and you don’t take anything for granted. Even if it’s something that maybe we thought was true two years ago, that doesn’t necessarily mean it’s true today, right?

Marc Borrelli: [00:06:02] No. And I think that’s the hardest thing for business members, business owners, and CEOs, and for myself is the world is changing so fast. I’ll give you an example. I recently gave every one of my Vistage members Tom Friedman’s book, Thank You for Being Late, which is about how much the world has changed, and technology is changing, everything. And the speed of change is affecting every area of our business. Whatever model got us to here — it’s a great book. What got you to here won’t get you to there. And that’s why we need others to challenge us, and make us think, and just digressing slightly. The common complaint I hear is, “Damn, these millennials, how do we work with them?” And it’s like they’re now the biggest sector of the working population. You got to figure this out.

Michael Blake: [00:06:42] Right.

Marc Borrelli: [00:06:43] You can complain about them, but if you don’t figure out how to make them happy and keep them, you’re going to lose, not them.

Michael Blake: [00:06:48] Right. Really, they’re saying, “Damn, how we’re going to work with these Gen Xer’s and late baby boomers, right?

Marc Borrelli: [00:06:53] Exactly.

Michael Blake: [00:06:54] That’s really the conversation that’s going on. We’re going to be in a position where we’ve got to justify ourselves to them, and we probably seem clinically insane too many of them.

Marc Borrelli: [00:07:04] Totally, yes.

Michael Blake: [00:07:05] And maybe they’re not wrong.

Marc Borrelli: [00:07:07] No. And I think it’s very interesting for those of us, we’re about the same age, we grew up in an environment where you’ve joined a company, you paid your dues, you worked hard, nobody thanked you, and you just accepted that was the norm. And it was interesting in the Vistage Group, somebody posed the question, you have the most perfect employee sitting across from you that you’re interviewing that you really want, and they look at you and say, “Why should I join your organization?” And nobody could answer the question. I mean, they all said, “Because we’re a great company.” And the person who raised it said, “So, all the other companies will say ‘We’re really bad companies. Come here and be abused.'” No, they all say they’re great. So, how do you sell this?

Marc Borrelli: [00:07:45] And I think that’s the challenge that we have to deal with, and that’s what I love about it. It’s always new, and it’s always interesting, and helping people try, and just do it better.

Michael Blake: [00:07:55] I’ve got to have some discipline because if I take the conversation the way I want to, we’ll be here three hours later, and they’re going to cut us off. So, I got to stay on topic. It’s just so hard with you. There’s so many peer executive types of groups out there. Vistage is one. There are others. Some are just informal. Others are formalized. What do you think sets Vistage apart from those other groups, if anything?

Marc Borrelli: [00:08:17] So, I think if you look at all four groups, they all have some component of four things. They’re either networking groups, they are social groups, they are personal improvement groups, and they’re business improvement groups. As I tell people, Vistage is not a networking group. We don’t encourage you doing business with each other. We’re not a BNI group. We don’t want that.

Marc Borrelli: [00:08:39] We’re not really a social group. Yeah, we do get together a couple of times a year, but it’s not our key thing. YPO is probably the greatest and best social group. We are a business improvement and a personal improvement. That’s what we focus on. So, I think when you’re looking it, what do you want out of the group? And then, of course, there are some groups that have specific categories like religious affiliations, which we don’t have. We’re open. We believe the more diverse the members, the better input you get, and the better results you get. But I think that’s what you look at is what is it you want out of the group.

Michael Blake: [00:09:12] So, what kinds of topics have you been covering in your group over the last year? Can you talk about that, or is it confidential?

Marc Borrelli: [00:09:20] No, absolutely. Well, I won’t give names away, so it’s not confidential. So, on some of the more simple things we’ve been talking about is getting lines of credit available and making sure you well banked, so if a downturn comes you can get through it financially. How do we challenge clients who are not paying us on a timely basis and get our receivables down? Some people are looking for a COO to help them grow the business through the next stage, which comes into things like technology systems, implementing ERP systems, for advice on that.

Marc Borrelli: [00:09:54] A common one is my exit strategy. Your exit strategy might be you’re the owner, and you’re going to exit at some point, or even more simply, I’m the key person in the private equity own group, and I don’t want to be sold with the company at the next sale. So, how do I build my exit? Some people, it’s as simple as what does success mean for you in your organization. They haven’t really thought that through. And then, we get into some of the more personal ones. And I’m not going to give names, but I’ve had people deal with issues like children with drug problems, abuse issues. So, we cover a wide gamut of things.

Michael Blake: [00:10:29] So, that’s interesting. So, your discussions do bleed over into the personal-

Marc Borrelli: [00:10:34] Oh totally.

Michael Blake: [00:10:34] … as life part of the work life.

Marc Borrelli: [00:10:36] I come from the assumption that we’re here to help you with anything that affects your business. And as I tell people, having been through a divorce and, now, proudly wear the t-shirt, for a year, you’re useless. Your mind is not focused, you’re distracted, you cannot put the attention you need in. And if that’s one of your issues, or you’ve got a dying parent, or child going through some trauma, you are heavily distracted, which affects your business. Now, we’re not therapists. I’m not going to claim we provide therapy, and we’re not going to tell you, but we’re going to try and give you coping mechanisms.

Marc Borrelli: [00:11:08] So, for instance, one of my members is going through a serious litigation at the moment, very distracted by it, and it’s just simple things like the members reach out to him on a regular basis, see if they can help him. Remind him, “Are you meditating? Are you getting a break from it? Because if you don’t do these things, it will consume you.” And as one member said to him, “Look, don’t worry about the litigation, beat them at business. If you beat them at business, you’ve won.” So, it’s just helping people come at it from different perspectives.

Michael Blake: [00:11:34] So, your group then must get pretty tight pretty quickly I would imagine.

Marc Borrelli: [00:11:41] Yes. You’d definitely see there are two types of people that come in the group, those that get tight, and they get together socially. And I encourage that because you’re not going to care about other people and take care of them unless you know them. And then, there’s some that never really get socially involved for whatever reason, and they tend to drift off.

Marc Borrelli: [00:11:58] So, yes, I try and encourage my group. This is a personal thing. Every Vistage Group is different. As of this year, we try and get together four times a year for dinners. Twice a year, we have spouses. We do retreats, I’m going on a retreat with another group next week. I believe the more you’re entangled with each other, the more you care about each other, the more you’re going to help each other. And that’s what this is about.

Michael Blake: [00:12:21] Okay. Now, obviously, although you’re providing it good, it is a commercial exercise.

Marc Borrelli: [00:12:25] Absolutely.

Michael Blake: [00:12:25] So, if I’m thinking about, “This sounds interesting, I might be able to make use of it,” what are the economics look like? What are the costs look like?

Marc Borrelli: [00:12:36] So, basically, in my main Vistage Groups, it’s about $1600 a month to be a member. It has a 90-day termination clause. So, it’s not payable for a whole year upfront. You just pay monthly. And then, once a month, you have to host a meeting, which means you have to provide all the food and the facilities. Now, we also do retreats and dinners where everybody pays their share. So, if I’m looking at all those numbers, you’re just over 20 grand a year.

Marc Borrelli: [00:13:01] A lot of people look at me and say, “Oh my God. I could never afford that.” Being a business person and investment banker, my mind automatically goes to numbers, as you mentioned. So, I’m looking at it, and I say, “Well, what’s the ROI on it? And if you’re the CEO of a business, what’s your average decision? Now, hopefully you’re not just deciding on paper clips, but if you’re deciding on hiring senior people or new market stand, your average decisions got to be over 100 grand a year. And if the group helps you make one good decision a year, the ROI is 500%. So, where can you go wrong with this?”

Marc Borrelli: [00:13:35] Now, some people say, “Well, the group didn’t help me with their decisions.” And I was like, “Well, you didn’t bring a good question to the group,” or “If you just want them to pat you on the back, that’s not using them effectively,” but yes. So, I think there is cost, as you said, but there should be a return on it.

Michael Blake: [00:13:49] And how many groups do you have?

Marc Borrelli: [00:13:51] I have two CEO groups. My one group is from a million to about 8 million in revenue. My other groups 8 million to 50 million in revenue. And I’ve split them because the bigger companies just have more employees and a different type of issue. And then, I have a third group, which is less expensive, but it’s not for CEOs, it’s for senior executives within organizations that are coming up.

Michael Blake: [00:14:12] Okay. And so, that’s a peer group to help them from a career counseling standpoint?

Marc Borrelli: [00:14:16] Correct, yes.

Michael Blake: [00:14:19] Okay. So, did you have a chance to meet other — is your official title a facilitator? Are you a group leader, are you-

Marc Borrelli: [00:14:29] I’m called the Chair.

Michael Blake: [00:14:29] … the ayatollah?

Marc Borrelli: [00:14:30] I am called the Chair of the group. And I guess if you wanted to say anything, I’m a facilitator.

Michael Blake: [00:14:37] Okay. So, as the chair/facilitator of the group, do you have a chance to meet other chair facilitators? And if so, how much do you differ, or do you tend to have a very kind of consistent profile?

Marc Borrelli: [00:14:52] No, I think we’re all very different. And, at least, I meet within the Vistage community. All the chairs get together once a month to discuss best practices and different things. I think we’re all different. We all bring different skill sets because of our background to the table. I bring a financial background. Other people run HR companies, so they bring an HR background. We’re all different.

Marc Borrelli: [00:15:12] I think having spoken to people who were in other organizations, which didn’t have a “facilitator” or somebody in charge, and they took turns, they have said to me that they didn’t find the issues we run as well because nobody is trained to do it. My job is not to jump and tell everybody the answer. My job is just to keep the conversation, draw people out, and make sure everybody gets — I herd the cats.

Michael Blake: [00:15:36] So, do you find then that you tend to draw people that already have an affinity for numbers, data, analytics, finance, or is it the opposite? Do you tend to draw people that know that that’s a weakness of theirs, and they’re hoping that you’re going to plug that or somehow fill that gap?

Marc Borrelli: [00:15:55] I wish I could say it was one or the other, but it doesn’t seem to be either. I have people who are very numerate, and I have people who have no clue, and I’m trying to educate those that don’t. But, again, it comes back to what do you really want to learn? And, often, I tell people, “Look, as a CEO, it’s not so much what you have to learn on the finance side. It’s actually just knowing the numbers you need to look at to make sure your business is operating.”

Marc Borrelli: [00:16:19] So, I encourage all the CEOs that I work with to get custom dashboards built for them that, at one glance, they can tell what’s going on in their business. They should get them every week or less depending on — I mean, more often than that, depending on what their business is, but they should not be delving into Quickbooks or whatever the accounting package they have spending hours looking at reports.

Michael Blake: [00:16:39] That’s probably got to be music to many of their ears?

Marc Borrelli: [00:16:44] It is, but they can’t resist.

Michael Blake: [00:16:45] Yeah.

Marc Borrelli: [00:16:45] They get sucked back into Quickbooks. And I see them all playing with reports, and I’m like, “You shouldn’t be doing this. This is not good return on your time.”

Michael Blake: [00:16:52] Problem with so many business owners, they’re very heavily — they’re type A detail-oriented people.

Marc Borrelli: [00:16:57] Yes.

Michael Blake: [00:16:57] And, I guess, sometimes, you have to tell them like, “What are you doing this for?” Right?

Marc Borrelli: [00:17:00] Right.

Michael Blake: [00:17:02] Now what about like personality of the facilitator. Would you say they are different personalities? Maybe some are what we call sort of an American football coach, and others are more kind of nurturing, or is there a spectrum of personalities as chair facilitators?

Marc Borrelli: [00:17:18] That’s an interesting question. I think there is a variety. And some chairs have been coaches, and some chairs are maybe more touchy-feely. But I think at the end of the day, we’re encouraged to through Vistage, and I think what really works, is we’re what we call carefrontational. We care about you. We want you to succeed, but we’re not going to let you off the hook. We’re going to hold your feet to the fire. You said you were going to do this. Why haven’t you done it?

Marc Borrelli: [00:17:43] And as I always tell people, in Vistage, there’s no public flogging, but humiliation in front of your peers on a regular basis, it will destroy you. So, you got to stand up. And it’s very hard to turn around to a group of people who are also CEOs and say, “Well, I didn’t do it because I’m busy.” And you just get these looks like, “Really? Tell me about it.”

Michael Blake: [00:18:02] We’re recording this right before April 15th, and I don’t ever use the phrase, “I am busy inside of my firm.” I’ll simply be thrown out of our third=floor window.

Marc Borrelli: [00:18:13] Right.

Michael Blake: [00:18:17] What kind of time commitment is required? Now, we’ve talked about the cost, right? So, I guess you have monthly meetings. Is that right?

Marc Borrelli: [00:18:23] Correct. So, our group meets once a month as a group. And then, I meet with every member for an hour to an hour and a half during the month. What I tell my members is, “Look, there are 12 meetings a year. I expect you to make nine. People have business trips, family events, you get sick, client unexpected issues arise, you make nine.”.

Marc Borrelli: [00:18:43] But your time commitment is, I think, the most interesting question because speaking to those that I think are really engaged, and want to get the most out of it, and those that do get the most out of it actually invest the time preparing for the meeting. So, they think about the issue they want to bring. They think about all the information they need to present to the group. And so, when they come in, they’re prepared, and they think about, “If there’s a speaker, what do I want to learn from it?” So, they do a lot of upfront preparation. And afterwards, they spend time implementing it.

Marc Borrelli: [00:19:10] Those that don’t get much out of it don’t spend any preparation, walk into the meeting, haven’t thought about anything except they’re just walking in. They don’t really have a good issue. They are sure as heck they can’t give you any information about it, and they don’t really pay attention afterward. And, again, I herd the cats, I can’t make them. But I always say to them, “Look, you’ve spent money on this. If you’re meeting with your lawyer or your accountant, would you just walk into the room with no papers, no backup, and sit there, and know that they’re charging you by the hour to sit there and say nothing?” And they say, “No.” And I said, “Well, why don’t you do that? This is your board. These are your advisers. They’re here to help you. If you invest the time, you will get a greater return.” So, I think people should.

Michael Blake: [00:19:50] And probably the people that don’t prepare, that’s probably a symptom of something else.

Marc Borrelli: [00:19:55] Absolutely.

Michael Blake: [00:19:56] Right? Chances are that’s not the only thing in their business life for which they’re routinely systematically unprepared?

Marc Borrelli: [00:20:04] I would say that’s true, but I would say there is a culture, especially in the US, but it’s infecting the rest of the world, is we’re busy, we believe we’re successful. And I’m really fighting that culture to say-

Michael Blake: [00:20:17] I think, that’s right.

Michael Blake: [00:20:17] I think busy is not a sign of success. Success is thinking, if you’re the leader, you don’t need to be busy, you need to be thinking, you need busy people under you, but you need to be thinking about where the ship is going, and how you’re going to get it there. And getting caught up in the daily minutia is not helping. I try encourage members, the best thing you can do is take two weeks off at a time, and go let your brain regenerate.

Michael Blake: [00:20:40] It’s a very interesting point. And I have to admit, I fall into that trap that I think that being busy is ipso facto good, and it isn’t necessarily. And I think it just comes from this puritanical streak that we have as Americans that idle hands are the devil’s playground et cetera, et cetera. But you’re right, being able to sort of take us a step back, it’s amazing what your mind can do if you force it to do nothing.

Marc Borrelli: [00:21:14] Exactly. Well, I think on that. I’m going to throw two things out that I tell my members, and some do, and some don’t, is you should have an automatic reply in your e-mail that says I’ve received your e-mail, I will revert to you within 48 hours.

Michael Blake: [00:21:25] Ha!

Marc Borrelli: [00:21:26] Because all people want to know is, did you get the e-mail? That’s the main thing. And if you give yourself two days to think about it, you will probably come to a better solution than if you just shoot something off on the spur of the moment without giving it true deep thought.

Marc Borrelli: [00:21:42] And then the second thing I say to them is when you go on holiday, putting out of office e-mail which doesn’t just say, “I’m out of the office,” but says, “I will be gone for this date and this date. I’ll check email once a day, but I’m not checking this address. Please email me at this new address.” And the new address is, “I’m terribly sorry to interrupt your personal family vacation at…” whatever your alias. Nobody will ever send you an e-mail to that address. And we just copy people, we send this stuff out, and we all become slaves, and jump to it. And I think it’s a waste of our mental energy and our physical energy.

Michael Blake: [00:22:11] That’s a great point. That’s something I’ve learned and one of the few benefits of getting gray hair and two arthritic ankles is a little bit of wisdom and realizing you don’t have to respond to every email as it comes in, right? And I can’t tell you how many times I felt like I had a much better response by just stepping away, sleeping on it, and often just say, “Look, I got it.” That’s what most people want. What annoys people if you don’t respond and don’t even acknowledge that you’ve got it.

Marc Borrelli: [00:22:43] Correct.

Michael Blake: [00:22:43] If you acknowledge that you received the e-mail, the person that sent it then knows they are in the queue. You’re, at least, important enough to respond in that way. And then, they know they’re not being ignored. Being ignored really pisses people off when you get right down to it.

Marc Borrelli: [00:22:56] Exactly. But as you said, rushed answers are bad. One last point on this is I try and say to people, “Look, when you finish a meeting, don’t rush into the next meeting. Can you set yourself 30 minutes just to reflect on what truly happened, and what’s really important, and what you need to do?” Because we rush, and I’m guilty, I rush all day from meeting to meeting, and I get to the end of the day, I forgot what I promised at the first meeting. And it’s something I’m working on to try and be more effective with my time.

Michael Blake: [00:23:20] Not to mention, the emotional tenor from meeting to meeting may be entirely different, right?

Marc Borrelli: [00:23:25] Right.

Michael Blake: [00:23:25] But if you go from a dispute mediation into a sales meeting, can you imagine? You can’t handle those. Oh sorry, you just wanted the proposal? Got it. Okay.

Marc Borrelli: [00:23:37] Yeah, yeah.

Michael Blake: [00:23:37] So, you’re right, having that time to sort of kind of reset and center, that is part of time management is giving yourself that space to then, kind of, reset because in a different meeting, you have to play a different role, right?

Marc Borrelli: [00:23:51] Correct.

Michael Blake: [00:23:53] So, are there sorts of personalities that tend to do well in peer groups or ones that don’t do well in peer groups? I guess, know-it-all isn’t great.

Marc Borrelli: [00:24:03] I would say, the ones that don’t do well are know-it-alls and people who don’t care about others. You have to go in saying, “Look, I’m going to get stuff out of this, but what I really want to do is help everybody else.” And if you go in there with either, “I’m superior to everybody else, I know more than everybody else, and I don’t really care about these people,” you’re not going to work out. If you go in there saying, “I can learn from everybody…”

Marc Borrelli: [00:24:27] We have a guy in my group, and those who know him would recognize from his description. He has the worst ADHD of anybody I’ve ever met but has more interesting ideas than any human I ever met. He’s who’s got more patents in process. And the more you get to know this character, the more amazing he is. But a lot of people wrote him off in the beginning because he’s all over the place, and he’s not focused, and you think, “How does this guy get by?” But then, as you get to know him, when you peel back the onion, like this is truly an amazing person.

Marc Borrelli: [00:24:55] And so, I think, there are those that come in saying, “I’ve built my business to X, and I don’t need to talk to anybody else because I’ve done it, and I’m so great.” And I think it’s those that have realized that there are great people in many different guises, and they can all add something who will truly benefit from.

Michael Blake: [00:25:12] Now, what does it take when you — presumably, you prepare extensively for one of these meetings, what does your preparation routine look like?

Marc Borrelli: [00:25:23] So, it depends on the meeting. What I try and do is when I meet with my members one on one is to find out what issues are going on in their life. So, if I find an issue, I will say, “You should bring this issue to the group. And here’s a form. This what you need to write down. Try and bring all this information to the group.” I’ll think of exercises to do with them.

Marc Borrelli: [00:25:45] So, to give you an example of one I’m doing right now, and a number of Vistage Chairs are doing it, And I’ll go back to the beginning, Vistage has an event once a year for all the chairs. And Jim Collins who wrote Good to Great was there, and he spoke about Good to Great and the 12 questions for leadership, and we thought this is great.

Marc Borrelli: [00:26:01] So, I’m sitting down with all my group going through each of the questions. So, we start out with the flywheel. What is your flywheel? Define how your flywheel works? How do you confront the brutal facts? How do you know you have the right people regardless where on the bus they are? And then, you put them in. So, thinking through these things, sending them out links to documents, YouTube videos on this stuff, and then saying, “Okay. This is what we’re going to discuss.” And carving aside, anybody presents it. And then, we challenge each other. And I always say, “You’re open to challenge.” So, yeah, things like that.

Michael Blake: [00:26:32] Are there particular industries that you think CEO peer groups tend to serve better than others, or can it be adapted to any industry, whether it’s high tech, e-commerce, or janitorial services?

Marc Borrelli: [00:26:49] I think it can be adapted to any industry. The only place I think it has a bit of a problem, and maybe I’m wrong, because there are people in groups from these companies, but I think a large professional partnership is sometimes more difficult because nobody, even the managing partner, as a managing partner of an accounting firm once said to me, “We have all the responsibility and no authority.” So, they find it hard.

Marc Borrelli: [00:27:11] But I have a lawyer in one of my groups, and he said to me, “Why should I join? I’m a lawyer. I don’t know about selling and marketing.” And I said, “Well, you should. I mean, today, we all have to sell, we have to market, we have to collect. So, yes, your expertise may be in another area, but you still got to do all these business functions to get ahead, and build your model, and think of a different way of doing business.” So, I think everybody can benefit if you go in with an open mind.

Michael Blake: [00:27:36] Yeah. And that advice of having to sell, I mean, I long learned there are people in my industry and finance that are sufficiently technical. They can just be the technical nerd in the corner and thrive. I ain’t that smart. So, I have to develop other skills as a survival path. All right. So, how long does the meeting last?

Marc Borrelli: [00:27:59] That’s an all-day meeting.

Michael Blake: [00:28:00] All-day meeting. So, what happens? Kind of go through the order of battle in a given meeting.

Marc Borrelli: [00:28:07] So, eight times a year, we have a speaker. So, the speaker will come in in the morning. They will talk for about 3-3.5 hours on a subject matter area of expertise to them. And if we don’t have a speaker, we’ll think of either we’ll do what I’m going to describe next for the rest of the meeting, or I may present a topic of discussion.

Marc Borrelli: [00:28:29] So, aside from the speaker, what we’d usually do, we have what we call a check-in. Everybody goes around, says what’s happened since the last meeting personally and privately in their lives, what’s good, what’s bad. Then, we have a host of the meeting who I mentioned is responsible. They get an hour to present their business, their issues, and tell us about what they’re thinking, what are their three-year plans, what’s the business plan, what’s their exit, what challenges they’re facing. And that’s usually an in-depth discussion.

Marc Borrelli: [00:28:58] And then, the rest of the meeting, really, is everybody writes up issues or opportunities they’re facing. And we sit down, and we go through our process of asking, probing questions. When we’ve got no more questions, we then go around and ask everybody what they would recommend they would do if they were the person with the issue.

Marc Borrelli: [00:29:12] When everybody’s told them what they would do – and during this time, they’re not allowed to say anything, they just listen – we basically turn to them and say, “So, what are you going to do?” And they could say, “I like what John said,” or “I like what Mary said,” or “I think you’re all a bunch of idiots, and I’m going to do something else.” And we don’t really care, but we say. “Okay, So, you’re going to do X, and when are you going to do it by?”.

Marc Borrelli: [00:29:31] And when you come to the meeting next month, “Did you do it?” And if you didn’t do it, then we’ll say, “Well, do you want somebody in the group to be a wingman, and remind you, and lead you through it?” And if you repeatedly don’t do it, then there’s an issue that you haven’t really gone into.”

Michael Blake: [00:29:42] Right, there’s a deeper issue. I guess.

Marc Borrelli: [00:29:44] Exactly.

Michael Blake: [00:29:45] So, you have a buddy system, almost like alcoholics anonymous, right?

Marc Borrelli: [00:29:48] Oh totally. There’s a joke in Vistage where AA is for CEOs.

Michael Blake: [00:29:52] Oh, is that right?

Marc Borrelli: [00:29:53] Yeah. Because they need somebody. And the thing I found, and I speak for myself knowing this as my own behavior, is when we’re stressed, we revert back to what we like to do because it’s comfortable. And CEOs, like everybody else, get stressed. They’ve got big decisions, and they don’t know what to do with them. So, they revert back into their comfort zones.

Marc Borrelli: [00:30:12] I have one member who’s very stressed with things going on. I spoke to him the other day, and I’m like, “What have you been doing?” And he’s like, “I was rebuilding our website.” And I’m like, “Why are you rebuilding? You should not be rebuilding a website. This is not your time.” But that’s where he’s comfortable. And so, he’s reverting back. And I think where the group is there is to help pull you out and focus on.

Michael Blake: [00:30:30] Are there certain kinds of questions or challenges that you found a group like this is not particularly adept at addressing?

Marc Borrelli: [00:30:42] I would say the hardest thing with a bunch of CEOs, and this is reflective, again, of being CEOs is you have to train them to go through their probing questions. They’re all ready to jump in and tell you the answer. And it’s only through the questions we truly find the issue and think about what it is. So, the hardest thing when the group starts, and even you’ve got to keep reminding them, “Guys, this is not the time for solutions. We’re working on questions. Wait. Think about it.” And it’s that old adage that we all fall victim to, “When you ask a question. actually, listen to the answer. Don’t prepare your next question.”

Michael Blake: [00:31:17] It sounds like that age old Mars, Venus thing, right?

Michael Blake: [00:31:20] Yeah, absolutely.

Marc Borrelli: [00:31:21] You want to try to solve the problem, but, in fact, until you’ve asked enough questions, you don’t really know what the problem is.

Marc Borrelli: [00:31:28] Exactly.

Michael Blake: [00:31:28] Right.

Marc Borrelli: [00:31:28] Yeah. So, that in itself on that, some of your members may struggle with initially, and that is a skill that they develop.

Marc Borrelli: [00:31:39] Yes.

Michael Blake: [00:31:39] Right? Because if they carry that into their business life, that means they can then seek better and more input in a more honest and vulnerable way from their other resources. It could be their subordinates, their other officers board, and can be more effective in that way too, right? The sort of a sneaky little personality business skill that gets inculcated there.

Marc Borrelli: [00:32:01] Yeah. And hopefully, some of them do. But there are still a bunch who, “I’m the boss.” It reminds me of the classic scene when we’re talking about age things. It’s the Italian Job movie with Michael Caine, the original version. It came out the ’60s. And there’s a great line, and he says, “This job requires team effort, which means you all do exactly what I say.” And it’s breaking that and making them here.

Marc Borrelli: [00:32:23] The thing I found with CEOs, and I’m making a huge generalization, but most of them have one or two skills or both. They either invent something, or they’re great salesman, or they’re great salesmen and they invented it, which means they know their products, and they know their best customers. They have no idea what’s happening in the finances. HR is a mess. Legal doesn’t exist. I’m trying to arrange them to be slightly broad and understand these other parts, especially the HR side. It’s the most common areas motivating people, retaining, people, culture.

Marc Borrelli: [00:32:51] I heard a great line the other day, “Is you’re onboarding process more akin to waterboarding?” And I love that because I think we hire people, we don’t do anything, then we wonder why they leave. It’s this new environment. We’re talking about millennials.

Michael Blake: [00:33:05] We put you through our process. What’s the problem?

Marc Borrelli: [00:33:07] Right, exactly.

Michael Blake: [00:33:07] I mean, yeah, you got waterboarded, but I mean, it’s that sunny area, tropical weather, beach front property you can see.

Marc Borrelli: [00:33:16] Right.

Michael Blake: [00:33:17] Right. So, you mentioned that one of your groups is $1 to $8 million in revenue. And the other is $8 and above basically. I infer from that then, do you need to have a company with a million bucks of revenue to be involved in a Vistage group, or is that just sort of where you’ve carved out your delineations?

Marc Borrelli: [00:33:35] No, you don’t need to be a million bucks and above. But I do find the companies under a million bucks find the financial commitment and the time commitment very hard. Now, the companies that do come in under a million bucks are, usually, professional groups like lawyers, accountants, maybe some engineers, architects, but because they’re more — and I’m not knocking saying the others aren’t professional, but they had that structure, and they have a lot of systems in place.

Marc Borrelli: [00:33:59] But under a million bucks, even my group that’s a million to eight, what I refer them to is my entrepreneurial group or entrepreneurial management group. And what I mean is all spokes feed into the center. And then, my larger group has more of a professional management where they have various functions under them, and the CEO is truly being a CEO. And those where the CEO has everybody feed into them, they’re very distracted, they’re very hard to focus. And, again, companies under a million, the CEO is just getting yanked. They don’t show up for most the meetings. They’re always about the numbers. They’ll sell anything and promise anything. I mean, they’re the people who need it the most, but most can’t commit to it.

Michael Blake: [00:34:37] Probably because they’re so and probably necessarily involved in the tactical-

Marc Borrelli: [00:34:42] Correct.

Michael Blake: [00:34:44] … that they just don’t have the bandwidth to address the strategic.

Marc Borrelli: [00:34:48] Exactly.

Michael Blake: [00:34:48] Right?

Marc Borrelli: [00:34:49] Yeah.

Michael Blake: [00:34:52] Yeah. You don’t think about, “How I’m going to put in a new sprinkler system?” when there’s a four-alarm fire right in front of you, I guess.

Marc Borrelli: [00:34:58] Right.

Michael Blake: [00:34:59] So, let’s say there’s a listener now that that is listening to this thing, “I merely thought about this, but I think I’d like to learn more,” is there a system or a path where somebody can perform due diligence on a peer group before making that commitment? It doesn’t sound like the kind of thing that sells itself, well, kind of shrink-wrapped and off the shelf, right? It sounds like it’s got to be the right fit. So, how can a business owner figure out if a group is right for them without sort of making the big upfront commitment?

Marc Borrelli: [00:35:36] Well, I think, first of all, every group is different. So, there’s no standard. But what I do with my potential members, if I meet somebody that’s interested, I’ll say, “Okay.” First of all, I meet with them, learn about their business tone, learn about Vistage. At the end of that meeting, if I think they’d be a good member, then I say, “Okay. We need another meeting. You cannot sign up today. I’m not selling you anything.”

Marc Borrelli: [00:35:58] I then, go back, and we have a much longer meeting, probe more deeply, and there are questions I want to find out about their caring side, how much they’re willing to try new things. I always ask them. “When was the last time you did something new for the first time?” If you’re not learning and pushing yourself, you’re probably not a good fit.

Marc Borrelli: [00:36:15] If they get through that meeting, then I say to them, “Look, I’m interested. I think you’d be a good member. Now, you have to come and meet the group. While they’re not the final authority, they have a huge input into whether or not you come into this group. And because you have to fit with them, and (A), they have to like you, but (B), you also have to like them.”.

Marc Borrelli: [00:36:33] So, I usually get them to come to a meeting, and they sit through a meeting. And at the end of the meeting, I’m like, “Okay, you can wait, and I’ll ask the group if they want you. And then if they say you’re in, and you decide you want in, then you’re in. And if you’re not, go away and enjoy your life.”

Michael Blake: [00:36:49] Okay.

Marc Borrelli: [00:36:49] And I usually find it helpful too, if they come to a meeting to have the present an issue. I’m like, “Really come with an issue. Present it, and get feedback, and learn new things.”

Michael Blake: [00:37:00] Okay. Now there are probably people out there that have maybe tried a peer group like this in some fashion that, for whatever reason, didn’t work out. Maybe they weren’t emotionally ready to handle it, maybe the company wasn’t mature enough, whatever, or just life happens. Is it possibly worth them circling back and revisiting the issue? Maybe the second time around will be different.

Marc Borrelli: [00:37:25] I think so. I think the best way I can describe it is groups like ours are necessary but not urgent. And so, people put them off or say, “Well, I didn’t have the time.” I think if you put the time and the effort, you will find the reward huge. And it’s like having a gym membership. You got to go, and you got to work hard to make it worthwhile; otherwise, it’s not.

Marc Borrelli: [00:37:48] What happens is people sign up, but they’re passive members, and they don’t get anything out of it. So, if you truly want to be a leader, there are competitors out there all the time. Everybody’s challenging your business. If you want to stay ahead of the crowd, a group like this will help you, but you’ve got to put in the effort and the time.

Michael Blake: [00:38:05] Is there any kind of success story that comes to mind, someone that’s been in one of your Vistage groups, and they’re just a great example of somebody that’s been helped in a clear fantastic way?

Marc Borrelli: [00:38:17] There are quite a few. I think, I look at one gentleman who’s in my Vistage group. He was in a different type of peer group, but he came to Vistage because he wanted a strict facilitator. He said, “We used to meet, but it had no direction.” And he’s basically got to the point. He says, “In seven years, I don’t want to work anymore. That doesn’t mean I’ve sold my business. It just means I don’t want to work. And I’m putting in place all the steps.” So, we met recently, he’s got a COO, he’s got a CFO, he’s putting on an ERP system. His business is growing 30% a year. And his goal is that in seven years, he will not work, but the money will keep coming in. To me, that is a great success story.

Marc Borrelli: [00:38:57] There’s another guy I know who wasn’t in one of my groups but a Vistage member. And he brought in a present, and he said to me, “I have a house out in the country. I’m in my house, country house, Monday through Thursday. I come into Atlanta on Fridays. Meet with the president of my company, figure out what the issues are that we need to discuss, if any. And then, I spend the weekend socializing with my wife and friends. And on Monday morning, I go back to the country and do the stuff I like on my farm.” And he said I make more money now than I ever made before. He sold his private equity group recently and did incredibly well.

Marc Borrelli: [00:39:28] So, I think, yes. I think there’s definitely help there, and people have had great things. There are other people in my group who’d tell you they’ve got more out of this, and it’s saved them more, and helped them more than they can ever imagined.

Michael Blake: [00:39:39] Well, very good. I think you’ve made a very compelling case for why one would consider joining a group like this. How can people contact you to learn more about this?

Marc Borrelli: [00:39:49] The easiest is to reach out to me, marc@marcborrelli.com, which I know is a lot.

Michael Blake: [00:39:55] Two Rs, two Ls.

Marc Borrelli: [00:39:56] Correct.

Michael Blake: [00:39:57] I have to remind myself of that.

Marc Borrelli: [00:39:58] Yeah, or you just go to marcborrelli.com. And there’s information on how to set up a meeting with me. I’d love to meet anybody. If you don’t feel it’s not a fit after we’ve talked, that is perfectly okay. I only want people who are willing to come in and work hard.

Michael Blake: [00:40:14] Okay. Well, very good, Marc. Thanks for joining us. That’s going to wrap it up for today’s program. I’d like to thank Marc Borrelli so much for joining us and sharing his experience with us.

Michael Blake: [00:40:23] We’ll be exploring a new topic each week. So, please tune in, so that when you’re faced with your next business decision, you have clear vision when making it. If you enjoy this podcast, please consider leaving a review with your favorite podcast aggregator. It helps people find us, so that we can help them. Once again this is Mike Blake. Our sponsor is Brady Ware & Company. And this has been the Decision Vision Podcast.

Tagged With: CPA Alpharetta, Dayton accounting, Dayton business advisory, Dayton CPA, Dayton CPA firm, executive coaching, executive coaching group, exit strategy, exit strategy planning, financial dashboard, flywheel, M&A, Marc Borrelli, mastermind groups, Michael Blake, Mike Blake, millennials, peer executive group, peer to peer executive group, personal improvement, probing questions, quickbooks, return on investment, time management, Vistage, Vistage Chair, Vistage International, Vistage Peer Advisory Group, Vistage Worldwide

Decision Vision Episode 13: Opportunity Zones – An Interview with Vishay Singh, The GlobeHUB

May 2, 2019 by John Ray

Decision Vision
Decision Vision
Decision Vision Episode 13: Opportunity Zones – An Interview with Vishay Singh, The GlobeHUB
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Vishay Singh, Co-Founder of The GlobeHUB, and Michael Blake, Host of “Decision Vision”

Opportunity Zones

What is an opportunity zone? How can operating within an opportunity zone help a business? With numerous opportunity zones across the country, what are the differences entrepreneurs and investors should be aware of? In this edition of “Decision Vision” host Michael Blake, interviews Vishay Singh, Co-Founder of The GlobeHUB, a coworking space located in an opportunity zone in Chamblee, GA.

Vishay Singh, The GlobeHUB

Vishay Singh, The GlobeHUB

Vishay Singh is Co-Founder of The GlobeHUB. The GlobeHUB was established in 2016 by Kevin Henao and Vishay Singh when they felt a calling to make a lasting impact on the startup community. They had a vision to not only inspire the next generation of  entrepreneurs but to provide them the community, funding, mentorship and ecosystem that every business owner requires to succeed. Globe’s coworking spaces offer plug-and-play memberships to accelerate business growth. They understand the power of the tech community and aim to facilitate meaningful connections across our unique member network. The diversity of people and ideas make the world better and makes companies better. It’s time to put your big ideas into motion. GlobeHUB is a tech community that promotes high energy, hard work, and creative innovation. There is no better place to launch your business. Get involved! For more information, go to www.globehub.com.

Michael Blake, Brady Ware & Company

Mike Blake, Host of “Decision Vision”

Michael Blake is Host of the “Decision Vision” podcast series and a Director of Brady Ware & Company. Mike specializes in the valuation of intellectual property-driven firms, such as software firms, aerospace firms and professional services firms, most frequently in the capacity as a transaction advisor, helping clients obtain great outcomes from complex transaction opportunities. He is also a specialist in the appraisal of intellectual properties as stand-alone assets, such as software, trade secrets, and patents.

 

Mike has been a full-time business appraiser for 13 years with public accounting firms, boutique business appraisal firms, and an owner of his own firm. Prior to that, he spent 8 years in venture capital and investment banking, including transactions in the U.S., Israel, Russia, Ukraine, and Belarus.

Brady Ware & Company

Brady Ware & Company is a regional full-service accounting and advisory firm which helps businesses and entrepreneurs make visions a reality. Brady Ware services clients nationally from its offices in Alpharetta, GA; Columbus and Dayton, OH; and Richmond, IN. The firm is growth minded, committed to the regions in which they operate, and most importantly, they make significant investments in their people and service offerings to meet the changing financial needs of those they are privileged to serve. The firm is dedicated to providing results that make a difference for its clients.

Decision Vision Podcast Series

“Decision Vision” is a podcast covering topics and issues facing small business owners and connecting them with solutions from leading experts. This series is presented by Brady Ware & Company. If you are a decision maker for a small business, we’d love to hear from you. Contact us at decisionvision@bradyware.com and make sure to listen to every Thursday to the “Decision Vision” podcast. Past episodes of “Decision Vision” can be found here. “Decision Vision” is produced and broadcast by Business RadioX®.

Visit Brady Ware & Company on social media:

LinkedIn: https://www.linkedin.com/company/brady-ware/

Facebook: https://www.facebook.com/bradywareCPAs/

Twitter: https://twitter.com/BradyWare

Instagram: https://www.instagram.com/bradywarecompany/

 

 

 

Show Transcript

Intro: [00:00:01] Welcome to Decision Vision, a podcast series focusing on critical business decisions, brought to you by Brady Ware & Company. Brady Ware is a regional, full-service accounting and advisory firm that helps businesses and entrepreneurs make visions a reality.

Michael Blake: [00:00:20] And welcome back to another episode of Decision Vision, a podcast giving you, the listener, clear vision to make great decisions. In each episode, we’re discussing the process of decision making on a different topic. Rather than making recommendations because everyone’s circumstances are different, we’ll talk to subject matter experts about how they would recommend thinking about that decision.

Michael Blake: [00:00:39] Hi. My name is Mike Blake, and I’m your host for today’s program. I’m a Director at Brady Ware & Company, a full-service accounting firm based in Dayton, Ohio, with offices in Dayton; Columbus, Ohio; Richmond, Indiana; and Alpharetta, Georgia, which is where we are recording today. Brady Ware is also sponsoring this podcast. If you like this podcast, please subscribe on your favorite podcast aggregator, and please also consider leaving a review of the podcast as well.

Michael Blake: [00:01:04] So, I’m going to apologize to listeners right off the bat. In Atlanta here, it is the height of allergy season. And, generally speaking, once the pollen count gets above a thousand, the air becomes toxic. So, I’m on a combination of cocktail to, sort of, keep me off my feet. And I don’t have a cough button, but I will try to turn my head if that happens. And if you don’t suffer from allergies, feel blessed that you you don’t suffer from that. But I’m a launch panel guy. We play hurt, and we’re going to continue on through this podcast. We’ll get through the episode.

Michael Blake: [00:01:41] And today, we’re going to talk about opportunity zones. And opportunity zones are newly created, tax-break-driven investment areas that are designed to promote private investment in economically distressed communities. And they’re an interesting topic because – and this is a personal ideological view – I think, anytime we can harness market forces to promote social welfare, I think, that’s a good thing to do. There are actually many of these across the country. And as it turns out, I’m very fortunate to live very close to an opportunity zone. So, I look forward to seeing how that leads to some development of my own community.

Michael Blake: [00:02:20] Joining us today is Vishay Singh, Co-Founder of the Globe Hub, which is Chamblee’s premiere co-working and entrepreneurship facilitation space located a Peachtree-Dekalb Airport. And for those of you not in the Atlanta area, PDK airport is Georgia’s second largest commercial airport. So, when Super Bowl 53 happened here, and all the other billionaires came in on their jets, that’s where they came in.

Michael Blake: [00:02:43] The Globe Hub was established in 2016 by Kevin Henao and Vishay when they felt a calling to make a lasting impact on the startup community. They had a vision to not only inspire the next generation of entrepreneurs but to provide them the community, funding, mentorship, and ecosystem that every business owner requires to succeed. Vishay is a successful serial entrepreneur, whose current venture MapMeLocal. And maybe if we have a few minutes at the end of the podcast, we’ll get a chance to learn a little bit about that as well.

Michael Blake: [00:03:11] Globe Hub’s co-working spaces offer plug-and-play memberships to accelerate business growth. They understand the power of the tech community and aim to facilitate meaningful connections across their unique member network. The diversity of people and ideas makes the world better and makes companies better. They’re a technology community that promotes high energy, hard work, and creative innovation. On a personal note, I’m very proud to say that Brady Ware is a member of the Globe Hub, and I personally find it an excellent resource for my own professional needs. Vishay, welcome to the podcast. Thanks for coming on.

Vishay Singh: [00:03:41] Thank you, Mike. I appreciate it.

Michael Blake: [00:03:43] So, we have a lot to talk about but let’s, sort of, dive right in. Why did you start the Globe Hub? Why do you feel there is a need to create a new co-working space? We’ve got a lot of these things right in Atlanta now. Why do we need a new one?

Vishay Singh: [00:04:04] Actually, I think, for me, it was probably the second step to my needs. It was Kevin, my co-founder, who actually came up with that vision because he spent a lot more time in that building. And the building is in a prime location, as you’re aware. And it is outdated. It had the ’80s look. And Kevin was in a poky hole upstairs, small office, and always had this vision of, “Man. I wish I could just have a bigger space, have larger boardrooms, share it with everybody, and keep my rental down while I’m growing up my business called SameDay Printing.”

Vishay Singh: [00:04:48] And when I got there, I was in Marietta, Georgia, and I had met a bunch of entrepreneurs that wanted to expand with me. And we were like, “Man, we can be in Marietta Georgia. We should get somewhere to more of the inner city, and be where the hype is, and be closer to more millennials, and where the excitement is.”

Vishay Singh: [00:05:08] So, we started looking. And then, when we found 1954 Airport Road, we stumbled upon Kevin, and what he was doing, and we immediately fell in love with it. And, sometimes, entrepreneurs go with gut feel versus just the pure science of why co-working, etcetera. But I think, what we saw instantly, the differences was with that location was you could drive in, you could park, and it was all on the ground floor. You had no hassle of worrying about how to get upstairs or how to get to you office, and how do you park your vehicle, etcetera. You can eliminate all those thought processes and hurdles, as I call them, from your thought process because you’re so focused in what you’re trying to do.

Vishay Singh: [00:05:56] So, you just want to get into a space, and you want to be inspired, and you want to be with a community, and you want to build a business. So, that’s how we decided just to say “Okay, let’s just take what we have and create a Globe Hub,” but we understand that co-working, potentially, could be the red ocean. I think, there’s still a lot of space of it, especially we’re going to talk further about opportunity zones and how our strategy would differ.

Vishay Singh: [00:06:21] But the long story and the short story of it, I always felt that, and I’ve always been passionate about helping entrepreneurs. I just couldn’t figure out whether thinking too small. So, I needed to think bigger, and I needed to think and dream a bit bigger on how to do this. And I think that’s potentially coming together. But that’s when we decide, we said, “Let’s just do it. Let’s just create the space first. Let’s crawl before we dream and drink a lot of beer, and we make nothing happen,” right?

Vishay Singh: [00:06:49] So, we did it. Baby steps first. We got 10,000 square feet. We’ve told community. We’ve flushed that community as well to get more and more of the right entrepreneurs there to be able to, then, create an ecosystem that starts to support itself. And like you said, a system that we’re each another could help each another. We even crowdsource to each another. We crowdfund to each another. When somebody’s stuck and really can’t get any angel money or something, we become the angels. And we all chip in whatever we’ve got in our pockets to help that person get the next contract or the next deal, so that they can get to the next level.

Michael Blake: [00:07:22] I didn’t know that.

Vishay Singh: [00:07:22] That’s exactly what’s goes on in the ecosystem. So, we don’t like — again, it’s not about sitting and waiting. If somebody needs something, and we can’t get it from an outside source, all the guys look in and say, “Let’s see how we could just crowdsource it ourselves.”

Michael Blake: [00:07:37] In a way, it’s kind of a microcosm of the Chamblee area, right? I’ve lived in Chamblee since 2005. And in the last three or four years, somebody figured out that Chamblee has a Marta Station, and it is right at the intersection of 285 and 85, And, of course, the airport there. Chamblee is booming, right?

Vishay Singh: [00:07:56] That’s right.

Michael Blake: [00:07:57] Is that part of the calculus? Was that something you’re excited about with Globe Hub kind of being in the middle of that renaissance that Chamblee’s enjoying now?

Vishay Singh: [00:08:04] Absolutely. I mean, I would say right place, right time. Nothing more than that. A lot of things can happen by accident. I mean, we went into downtown, we went into midtown, we looked at other places before we landed up at the Globe building and met Kevin, as well as the building entrepreneur who owns the building, Robert Muller. And decided, “Man, this is the right place.”

Vishay Singh: [00:08:31] And then, you slowly start to discover, well, it’s a hub zone. And then, what is the hub zone? What does the hub zone mean? And then, next thing is we figured out, there’s this press release and the meeting downtown about opportunity zones. And by the way, we looked on the map, and, boom, we are on an opportunity zone. What does that mean? And how does that potentially help us and help the he entrepreneur within us?

Vishay Singh: [00:08:52] But Chamblee is blooming. That’s another thing that we — It’s as a consequence of Brookhaven being overfull, and Buckhead, and that overflow that’s happening. It’s just a natural consequence, I guess. And I think it’s bound to spread into Doraville and places like that. So, I think that’s exciting to have all that and to see all that flourishing around us, as well as to see the potential of the hub zone area, which is the PDK area and the three-mile radius around it, which needs to now come up with a strategy and a plan on how that’s going to unfold itself and become or join into that overflow of where the Whole Foods is and this building across of Clermont, etcetera. So, very, very exciting stuff going on there.

Michael Blake: [00:09:46] You talked about the serendipity of real estate. So, we moved into Chamblee back in 2005, and I had zero to do with that decision. We just moved back to Atlanta, or I moved to Atlanta, my wife went back. She’d been here. I know nothing about real estate. I’m not even very good of monopoly. So, we’re very fortunate that we happened to move into the right place.

Michael Blake: [00:10:10] And your commitment goes beyond just sort of cheerleading. I mean, you’ve put in us substantial financial stake in this. In making that investment, do you see that as a business opportunity, as well as a social project, or do you see it more as purely a social project?

Vishay Singh: [00:10:28] I think it’s a hybrid. I think the environment does lend itself to being profitable. And it’s not as if we’re not profitable. The ecosystem and being full, we had capacity, we can grow upwards by virtue of membership and monetizing other spaces by being creative. So, we have reached that level of profitability.

Vishay Singh: [00:10:54] Is it highly profitable to just have one of that? Absolutely not. I think it’s the great American model where, typically, like franchises and/or similar sort of businesses where you’re doing one well, you need to duplicate it in order to reach good revenues and reach good valuations. Sometimes, when you look online, and you look at the evaluations of WeWork and Industrious, it’s amazing that they’ve got those numbers, and they’ve got those valuations. So, from that perspective, there’s definitely an opportunity.

Vishay Singh: [00:11:33] And I think, on the other hand, it’s helping entrepreneurs. So, I don’t know if that’s social, but if we look at helping entrepreneurs, the way we do it and by no means, we are in absolute shock triangle. We are having a huge purse string, per se. But with our micro funding methodology, and bootstrapping, and working with entrepreneurs, if they succeed, we succeed.

Vishay Singh: [00:11:59] So, from, that, that’s how we’re landing into – and we’ll talk about it later, I guess – the Founders Institute and why we’re doing that. It’s just tying that up into a mechanism where they could be that risk, the risk of investing time, investing money, and then being rewarded with upsides of one or two of those startups becoming successful in Chamblee.

Michael Blake: [00:12:24] So, you found Globe Hub in 2016. You’re at 1954 Airport Road. A little over a year goes by, next thing you know, they slapped an opportunity zone basically right on top of you.

Vishay Singh: [00:12:37] Absolutely.

Michael Blake: [00:12:38] And you’re right in the middle. It basically covers the Peachtree Dekalb Airport, that mini industrial complex there. Did you know what an opportunity zone was or was going to be? Do you have any idea that was going to happen or is that just you, sort of, woke up one day, and it was like a big present?

Vishay Singh: [00:12:55] That’s exactly what it is. It’s the latter. It just happened. I’ve always been aware of economic zones or development zones. And the opportunity zone by definition means the same thing. But it’s a positive effect. It’s it’s great to be in that. It gives us a larger opportunity because as I was just trying to look online and trying to look on how many opportunity zones actually do have incubators, and so far, possibly may have found one that’s a veteran on somebody up in Virginia that’s fallen into that space, and so have we.

Vishay Singh: [00:13:31] So, it looks like we are one of two that are in the zone, which actually complements and lends ourselves into the strategy of how we were thinking of expanding because what could make us different is our plan now of, actually, working the dream of building entrepreneurs but, perhaps, what we could do is build these further hubs in opportunity zones and work in those cities and create a sustainable environment for startups that are funded and, also, help with the marketing of main streets.

Michael Blake: [00:14:13] So, there is this opportunity zone, and I have to confess, I don’t know a lot about it until a few months ago. What is an opportunity zone? For whom is it an opportunity?

Vishay Singh: [00:14:25] Absolutely. So, I keep this piece of paper here because it’s kind of technical, but we won’t get into technical jargon. But the bottom line, the opportunities is on the left and the right side. So, the left side is taxpayers, and people that have capital gains events, and/or postpone capital gains events because they just simply don’t want to pay the tax on it. It’s an opportunity for them because, then, they could liquidate their position, be it a stock, be it a partnership, be it a sale of a business. And that the gain that they’re supposed to pay immediately could not defer through a 1031 exchange, I think it’s called, for property. If they could not do that, they have this chance now to invest it in an opportunity zone.

Vishay Singh: [00:15:17] And that investment could go two ways. It could go in into a property and enhance a property, and there’s rules sets against that, or it could come into a hub like ours and be invested into startups, in our case, and/or it could be invested into small to medium businesses, even if it’s a restaurant, a mom and pop store that’s doing really good and needs that extra capital. That money could be used. So, on that side, that’s the advantage.

Vishay Singh: [00:15:47] On this side, the opportunity is for entrepreneurs to maybe get out of their basements, and start thinking bigger and bring out the ideas, and really have a good opportunity of having some, if I may call it, venture fund or having some access to angel money that could help them get the small businesses or startups and ignited. And the whole idea is, then, to uplift that community, uplift the environment, and create a sustainable environment that makes it a retainer. It retains entrepreneurs and retains the younger audience, the younger people to stay back home versus go to Silicon Valley and other places.

Michael Blake: [00:16:35] So, this, I think, is a very important point because I’m an economist by training. So, I’ll apologize to everybody for that now. But one of the things that they teach us in economics, at least, until you get to the graduate level is that you, sort of, set taxes aside. All the models assume there’s no taxes, right? And if somebody knows of a place where there’s actually no taxes, please let me know, I’d love to go there. But it calls into focus, the fact that taxes do matter. And I think the way this works, your basic and deferred capital gains for up to 10 years, if I’m not mistaken. Correct?

Vishay Singh: [00:17:10] That’s right.

Michael Blake: [00:17:10] So, that increases the return on the same investment, whether you’re making the opportunity zone or not, at that level of risk. And therefore, it’s going to be more attractive. And it’s not just attractive to the investor but the entrepreneur. I imagine on a certain level, an entrepreneur can make an investment in their own business, right? And that means they get to defer or somehow offset their own capital gains as well.

Vishay Singh: [00:17:39] That’s right, yes. As long as it’s done in the zone, and they’re improving that zone by the definition of those regulations, which is still pending final publication, but it’s almost there, you can absolutely — I think that’s absolutely doable.

Michael Blake: [00:17:55] And any kind of business, it could be an e-commerce business, it could be a service business, it could be a software startup.

Vishay Singh: [00:18:01] Absolutely. From where it stands right now, it seems to be pretty clear that that would be covered. There is pending clarity on the regulations with the IRS. So, we were expecting to be published end of March, but it hasn’t come out as yet. We anticipate hopefully now, May or June. But that was pieces of the actual discussion by the forums that took place in DC, where interested parties went and lobbied further to have clarity that it can cover these broader spectrums.

Michael Blake: [00:18:37] Well, if it gives you any comfort, we have about 50 accountants back in my office, they’re tearing their hair out because the IRS has not even published final guidelines on all of the Tax Cut and Jobs Act at the end of 2017. So, we’re still guessing. And even if you do Turbo Tax for your own taxes now, the program says, “Well, this is what we think it’s going to be, but the regulations aren’t final yet.”

Vishay Singh: [00:19:02] That’s right.

Michael Blake: [00:19:02] So, IRS has a lot of regulations to write. So, are you seeing this impact to Globe Hub? Are you seeing an uptick in interest, in activity? And if so, what does that look like?

Vishay Singh: [00:19:13] Definitely. I mean, we’ve seen a positive impact on it. I think that’s how. I think it’s also contributed us to being at full capacity because it’s definitely encouraging a lot of startup entrepreneurs and a lot of businesses to want to think about how they could be part of the zone, how could they get access to capital. And strangely, a lot of the businesses that come in, it’s not purely just looking at, “How could I just get access to capital?” It’s working out, by definition, complementary to what they trying to do.

Vishay Singh: [00:19:49] So, like Chamblee is growing in that film industry. It’s growing in leaps and bounds with studios and the like. So, we’re finding a lot of inquiries that those entrepreneurs are saying, “We want to set up a studio. We want to set up an office there because we want to launch films. So, we want to raise funds for creating films in Chamblee.” So, we’ve seen quite a bit of that. We’ve seen other entrepreneurs in tech and non-tech come through and make inquiries because they’ve learned or heard about the OZ. And we have the double whammy where you can, also, if you’re in our zone, you’re also a hub zone, which allows you to get some extra points when you qualify to do government contracting as well.

Michael Blake: [00:20:38] Oh.

Vishay Singh: [00:20:38] So, there’s that advantage too.

Michael Blake: [00:20:41] And doing some homework before our conversation today, I looked on a map, and there are lots of these opportunity zones all across the country, right? So, for our listeners that are outside of Atlanta, outside of Georgia, chances are very good. If you live in the United States, you live close to an opportunity zone. Is that accurate? Did I read that correctly?

Vishay Singh: [00:21:01] I think that’s quite correct. If you just Google it and just put up “opportunity zone map,” you’ll get the maps that come up, and you’ll see all the brown dots. It’s spread out throughout the US. And chances are if you are in a major city like Atlanta, there’s one near you. I live in Marietta, and there’s several zones in Marietta, and really good opportunities for building acquisitions and/or rejuvenation of certain buildings, which will turn Marietta around in the next 10 years from what I can see.

Michael Blake: [00:21:38] So, in order to take advantage of an opportunity zone, do you have to apply for a license? Do you have to file anything, or do you have that level of knowledge, or do you just check a box? How do you sort of tell the IRS, “Hey, I’m in an opportunity zone, so give me these benefits”?

Vishay Singh: [00:21:54] Sure. I think it’s not about the — yeah, it’s about a process. There is paperwork, but it’s nothing that I can see that’s a special application. It’s more, “Who is that investor? And does that investor have a capital gain event? And is he or she investing in your business?” And then, there is a form that the investor will fill in and file with the IRS return. And there’s a simple methodology that that could be a partnership or whatever in which they put the money into. So, it’s just transactional like as if you’re investing in any other business.

Vishay Singh: [00:22:33] And then, from you, as a business owner, it’s the basic requirements of, “Do you have an LLC, or do you have a company, or do you have a partnership? And do you have a business license in in that area?” And I think the business license will help confirm that you are in the zone and, perhaps, a lease agreement, or, in our case, we have the membership agreement coupled with a lease agreement, if both are needed. And that’s only for purposes of your accountants, auditors having that to satisfy them.

Vishay Singh: [00:23:01] I don’t think the IRS — the IRS seems to be quite lenient with not being too red tape about this. I think they understand this is a process for entrepreneurs. And I think, finally, America’s getting to understand that entrepreneurs need less red tape and get easier access to money, so that they can run with their business ideas or, at least, one business idea.

Michael Blake: [00:23:27] Yeah. I’m sure there’s a forum for that. I don’t know what the number of the form is, but if you just go to irs.gov, and you do a search for opportunity zone, chances are very good. There’ll be links that pop up, and you can see what the form looks like. And it’s comforting to know this is not a place the IRS is really digging in and making it a massive bureaucratic challenge.

Michael Blake: [00:23:48] So, a lot of listeners, when you hear something like an opportunity zone, you’re creating a tax incentive to invest in a certain area, I think, in many people’s minds, I think, with some fairness, it evokes, “Well, if you have to offer an incentive to invest in a particular area, it must be a disaster area. It must be rat-infested. It must be gang infested. It must be dilapidated,” whatever lousy adjective you have, right? Is that necessarily the case if I’m going into an opportunity hub? Do I need to be prepared to walk into a disaster area?

Vishay Singh: [00:24:25] I think, I’m smiling because, I think, every time when I drive around with Kevin, because he grew up in the neighborhood, and until you’ve lived there, it’s like, that probably aptly describes what Chamblee, Brookhaven was many, many, many years ago. Unfortunately, I didn’t have the privilege of seeing that. But having grown up in South Africa, I’ve seen a lot of that.

Vishay Singh: [00:24:44] So, almost many areas start off like that. And, eventually, the right ideas come about, the right ways of cleaning up a city, the right ways of creating good sustainable economy or businesses in there to sustain the environment, and bringing on better homes, etcetera help build up an area.

Vishay Singh: [00:25:07] So, I think you’re absolutely right, there are those areas. They are definitely part of it. And I think it’s a long, long-term vision in terms of this process that that would happen. And it’s possible that certain pockets of that will happen.

Vishay Singh: [00:25:24] The opportunities within the opportunity zone is what I call the sandwich zones. The sandwich zones are the zones that are kind of like us where we are somewhere in between, where Chamblee is booming, Brookhaven is full out and is doing well. Chamblee is booming, and there’s these pockets in Chamblee that are opportunity zones, and that can be turned around, and compliment the entire ecosystem. So, there’s those.

Vishay Singh: [00:25:53] So, what you have to do is just put a magnifying glass on and look for those because those are going to be easier for you to start a business in and have direct access to a more affluent community or more affluent buyers just around you in the eight-mile radius, right?

Vishay Singh: [00:26:10] And then, those that have, I would say, the entrepreneurs with grit, and gut, and maybe deeper pockets are going to go for the other areas, which could be as bad as what you describe, but they still see a longer-term opportunity in that. And they would come out on the other side and probably redevelop it, or create something about it, or create a new form of sustainable buildings, et cetera, or homes or properties because those things are included.

Vishay Singh: [00:26:40] So, by definition, the IRS has included apartment living or anything to do with some form of commercial mix like live, work, play, etcetera, seems to be covered. So, I think those really deep areas, let’s call it poverty-stricken or crime-ridden, that could be cleaned up could absolutely be done as well.

Vishay Singh: [00:27:05] There’s a lot of that in Macon Georgia. And I’ve been traveling to Macon Georgia back and forth and doing a little bit of spec projects there. And we would love to get into the main streets. Our target, our focus is going to be main streets of Atlanta because we have this whole theory that main streets are sick and we can help fix it by bringing in a Globe Hub into each main street. Maybe not as big as what we have. Maybe a smaller model an express model. But then, collaborating working with those businesses and the city to create some form of digital marketing altogether in one single platform. And that’s where we’ll probably talk a little bit later with the MapMeLocal software.

Michael Blake: [00:27:44] Okay.

Vishay Singh: [00:27:44] Yeah.

Michael Blake: [00:27:44] Good. So, you mentioned in passing, I do want to touch on this. You’re involved in the Founders Institute.

Vishay Singh: [00:27:53] Correct.

Michael Blake: [00:27:54] Am I correct in saying you’re creating the Atlanta Chapter of Founders Institute?

Vishay Singh: [00:27:58] Correct.

Michael Blake: [00:27:58] Is that correct?

Vishay Singh: [00:27:58] Correct, yeah.

Michael Blake: [00:27:59] It’s the first presence in the area.

Vishay Singh: [00:28:01] Correct.

Michael Blake: [00:28:01] What is that? What’s the elevator pitch for Founders Institute?

Vishay Singh: [00:28:03] If I had to just say it simply, it’s designed for people coming out of corporate environment and/or startup entrepreneurs, maybe the one vice versa. But it’s designed for people like that that are thinking about entrepreneurship or wanting to become an entrepreneur, and they just need a way to understand how that entire environment works, and understand what hurdles they will face, and understand, basically, the Founders Institute will give you a really good platform to get you through that.

Vishay Singh: [00:28:45] Founders Institute, basically, in Atlanta, having gone through the process now, by definition, what we’re going to be doing is pulling together very experienced entrepreneurs in Atlanta, in our own environment, from larger companies to smaller companies that have experienced even from bankruptcy to building 100 million companies to come share the experiences with these want-to-be or wannabe entrepreneurs in a 16-week program. The program is well-defined, but it’s the experience of the entrepreneur that’s already gone through it coupled with the theory behind it that will be shared in evening classes to these startup entrepreneurs.

Michael Blake: [00:29:35] So, essentially, that’s the first stage. And the second stage is if you get through all that, you know you want to become an entrepreneur, you don’t particularly drop out, you get through that hard phase, and you know what you’re going to be in for, and you really want to do it, then you go to the next stage of going through the funds instead maybe going up to Silicon Valley and/or looking within the Globe Hub for funding and getting your startup up and running.

Michael Blake: [00:30:00] It’s an interesting approach. You touched upon something that I do when I advise people to the think about entrepreneurship. I feel like I do people the best service when they say, “I think I want to start my own business,” by trying to scare them out of it and try to show them how ugly and how terrifying it is. For every Jeff Bezos out there that is glamorous and is, obviously, enormously successful as a transformative business, there are others that are not that. And even though they may not fail, it’s a slog. It’s probably harder than the day job that you just left. Certainly more stressful than the day job that you just left.

Michael Blake: [00:30:41] And it sounds like you take that approach where, “Hey, you want to be an entrepreneur, great. But before you take the plunge, let’s give you a sort of a little look as to what you’re really signing up for because it’s not all what they publish in Fast Company, for example, or on the magazine.”

Vishay Singh: [00:30:57] Absolutely. It’s an absolute window. Actually, Founders Institute encourages you to keep your day job. Therefore, they put the program on 6:00 in the evening and run it for two hours once a week, so that you can get kick started. Once you go through the program, in that process, you’re then encourage to, “Do you want to incorporate?” And there’s a lawyer that will come, and show you how to incorporate, and get you to take that step.

Vishay Singh: [00:31:19] So, you can take those baby steps towards heading to where you want to be successful. But it is about the truth of it is we want to get you to a point where you don’t — like most of us, entrepreneurs, went through a lot of pain. Even though we did our MBAs and stuff like that, we still go through a lot of pain in growing a business. And that pain is a consequence of maybe not understanding the entire landscape and not having had sufficient coaches, mentors, experienced entrepreneurs like yourself, Michael, and everybody else around us that has had gone through a couple of ventures to say, “You know what, this is what happens. This is my experience. It may not happen to you, but just be aware of this.”.

Vishay Singh: [00:32:06] The academic side is great, but when you get through nuts and bolts, it’s all about you. And entrepreneurship, for me, is, by definition, entering within. That’s how I see entrepreneurship is the moment you become an entrepreneur is actually entering into your own self and challenging your own self into how you’re going to break all these barriers and create a successful business.

Michael Blake: [00:32:31] You mentioned the MBA. So, I have an MBA myself. And I’ve started a couple of businesses. And I found, frankly, the MBA did not teach me a lot of the blocking and tackling. It’s fine. My MBA, at least, would teach me, if I want to go to Wall Street, I want to work for Bain or McKinsey, Home Depot’s corporate department, lots of tools to help you there.

Vishay Singh: [00:32:55] That’s right.

Michael Blake: [00:32:55] That was 20 years ago, my diploma is in a cave painting in France somewhere. But nevertheless, the basic MBA doesn’t necessarily teach you how do you send an invoice, how do you negotiate, how do you set a fee, how do you create a proposal, how do you become an amateur graphics designer, so you’re not just sending dense text things to everybody. And how do you deal with the stress, the loneliness, the thing about you might have a panic attack because you’re not sure how you’re going to make payroll the next four days.

Vishay Singh: [00:33:27] That’s right.

Michael Blake: [00:33:27] So, I think, it’s so real. And even for myself or somebody who has done it, I mentor, I teach entrepreneurship, I’ve helped people in business planning competitions. Even with all that, it’s still punch me in the face and was jarring.

Vishay Singh: [00:33:40] That’s right.

Michael Blake: [00:33:40] So, to whatever extent that the Founders Institute can prepare people for that, for that first punch, if you will, I think that’s going to make all the world a difference because, personally, I felt it. So, I went on the Founders Institute website, again, preparing for this interview, and it turns out the Atlanta part says coming soon.

Vishay Singh: [00:34:05] Sure.

Michael Blake: [00:34:05] So, you can’t necessarily sign up yet. You can’t get on the mailing list, which now I’m on. When do you think you’re going to launch? When are you going to open for business?

Vishay Singh: [00:34:13] The official launch will be May 16th. We’ll have an invitation. We’ll send an invitation. We’ll run some ads as well, adverts and email as you mentioned. And put it on our Globe Hub digital assets. So, 16th of May, we’ll have the first gathering. And then the website and signing up on the website should be, I’d say, after next week. We, ourselves, have to graduate and totally understand how it’s a large portal, and it’s a large organization. It’s a great brand.

Vishay Singh: [00:34:47] Adeo Ressi’s pretty phenomenal entrepreneur himself, the CEO of Founders Institute. And he takes personal pride in making sure it’s him or his COO that works with each new city that comes about. So, we had to go, my team had to go through a six-week process with them. And every week, we had to go through kind of funny assignments that felt like we were back in MBA school, but quite practical and quite relevant because when we finished off, it was like, “Okay, we got it.”.

Vishay Singh: [00:35:18] It is more about understanding the depth of the portal, understanding the depth of an intensity of making sure we communicate the right things to the people, and then making sure that we make an environment that’s going to be exactly what you described. It’s going to be an environment with the right entrepreneurs, sharing the right experiences to people that want to become entrepreneurs in that way.

Vishay Singh: [00:35:40] They’ll have that fail safe. They’ll have the mechanisms to help them achieve success faster even if it could be a small business. I mean, of course, everybody wants to have the big tech idea or the big innovative idea, but if you’ve got a good solid business that you know it’s going to make you 500k to a million, nothing wrong with that.

Michael Blake: [00:36:01] Nothing. And I call those meat and potatoes businesses, right?

Vishay Singh: [00:36:04] That’s it.

Michael Blake: [00:36:04] They’re not necessarily sexy. All they do is make money.

Vishay Singh: [00:36:06] That’s it. That’s it. Nothing wrong with that-

Michael Blake: [00:36:08] Nothing wrong with that.

Vishay Singh: [00:36:09] … because that’s what turns economies, that’s what changes cities, and that’s what creates employment.

Michael Blake: [00:36:15] All right. So, I want to give you a chance to talk a little bit just about MapMeLocal because I know that’s the big venture that you’re involved in now, before we wrap up here. What’s the elevator pitch of MapMeLocal, and kind of where are you with that?

Vishay Singh: [00:36:28] So, yes. It’s pivoting, and it’s growing. MapMeLocal has always had success in the — I would say, the immediate goal was to help small entrepreneurs or somehow help small businesses, especially businesses that had bricks and mortar. We focus on local search and we focus on getting Google My Business right. And besides the Google My Business, a lot of entrepreneurs just don’t stand that behind that, there’s some little piece of SEO work, the little secrets that need to be executed. And then, the calls start to happen, and people start to get this.

Vishay Singh: [00:37:07] So, we’ve always been doing that. And we’ve had success and failure in it. And that’s a good thing because what we’re achieving over time as the service is vertical is to make sure that we are able to help small businesses, and succeed at it, and get them the right amount of local searches that they need, which is their digital billboard at the end of the day.

Vishay Singh: [00:37:34] And that ecosystem is completely changed from your yellow pages, to putting up a billboard sign, and sending out pamphlets, and doing that. Basically, that service is working well but where we pivoting to and we’ve always been getting close to this is we’re building a software that literally pins and maps out events, festivals. And what we want to do is map out main streets in America.

Vishay Singh: [00:38:01] So, that’s MapMeLocal and the idea was first conceived was to how to build something that we could map it out better than Google would and privatize it. In other words, it’s, then, focused for the city, and the city would have absolute control over it, and they’d be able to use it as a marketing tool. And so, with the small businesses, be able to use it as a marketing tool without having to go through spending lots of money to try and get found online.

Michael Blake: [00:38:34] And I’m going to go off the script a little bit because it brings up a question I find really interesting. Local search has been around, has been a topic for, at least, 15 years, and a minimum since the iPhone was introduced, and probably even a bit earlier than that. Why has that been such a hard nut to crack? Nobody’s really figured that out yet. Why?

Vishay Singh: [00:38:57] It’s as a consequence of the evolving technology and the very fact that everything evolves. Just like your website has evolved over time, and people evolve, and people’s behavior evolves as well.

Michael Blake: [00:39:11] Stupid people.

Vishay Singh: [00:39:14] So, everybody changes the way they want to do things, and people want more. Don’t make me think IoT systems ,right? Internet of Things system. So, when you look at your device, the device has grown from typing in something to, “Hey, Siri, tell me where I can get my nearest tacos, or give me the address to RadioX.” That’s how it goes these days. So, voice just changed the environment.

Vishay Singh: [00:39:38] The landscape of local searches has changed, but I wouldn’t say drastically. I would think that because Google is the godfather of it right now, they have their methodology of changing algorithms, and they have the mentality of wanting to do things better every time. So, that kind of impacts on where you’re at.

Vishay Singh: [00:39:59] And then, it’s just broad. The depth of it is just not about Google My Business. It’s about that, plus it’s about your web page where you have your contact us, and you have your pin. And then, it depends on your business. It could be, then, about OpenTable, it could be about Yelp, it could be about Citysearch. So, there’s all these directories, right? And then, there’s these godfathers of the directories as well that enforces axiom, that control data. And it spreads from this.

Vishay Singh: [00:40:28] So, everybody has a role to play in it. And when you think about it as Brabys or the Yellow Pages, that’s why the Yellow Pages existed because nobody could really control it until it got together and published it into one publication. It’s the same thing that’s happening in the internet. So, it’s a question of how do you manage of that? How do you get through all that to make it successful for your business?

Michael Blake: [00:40:55] Okay, I will look forward to seeing the evolution of the post pivot MapMeLocal.

Vishay Singh: [00:41:02] Okay.

Michael Blake: [00:41:03] All right. It’s about time to wrap up. How can people contact you or follow you to learn more about opportunity zones, Globe Hub, Founders, and all these things you’re interested in? How can people follow you?

Vishay Singh: [00:41:12] Absolutely. Just contact us or visit us online at the globehub.com. You will find our social, that’s stable at Instagram. We’ve got Facebook. We’ve got Twitter. I have also mapmelocal.com. You’ll get my personal Facebook and Twitter through mapmelocal. You’ll find me through that. So, those are the best ways to try to contact us or just e-mail me at vishay@theglobehub.com.

Michael Blake: [00:41:45] All right. Well, that’s going to wrap it up for today’s program. I’d like to thank Vishay Singh so much for joining us and sharing his expertise with us.

Michael Blake: [00:41:52] We’ll be exploring a new topic each week. So, please tune in, so that when you’re faced with your next business decision, you have clear vision when making it. If you enjoy this podcast, please consider leaving a review with your favorite podcast aggregator. It helps people find us so that we can help them. Once, again, this is Mike Blake. Our sponsor’s Brady Ware & Company. And this has been the Decision Vision Podcast.

Tagged With: coworking, coworking space, Crowd Funding, Dayton accounting, Dayton business advisory, Dayton CPA, Dayton CPA firm, Doraville, economic development zones, Founder Institute, Founders Institute, GlobeHUB, helping entrepreneurs, hub zone, hubspot, increasing access to capital, Industrious, IRS, Macon, mapmelocal, mapmelocal.com, mapping events, mapping festivals, Michael Blake, micro funding, Mike Blake, opportunity zones, OZ, sandwich zones, startup incubator, startups, tech startups, The GlobeHUB, Vishay Singh, WeWork

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