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In this chapter, you will:
1. Explain the challenges involved in the entrepreneur’s role as a leader and what it takes to be a successful leader.
2. Describe the importance of hiring the right employees and how to avoid making hiring mistakes.
In addition, you will:
3. Explain how to create a company culture that encourages employee retention.
4. Describe the steps in developing a management succession plan for a growing business that allows a smooth transition of leadership to the next generation.
5. Explain the exit strategies available to entrepreneurs.
To be successful, an entrepreneur must assume a wide range of roles, tasks, and responsibilities, but none is more important than the role of leader. Some entrepreneurs are uncomfortable assuming this role, but they must learn to be effective leaders if their companies are to grow and reach their potential.
Today’s successful entrepreneur is like the leader of a jazz band, which is known for its improvisation, innovation, creativity, and freewheeling style.
Leadership is especially important for companies in the growth phase, when entrepreneurs are hiring employees (often for the first time) and must keep the company and everyone in it focused on its mission as growth tests every seam in the organizational structure.
Here are 12 questions leaders should address if they want their companies to excel.
Servant leaders are servants first and leaders second, putting their employees and their employees’ needs ahead of their own. They are concerned more about empowering others in the organization than about enhancing their own power bases.
An entrepreneurial leader must perform many important tasks, including these.
Hiring mistakes are incredibly expensive, and no company, especially small ones, can afford too many of them. The higher the position is in an organization and the longer the tenure of the person who holds that position, the higher the cost associated with replacing a bad hire.
As crucial as finding good employees is to a small company’s future, it is no easy task because entrepreneurs face a labor shortage, particularly among knowledge-based workers.
Companies can try these strategies to help reduce employee turnover rates.
The following guidelines can help entrepreneurs become employers of choice and to hire winners as they build their team of employees.
Attracting a pool of qualified job candidates requires not only constant attention but also creativity, especially among smaller companies that often find it difficult to match the more generous offers large companies make. With a sound recruiting strategy and a willingness to look in new places, however, smaller companies can hire and retain high-caliber employees.
This table provides examples of affordable alternative benefits that small businesses can offer employees.
Business owners must recognize that what they do before they interview candidates for a position determines to a great extent how successful they will be at hiring winners. The first step is to perform a job analysis, the process by which a firm determines the duties and nature of the jobs to be filled and the skills and experience required of the people who are to fill them.
This table provides an example of the description drawn from the Dictionary of Occupational Titles for an unusual job, a worm picker.
A job specification shows the small business manager the kind of person to recruit and establishes the standards an applicant must meet to be hired. In essence, it is a written “success profile” of the ideal employee.
This table provides an example that links the tasks for a sales representative’s job (drawn from the job description) to the traits or characteristics an entrepreneur identified as necessary to succeed in that job. These traits become the foundation for writing the job specification.
Once an entrepreneur knows what to look for in a job candidate, he or she can develop a plan for conducting an informative job interview. Research shows that planned interviews produce much more reliable hiring results than unstructured interviews, in which interviewers “freewheel” the questions they ask candidates.
This table shows an example of some interview questions one business owner uses to uncover the traits and characteristics he seeks in a top-performing sales representative.
An effective interview contains three phases: breaking the ice, asking questions, and selling the candidate on the company.
Entrepreneurs should take the time to conduct background checks and contact candidates’ references. Conducting background checks costs a little money but can save companies many thousands of dollars by identifying red flags in candidates’ backgrounds and helping avoid expensive hiring mistakes.
Checking potential employees’ social networking pages on Facebook, Twitter, and LinkedIn also can provide a revealing look at their character.
The companies that rank consistently in the “great places to work” lists have unique cultures that support and amplify their competitive strategies.
Modern organizational culture relies on several principles that are fundamental to creating a productive, fun workplace that enables employees and the company to excel.
This figure shows the factors that drive employee engagement and the positive business outcomes that high levels of employee engagement produce.
Companies with appealing cultures not only accept cultural diversity in their workforces but embrace it, actively seeking out workers with different backgrounds. Today, businesses must recognize that a workforce that has a rich mix of cultural diversity gives the company more talent, skills, and abilities from which to draw.
Over the years, managers have learned that the job itself and the way it is designed is an important factor in a company’s ability to attract and retain quality workers.
Entrepreneurs must base rewards and compensation on what is really important to their employees.
For many workers, the most meaningful motivational factors are the simplest ones – recognition, praise, feedback, job security, promotions, and so on – things that any small business, no matter how limited its budget, can provide.
More than 80% of all companies in the world are family owned, and their contributions to the global economy are significant.
The stumbling block for most family businesses is management succession. Family businesses are most vulnerable when they are ready to make the transition from one generation of leaders to the next.
The best way to avoid deadly turf battles and conflicts is to develop a succession plan for the company. Numerous studies have found a positive relationship between the existence of a management succession plan and the longevity of family businesses.
This figure shows the eight characteristics that successful family businesses exhibit, including planning for the next generation, managing taxes, sustaining a supportive culture, and creating a mechanism for family governance.
Creating a succession plan involves these steps.
Currently, without proper estate planning, an entrepreneur’s family members incur a painful tax bite that can be as high as 40% (or more, if the state also imposes an estate tax) when they inherit the business.
One of the most popular estate planning techniques is the buy–sell agreement. A buy–sell agreement is a contract that co-owners often rely on to ensure the continuity of a business.
The owner of a successful business may transfer money to his or her children (or other recipients) from the estate throughout his or her life.
A trust is a contract between a grantor (the company founder) and a trustee (generally a bank officer or an attorney) in which the grantor gives to the trustee legal title to assets (e.g., stock in the company) that the trustee agrees to hold for the beneficiaries (the founder’s children).
An estate freeze minimizes estate taxes by having family members create two classes of stock for the business: (1) preferred voting stock for the parents and (2) nonvoting common stock for the children.
Creating a family limited partnership (FLP) allows business-owning parents to transfer their company to their children and lower their estate taxes while still retaining control over it for themselves.
Most family business founders want their companies to stay within their families, but in some cases, maintaining family control is not practical.