Do you know the depth and quality of your company’s talent? Did you know this may be the very thing to get you a potential partner or to have your business acquired? Today’s guest, Claire Chandler, discusses ideas on how to get your business ready for potential acquisition and shares her misses, makes, and multipliers.
About Our Guest
**Check out Claire’s book: http://www.thedecisiondashboard.com/
**Learn more about Claire: https://www.clairechandler.net/
**Learn more about franchising your business and Big Sky Franchise Team: https://bigskyfranchiseteam.com/
The President and Founder of Talent Boost, Claire Chandler turns leaders into performance accelerators. She taps into over 25years of experience in people leadership, human resources, and business ownership to help the investment community identify the leaders and businesses of the future. She has an uncanny ability to size up leaders and their teams, validate that they’re in the right roles, and prepare them to grow their businesses exponentially.
Claire gets results because she’s insanely easy to work with, cuts through the corporate clutter, and has a crystal-clear, proven approach for building your strategic growth roadmap, positioning your leaders for maximum success, and determining when a leader isn’t the right fit.
Claire holds a certificate in strategic HR leadership from Cornell’s School of Industrial and Labor Relations, a master’s degree from the New Jersey Institute of Technology, and a bachelor’s degree from Fairfield University. She is the author of The DecisionDashboard and The Whirlpool Effect, and co-author of Leading Beyond A Crisis.
Sponsor
This episode is sponsored by Big Sky Franchise Team. If you are ready to talk about franchising your business you can schedule your free, no-obligation, franchise consultation online at: https://bigskyfranchiseteam.com/ or by calling Big Sky Franchise Team at: 855-824-4759.
Transcription
Tom DuFore, Big Sky Franchise Team (00:00):
You’ve worked hard to build your business, and now it’s time to grow. Welcome to the Multiply Your Success podcast. I’m your host, Tom DuFore, CEO of the Big sky Franchise Team and a serial entrepreneur. The purpose of our podcast is to give you a weekly dose of inspiration and education to help you multiply your success.
Tom DuFore, Big Sky Franchise Team (00:22):
The question that we’re going to open up with today is about you finding investors and securing investors to help your business grow, or maybe a potential acquisition. Is your business in a position to attract investors? Our guest today, Claire Chandler, talks all about a key component that investors are looking for today that you probably hadn’t thought about. So a little teaser there for you to tune in. But it’s probably something you weren’t thinking about, and I’ll give you a hint. It’s not profitability or how much money you’re making in your business. That might be part of it.
Tom DuFore, Big Sky Franchise Team (01:01):
Claire is an expert in human resources. She’s written several books, one of which is called The Decision Dashboard, which is a framework for helping you make decisions. It’s really cool. She talks about that and how you can apply it in terms of helping get your business ready for acquisition. But let’s go ahead and jump into the interview with Claire and hear what she has to say about getting your business ready to find potential investors, partners, or maybe an acquisition at some point.
Claire Chandler, Talent Boost (01:31):
Thanks, Tom. It’s a pleasure to be here and spend a little bit of time on your stage. I’m Claire Chandler. I am the founder and president of Talent Boost, which is a consultancy that specializes in business and leadership acceleration. I formed the company in 2013 after spending the majority of my career in corporate America and finally decided it was time to take my shot and go out on my own. And here I am. Here we are.
Tom DuFore, Big Sky Franchise Team (02:01):
I love that. Well, that story… I’m very familiar with that. We hear that quite often in the franchising business with franchisees that come in. They lead a great corporate career and then realize it’s time for a change to go into business for myself. You went the independent pathway. I love that. Well, Claire, one of the things we were talking about as we were getting into this that I found fascinating, that you were talking about how to identify companies, leaders and assess your growth. I’m probably not saying this correctly. Maybe if you want to pick up where we were, maybe chatting before we hit record here. But I found it fascinating what you’re doing in supporting investors or people that are thinking about growing and business owners. It’s really relevant, I think, to our audience.
Claire Chandler, Talent Boost (02:53):
Yeah, I’d be happy to. The majority of my career, where I was before recently, say, the last six to 12 months, I specialized in focusing on larger organizations and even growing organizations and helping them identify, and deploy, and prepare their leaders because the leaders have the biggest impact on your culture. They have the biggest impact on your success. They have the biggest impact on your overall employee engagement, which we all know is connected to productivity and profitability, and on and on.
Claire Chandler, Talent Boost (03:28):
In more recent months, I’ve parlayed that experience, and all of that knowledge, and all those best practices and really switched over to working and focusing on the investment community. In particular, it’s a very small subset of the investment community because there are a lot of investors out there who are, dare I say, corporate loan sharks. They’re the hit-it-and-flip-it model. I really focus on those venture capitalists, private equity firms that are looking to fund and fuel the businesses and leaders of tomorrow.
Claire Chandler, Talent Boost (04:07):
One of the things that I noticed, and this was something we were talking about before your show, is there’s a pretty heady set of due diligence checklists that investors and their target companies go through. It’s like going to a series of specialists to get a diagnosis on what these symptoms are that you’re experiencing. You go to this specialist, and he pokes and prods and probes.
Claire Chandler, Talent Boost (04:32):
For the due diligence side of the investment community, they’re looking at things like what’s the legal background, what’s the structure, how much trouble have you gotten into up into this point, what’s your compliance record. They look at things like, on the commercial front, who’s your biggest customer, what is the likelihood they’re going to stay a customer and grow the business, et cetera, et cetera. What I’ve noticed is there’s a huge hole. There’s a huge missing lens that most investors and their target companies are not applying to this decision around, “Am I investing in the right company?” And from the company side, “Am I positioning myself or the level of funding that I need to take my business to the next level?” That lens is leadership and talent. We know that the SEC and other regulatory bodies are getting much more savvy, much more hip to the game of the hit-it and flippers in the investment community, and saying, “No, no, no. We’re going to grade you on how you are cultivating the businesses that you’re investing in.”
Claire Chandler, Talent Boost (05:39):
One of the metrics that they are starting to apply, from a compliance standpoint, is, what’s the quality and depth of your talent? But on the due diligence side, they haven’t caught up to that yet. That’s where I have been focusing my expertise and my attention and working with the investment community, is to say, “Here is that lens. Parallel to you doing all of your other technical due diligence, let me come in and build for you a leadership and talent profile that truly gives you an idea of what’s the depth of talent, what’s the leadership capacity to take your funding, and your backing, and your vision to the next level. Can we get behind the leadership as it is? Do we need to supplement them somehow? Do we need to change them out wholesale, or do I need to come back to you and recommend that you buy somebody else?” That’s been a lot of the work I’ve been involved in lately.
Tom DuFore, Big Sky Franchise Team (06:32):
Yeah. That’s really interesting. As I’m thinking about it, someone might be tuning in that’s thinking, “Hey, I’m looking for that investor. I’ve grown my business to a point where I’m looking for that next phase of growth, and I’m looking to attract that potential investor.” Then, also from the standpoint that we have investors tuning in that are saying, “Hey, I’m thinking about buying that next fill-in-the-blank business.” From either vantage point, the same things need to be in place in that business. If I’m the business owner, how do I prepare myself? I’m thinking, “Okay. Well, Claire, this is awesome. But how do I prepare myself to look attractive to this potential investor?” Then, from the investor standpoint, “What am I looking for?” Could you maybe talk through some of those points that a business might look to prepare for?
Claire Chandler, Talent Boost (07:24):
Yeah. Great, great questions. I think, to your point, the private equity, the investor-backed company has become so normalized now. We see it everywhere. If you do a quick search on Google or, even, in LinkedIn for private equity and venture capital firms, they number in the thousands, if not the tens of thousands. Businesses, now, are really looking for the right marriage. They don’t just want a little influx of cash from somebody who doesn’t quite get them. The reverse is also true. The investor doesn’t want to put their money, their reputation behind a company that looks good on paper but isn’t going to get past the next 90 days. So how do we true that up? How do we make that relationship stronger and a better fit?
Claire Chandler, Talent Boost (08:15):
Well, I think, part of it is educating both sides of that transaction, if you will, to start to use that leadership and talent lens. From the investor side, it’s really for them to understand this is not an additional stream that you have to go out and try to figure out how to add in. People like me can come in and give you that perspective that runs parallel to your existing due diligence verticals. That’s all wonderful. From the target company standpoint, however, you don’t want them to get caught flat-footed. It’s the same maturation process that has to happen in a target company that would happen anyway if they weren’t looking for seed funding if they were just looking to grow and to scale and to get a bit more professional.
Claire Chandler, Talent Boost (09:03):
These startup companies, these smaller businesses start out with a big idea and typically a big personality at the helm. They’re not all Elon Musk. They’re not all Steve Jobs. Not everybody wants to work for Elon or Steve. But they get on board with the product or the idea. But those companies always get to that same point where they say, “We have to evolve. We have to mature from that company that flies by the seat of our pants. We just get so energized around the idea and the personality of a founder, and now, we’ve got to start to add some professionalism. We have to add some structure. We have to add some process. We have to do a second wave of hiring because, now, we landed that first customer or that first client. Now, we’ve got to augment the skills and the talent and just the workforce that we have.” That second wave of growth, and it holds true for that second wave of funding, is looking for you to have your act together.
Claire Chandler, Talent Boost (10:03):
They’re looking for you to have some semblance of order, not just manage by chaos. I know too many businesses that go under instead of go up at that point because they’re used to managing by chaos. Those first couple of employees they hired were swept along in the passion of that. They were part of that inner circle and that ground floor.
Claire Chandler, Talent Boost (10:23):
That second wave is not going to tolerate that. They want a more seamless hiring and onboarding experience. They want to understand that when they ask you what your mission is and what the vision is for the company, your answer doesn’t change from day one to day two. There’s a consistency. There’s a professionalism that has to happen. But there’s also, then, from the highest levels of leadership, there is an absolute necessity for them to be able to not just articulate where we want to go, but have some plan, some structure roadmap to get there. Again, I think that’s where a lot of companies start to look for funding. They potentially either get passed over, or they die on the vine because they can’t make that next growth shift both professionally and from a leadership perspective.
Tom DuFore, Big Sky Franchise Team (11:17):
Yeah. Thank you. Yeah. That’s helpful, as I’m thinking about it. I guess from your vantage point… because you’re talking to these customers and clients, then companies that you’re working with. I’m thinking in my mind here, “Okay. Well, have you identified or noticed some trends in maybe businesses that attract the funding that some…” just some consistencies, two or three points or some things that they tend to have in place or practices/procedures? Because I’m trying to think, “Well, how do I analyze my own depth of team?” because I work with a lot of great successful entrepreneurs and business owners that are growing, and most of them all think they have a great team. But all of them probably don’t. How could you put a mirror up for them to look at it and say, “Let’s look through this filter.”
Claire Chandler, Talent Boost (12:10):
Yeah, it’s interesting. I’m sure some of the investors in your audience are sitting there thinking, “Well, wait a minute, we have an HR focus tab on our due diligence workbook. What do you mean we’re not looking at leadership?” I would challenge you to take a fresh look at that tab because likely what you’re going to find is they are gathering metrics on the workforce, the headcount, the job roles, the salary structure, the philosophy behind compensation. But what they’re not looking at is consistency in mission and in performance.
Claire Chandler, Talent Boost (12:45):
I don’t mean what are their performance ratings if they even have a performance managing process at this stage. But one of the things that they’re missing, in addition to looking at the leadership, not just for how they’re structured but how they perform and how they walk the talk, is, are they interviewing as many of the employees as possible? I don’t mean interviewing from name, rank, and serial number, but actually asking them, “What’s the mission of the company? How do you see yourself attaching to that, connecting with it, contributing to it? And are you getting consistent feedback from your employees?” because, as you’re picking the brain of the workforce that has gotten this company to the level that they’re at right now, where they’re considering growth or considering getting investments, et cetera, if it’s like the wild west and every single employee has a very different answer, or some of them say, “I don’t know what we do here. I just know it’s a steady paycheck. That’s good for now,” there are some warning signs there.
Claire Chandler, Talent Boost (13:44):
There are things that you can be doing from a… Yes, you can add it to your HR tab if you want to, but really, it’s around mission, and it’s around culture. You mentioned that one of your previous guests talked a lot about how do you build a culture. There are also ways that you can measure that. Culture will make or break your company. Leadership and talent will make or break your company. They feed each other, or they detract from each other. Either your people, starting with your leadership but on down to your individual contributors, are going to become multipliers for your business, or they’re going to start to divide it.
Tom DuFore, Big Sky Franchise Team (14:21):
Really interesting. Well, I love this whole concept and idea. As we make this shift to the format for our show, I’d love to talk about our misses, makes, and multipliers. You’ve had a decorated career, an impressive career. The first place we always start with is a miss. Has there been a miss or two along the way and something you learned from it?
Claire Chandler, Talent Boost (14:46):
Oh gosh. Of course, there are. The easy answer is yes, of course, there are. I sit here and chuckle when you say it’s a decorated career. I appreciate the compliment. It’s so funny. When you’re an entrepreneur, and I know a lot of your audience is, you can all relate to… There was likely a transformative or earth-shifting moment that caused you to break out of your comfortable bubble and go out on your own or go out in a different direction.
Claire Chandler, Talent Boost (15:17):
I left corporate America in 2011. I formed my company in 2013. In the two years in between, I wandered the earth. I figured out there were a lot of things that I could do, but what were the things that I was meant to do? What were the things that were going to not just move the needle for a prospective client but fulfill me internally? Because that’s part of the journey. You don’t go into entrepreneurship because you want the drudgery of a nine-to-five job. It’s the reason you left that nine to five job. But it not only has to have meaning, it’s got to have some payoff in the form of success, just to tease question number four, which I know is coming.
Claire Chandler, Talent Boost (15:59):
But in that time, I mentioned this most recent pivot toward really working with a subset of the investment community. I’ve had a lot of pivots over the years. You tend to pivot. You tend to evolve, and grow, and refocus as you build experience and as you build confidence. For me, it took a while to really plant my unique flag and let 100% of the quirkiness that is Claire, the way that I do what I do, fly, to really stand out. I would say with all the misses in my career because some pivots were misfires.
Claire Chandler, Talent Boost (16:40):
I would say the biggest misses were, really, when I played too small. What I mean by that is, and entrepreneurs can absolutely relate to this, there are times when you want to make a big leap. It’s a leap of faith, and you say, “I could be playing a much bigger game. I could be making a bigger impact. It’s going to require me to maybe say no to some of these more tactical opportunities that I know I can do in my sleep, and they’re going to bring in some revenue.” But where you spend your energy is where you see the opportunity.
Claire Chandler, Talent Boost (17:14):
I would say my biggest misses were around not saying no enough in the earlier days to some of those smaller level opportunities so that they would open up my world to bigger ones. It’s so funny. When I get the courage to say no, it’s amazing how the universe just unlocks opportunities for me to say yes to bigger opportunities. That, to me, has been the biggest miss.
Tom DuFore, Big Sky Franchise Team (17:39):
Yeah. I absolutely agree with you. It’s a really hard thing, especially early on, when you start the business. You’re going. You’re starting to grow. You have to say yes to basically everything. You’re in that yes mindset of just trying to get customers, grow revenue, cover the initial expenses. At some point, you have to start, like you said, narrowing the focus and saying no, because not every opportunity is there. I definitely relate to that. When you start saying no, it’s amazing how the right opportunities that you’re seeking seem to find their way to you.
Claire Chandler, Talent Boost (18:20):
I just wanted to briefly riff on that last point because I think the first no is always the hardest. The first time that you turn down the green because you’re like, “But that’s money. That’s revenue coming in. Aren’t I measured by the revenue coming in?” The day that I figured out in my own mind that the scorecard is only one quadrant financial and there are other quadrants that are equally important, if not more so. It became much easier to say no because there’s security, there’s comfort in being productive and being busy, in working on putting out fires for clients that maybe don’t fulfill you, but they feel good because it’s helping them. And they’re going to pay it for it. The first no is the hardest, but, boy, does it open up doors for you to the bigger yeses.
Tom DuFore, Big Sky Franchise Team (19:04):
Yeah, that’s a great point. Great. Well, let’s move over to the other side of things and talk about a make.
Claire Chandler, Talent Boost (19:12):
Similar to the misses, which have been many, many, many, and I’ve learned from every single one of them, there have been a lot of makes. There have been those, what I call, the jumping-off-the-stage moments. I mean that literally and figuratively. When I’m totally 100% Claire and my full quirky self, if I’m speaking in a conference, or doing a workshop, or what have you, I’m jumping off the stage. I’m interacting with the audience. I’m channeling my… It’s going to make me sound really old, but channeling my inner Phil Donahue, and running up and down the aisles and talking to people. There’ve been a lot of moments like that. It’s those moments, when I just flip that switch and give them Claire at a 10, whether it’s on a stage in front of an audience, or even in a corporate boardroom, when the magic happens. Because they see that there’s a way to get from where they are to where they want to be, that doesn’t require them to fit neatly in a snug little box.
Claire Chandler, Talent Boost (20:14):
There have been a lot of those types of moments that I look back on, and I say not only did I play at my level and be my true, authentic self, but it resonated. People came up to me at the back of the board room or the back of the audience and said, “You just have this light within you that when you’re on that stage, or you’re doing your thing in a boardroom, it just comes through. We want more of that.” I would say it’s a bunch of those magic moments that have been the biggest and best mix of my career.
Tom DuFore, Big Sky Franchise Team (20:49):
Great. Yeah. Thank you. Well, let’s talk about a multiplier. I say this, I think every podcast, but it really is probably my favorite question. You never know what people are going to say. This one, I get the most diverse responses. I’m anxious to hear what you have to say.
Claire Chandler, Talent Boost (21:08):
Yeah. We talked earlier about getting comfortable with saying no, opening yourself up, your mind, the universe, your energy, whatever you want to call it, to the bigger yeses. For me, the key to being able to do that is not only being very dialed into what a big yes would look like. Some people call it a hell-yeah. Some call it a total-10, whatever. The more dialed in you are to that, and the more comfortable and confident you are to be truly yourself… Because listen, there were a lot of consultants out there. There are a lot of franchises. There are a lot of entrepreneurs. Your ideal client could get what you do from a multitude of other people, but they’re going to come to you for something unique that you offer. It’s not the thing. It’s the you.
Claire Chandler, Talent Boost (21:57):
For me, one of the biggest ways that I was able to multiply in my business was to build out frameworks, build out the skeleton, if you will, for all the different things that I deliver to different clients in as unique way as possible because it’s through me, but with some consistency and reliability that I know works because it’s based on experience. It’s based on best practice. It’s based on evolving what I’ve delivered before. The more that you can put frameworks in, especially when you’re going from solopreneur to a more successful solopreneur, to maybe starting to add staff, to maybe taking a franchise and really scaling it up, frameworks are going to save you because they’re going to help you replicate what works. They’re going to help you evolve and move in a forward direction. They’re going to free you up to focus on just delivering you at a 10. That’s, again, where the uniqueness is, where your ability to make magic for your clients is going to come through.
Tom DuFore, Big Sky Franchise Team (22:58):
Yeah. Thank you. On a personal level, I needed that bit of information right now. We’re working on a few things internally. We are working on trying to figure out some frameworks and put the skeleton together. This was just great for my own self and our own-
Claire Chandler, Talent Boost (23:16):
Glad to help.
Tom DuFore, Big Sky Franchise Team (23:18):
…business to hear, “Okay, we’re going down this pathway. This seems like we’re heading in the right direction. Keep going with this framing idea that we’re trying to piece together right now. Thank you for sharing that. That’s fantastic.
Claire Chandler, Talent Boost (23:30):
You’re welcome.
Tom DuFore, Big Sky Franchise Team (23:32):
The final question we ask everyone, Claire, is what does success mean to you?
Claire Chandler, Talent Boost (23:40):
I love this question. I teased it out earlier when I said things started opening for me, just mentally, when I realized that the financial piece of the scorecard is just one piece. I’ve been out of corporate America now going on 10 years. I’ve had a Talent Boost now for going on eight years. It’s been a wild ride, and it’s been of my own making in my own choosing. But I always said that I didn’t become a consultant to become rich. That wasn’t what it was about for me. I went out on my own so that I would have the freedom and the flexibility to spend my days doing what fulfilled me, what made an impact, but what also made me happy. I know that’s such a controversial goal if you’re stuck in a corporate box.
Claire Chandler, Talent Boost (24:32):
I don’t mean to pick on corporate. They’re some of my best clients. But as I’ve gotten older and a bit wiser, and a bit more experienced with this whole consulting thing, I’ve come to realize that I love my work. I love my business. I love my clients. I love all that I do, but that all of that exists to support my two must-haves, which are family and help.
Claire Chandler, Talent Boost (24:57):
Doing what I do in the way that I do it allows me that freedom and flexibility to choose what I say yes to, choose who I spend my time with so that I can also focus on staying as healthy as I possibly can. I’m not a fitness nut. I wish I got the runner’s high. I was just having this conversation with a friend of mine over the weekend, who said, “Oh, I run right past your house every morning. You should come join me.” I’m like, “How about I join you at the end for coffee? That’s totally like my activity.” But health is very important and staying… and all matters of health: physical, mental, spiritually, emotionally.
Claire Chandler, Talent Boost (25:33):
The other piece is family. Well, when I worked in a corporate job, and when I left corporate America, I was a vice president of human resources. I was traveling all the time. Now, I can do things I couldn’t even think of back then. I can work my schedule around fitting in a round of golf with my dad, spending time with my husband, going and dropping everything because my nephews are finally out of school for the summer, and they want time with aunt Claire. I’ve got this ability now, and this flexibility, and this perspective, which is the greatest gift you can give work or get, truly, is perspective, that my business really exists to support those two [inaudible 00:26:17]. For me, that’s what success means.
Tom DuFore, Big Sky Franchise Team (26:21):
Wow. That’s amazing. Well, I love that. I appreciate you sharing that level of detail. Thank you. As we look to close things out, is there anything that you had maybe jotted down or planned to say that we didn’t have a chance to go over, but you would love to have a chance to talk about
Claire Chandler, Talent Boost (26:40):
Probably two things. You had me off the air, “You know I’ve written a couple of books, was there anything topical right now that I wanted to mention?” I would say the one is the most recent, which is the Decision Dashboard. Anybody in your audience who’s interested in just trying to make their day-to-day decisions simpler. Go, grab yourself a copy of that. You can go to the DecisionDashboard.com. There’s an ebook version, which I would recommend because it’s bundled with a whole bunch of other bonus content. It’s also on Amazon. But between you and me, I recommend you get the ebook. I would say, do that if you are struggling to get to focus, and you were struggling with that firehose dose of overwhelm that a lot of leaders, and entrepreneurs, and business owners have. That’s point number one.
Claire Chandler, Talent Boost (27:31):
Point number two is I don’t even try to be as quirky as possible. I just am. That’s just me. If any of what we’ve talked about has hit home for you, has resonated with you, maybe not even just what I’ve said but how I am, and you want to spend a little bit of time to get together, go to DiscoveryWithClaire.com. You can book a free call with me. We’ll take 15 minutes out of each other’s day, get to know each other a little bit better, and see if I can help you move the needle in some way.
Tom DuFore, Big Sky Franchise Team (28:00):
Well, that’s great. That’s great. You answer the question. I was going to ask what’s the best way for someone to connect with you. If you want to say that again, email, LinkedIn, website, what’s your preferred method there?
Claire Chandler, Talent Boost (28:13):
Yeah. Fastest path is DiscoveryWithClaire.com that also links to my main website. I encourage anybody just as we’re winding this down, just take out your phone. I know it’s in your hand anyway. Just go to DiscoveryWithClaire.com right now before you forget. Book a call, and you can poke around the rest of the website and get to know a little bit more about me.
Tom DuFore, Big Sky Franchise Team (28:33):
Perfect. Claire is spelled C-L-A-I-R-E.
Claire Chandler, Talent Boost (28:38):
That’s correct.
Tom DuFore, Big Sky Franchise Team (28:38):
DiscoveryWithClaire.com. Well, Claire, thank you so much for being here. This has been fantastic. I really appreciate it.
Claire Chandler, Talent Boost (28:45):
Thanks, Tom. It’s been a blast.
Tom DuFore, Big Sky Franchise Team (28:46):
Claire, thank you so much for a fantastic interview. Let’s go ahead and jump into today’s three key takeaways. Our first key takeaway is when Claire talked about getting your business ready for an acquisition and asking a question, “What’s the quality and depth of your talent at your organization?” Because investors are no longer just looking at the financial aspect of your business. That’s part of it, but they’re also very interested in what your human resource depth looks like for your staff and culturally making sure that it’s a right fit. How do you measure those things? How do you know what you have in place? Number two, Claire talked about building a framework. We answered that last question I just asked when Claire talked about building a framework for her own business to deliver her product or service. Something that, as a leader of your organization, you should be thinking about. What are you doing to run your business and operate your business on some framework?
Tom DuFore, Big Sky Franchise Team (29:53):
Number three, Claire talked about a miss that she had because she played too small. She was thinking small when she started her company early on. She mentioned starting in 2013. She initially was playing too small and wasn’t thinking bigger. That was a miss for her. Look, as a leader of your organization. I know I can say that I’ve had that thought cross my mind at different times as well, where sometimes you just think are playing too small at a certain time period. Now, it’s time for today’s win-win.
Tom DuFore, Big Sky Franchise Team (30:30):
Today’s win-win comes when Claire was talking about having a scorecard. That’s more than just financial measure. The finances, the money you make in your business, the money you make personally, that’s one measure of a successful scorecard. But what other areas and avenues are listed on your scorecard. I liked when Claire said, for her, one of those items that’s on her scorecard is the ability to say no. I thought that was great. The ability to say no to a customer, no to an opportunity, no to whatever it is so that she can focus on what she wants to, which is her family and her health. I thought that was great, how she’s making sure that the scorecard… She’s trying to balance that scorecard. I’m sure you’ve heard that phrase “a balanced scorecard.” That’s what she’s talking about creating here, that the balance in the scorecard is more than just the money you make in your business. I thought that was a great, great win-win.
Tom DuFore, Big Sky Franchise Team (31:39):
That’s the episode today, folks. Please make sure you subscribe to the podcast and give us a review. Remember, if you or anyone you know might be ready to franchise their business, please connect with us at BigSkyFranchise.com. Thanks for tuning in. We look forward to having you back next week.
