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Dr. Merlot’s Perspective on Gender Bias in the Workplace

Natural May Not Be Obvious

Known for offering up the truth of the matter, let’s get right to the point and address a trend that I am seeing more often than I would like. Gender bias in the workplace. Yup. I said it. It’s out there, and if you are reading this, then you have experienced it, have seen it, or perhaps are a participant in it. Regardless of where you stand, let’s take a look into how your business may intentionally or unintentionally be impacted.

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As Seen in Digital Dealer Magazine - Finding Your Place in the Family Business

Finding your role in a family-owned dealership can be a difficult task. Not everyone is cut out or may care to take on the responsibilities of Successor/Owner, so where do you fit?

Read the complete article on the Dealer Magazine website

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Pass the Baton So Your Successor Can Fill Your Shoes

Developing a successor is paramount to sustainable business success. It requires empowering your successor to step up to the challenge, while holding them accountable to strategic goals. For a period of time there are multiple hands on the baton. If this delicate transition is not done properly there can be a demotivating tug of war experience - you might run past the disqualification line before the hand off is complete, or even worse, drop the baton.

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Juggling Expectations in the Family Business - By Kendall Rawls

Being in the family business is no easy task. You are juggling expectations amongst your loved ones from two different spectrum – family and business– as well as preconceived notions from managers, employees and vendors that you are likely enabled, under-qualified, and of course, grew up with a silver spoon in your mouth. No matter your work ethic, passion, and drive for the business; all family member employees are fighting the nepotism stereotype.

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As Seen in Automotive Buy Sell Report - Vision Conflict: Aligning Visions of a Group’s Growth Among Dealership Owners

As Seen in Automotive Buy Sell Report - Vision Conflict: Aligning Visions of a Group’s Growth Among Dealership Owners

You're a dealer nearing retirement, but the next generation of ownership has big (risky) plans for the business that put your retirement in jeopardy. There are family and business issues to resolve in this scenario. Learn more as Loyd Rawls and his alter-ego, Dr. Merlot, discuss how to navigate this vision conflict in a new article published in Automotive Buy Sell Report.

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As Seen in Digital Dealer Magazine - Setting Your Business and Family up for Continued Growth, Now and in the Future

As Seen in Digital Dealer Magazine - Setting Your Business and Family up for Continued Growth, Now and in the Future

Do you have a vision for your business but are unsure how to get there, or feel like issues keep getting in the way? Jeff Bannon discusses the Succession Matrix as a tool to build business value and achieve your goals.

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How to Build Teamwork Amongst Key Managers and Family

Your management team and family member employees should form the backbone of your business. Ideally, they know and live your values; they are in alignment with your goals; and they are your boots on the ground interacting with customers, employees, and vendors. At their best they optimize resources to achieve a high level of performance, and drive your business onward to future success. So what happens when your managers and family don’t work as a team, and how can you turn things around?

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As Seen in Dealer Magazine - How Do I Deal With An Employed Spouse Who Causes Management Problems?

As Seen in Dealer Magazine - How Do I Deal With An Employed Spouse Who Causes Management Problems?

Loyd Rawls for Dealer Magazine about the Family Business Conundrum: you cannot run a family like a business and you cannot run a business like a family. But what if you work in the business with your spouse? Learn how to overcome the challenges that marriage and joint business operation present.

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The MAGIC in Succession Planning

During the Christmas season, people still sing about Frosty the Snowman and that old silk hat the children found and placed on his head. For when the kids put it on his head, Frosty began to dance around. There was magic in the air.

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Don’t Put the TITLE in Entitlement!

“Executive Manager,” “Director of the Custodial Arts,” “Chief Comradery Officer,” “General Associate Vice President” – Sweet titles, but what do they mean? Nothing without a job description. Unfortunately, a common family business mistake is endowing an important sounding title on someone in order to justify a paycheck that isn’t being earned.

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How to Build Respect for Your Successor Amongst the Management Team

Pride and heartfelt emotions are often factors when a business leader assesses his/her successor’s ability. Therefore, honest management feedback regarding a successor’s performance is a valuable piece of the succession planning puzzle. However, getting reliable feedback from management may be difficult unless the business culture supports open communication and an empowered management team. Ultimately, they are the ones who will be going to battle with the successor and their buy-in will be proportionate to their voice in the process. Management loyalty is not a company asset that gets re-titled to the successor!

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Chimp, Chump, Champ: The 3 Stages of Successor Development

On a limited basis, The Rawls Group provides Successor Development Forums (SDF) for prospective leaders who feel they need coaching and education on the unique challenges of successor development. An SDF is not intended to be a "lucky sperm club;” it is intended to be a “work group" for successor candidates who are seeking coaching that they cannot get at home.

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What's The Purpose Of Your Success?

Succession is dependent upon success. Therefore, mediocrity is not a succession option. In order for you to have confidence your successors can survive the predictable distractions, issues and problems associated with the transfer of ownership and management control your business must perform above benchmark to assure that there is adequate margin for a dip in productivity.

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Knowing Your Role and Playing Your Position

Football is one of my favorite sports and football season is one of my favorite times of year! It has been said that football is the ultimate team sport. Success on each play requires each player understand their role, work together, communicate effectively and ultimately execute to achieve the desired outcome. The teams that win consistently have committed players who know their role, play their position and trust their teammates will do the same each play. From my perspective, there is a striking parallel between football and family business. To successfully compete and operate a family-owned dealership or dealership group, requires each family member, manager and employee to understand their unique role, work together, communicate effectively and operate interdependent departments well. Whether you are a team member of a family business or a superstar on a football team, knowing your role and playing your position are key ingredients to success.

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The Rawls Group to Present at Digital Dealer 19 Conference and Expo

The Rawls Group announces that they will be presenting at the Digital Dealer 19 Conference and Expo being held in Las Vegas October 5-7th, 2015.

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A New Succession Challenge: Private Equity

The automobile industry has encountered significant changes over the last 20 years. We have seen public companies come into the market. We have seen the dot-com balloon inflate and burst. We have seen banks offer money to anyone with an IQ over room temperature and then call loans from the smartest, brightest and most successful in our industry. We have seen franchises devalued, nuked, given away and arbitrated as manufacturers went belly up and gave up control to our government. And here we are with stock market returns struggling to beat inflation and the investment world recognizing that auto dealerships are a good buy at six, seven and eight times adjusted earnings.

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A New Frontier: Life After A Sale

Many of you have dedicated a significant part of your working life pursuing the American dream through business ownership. Some of you will pursue succession through family members or key executives and others believe a sale is the best exit strategy option. Selling your business is a viable succession option enabling you to harvest the fruits of your labor and investment as well as to take some chips off of the table. A few years ago, a successful client who is a franchisee in the Midwest chose to sell his business. I had the privilege of working with this couple to help them evaluate their succession alternatives. After considering several options, they ultimately concluded the best decision for them and their family was to sell the business.

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Communication Overhaul

As a therapist, my most frequent request is to “Improve Communication.” The family will express they, “don’t communicate well,” however, what I find is that they do communicate well; they just don’t use appropriate communication techniques.

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How to Create Family Member Employment Policies

In developing family policies, I used to think it was the documented policies that made the difference in preventing future conflicts. But, I have come to believe that it is not the policies themselves that promote family harmony. Rather, it is the process of developing the policies that really makes the difference. Family businesses have been a subject of formal research for over 20 years and developing policies is definitely a best practice of those that last. But, what research seems to bear out is that it is the family that is flexible with one another and trusting of one another that really makes the difference. The process that gets everyone involved is a process that allows family members to work together and build trust with one another.

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Sibling Rivalry to Sibling Synergy

Siblings in business who are experiencing rivalry issues have simply not recognized that they are now adults. They have carried the petty issues of their childhood with them into the business. When you become an adult you have to put away childish things. Sibling rivalries in family business are often rooted in a competition to win dad’s approval. It’s time to recognize that you are in business together fighting for the survival and success of the business. You must spend more time winning each other’s approval than dad’s.   

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