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The five things that only the CEO of an enterprise can do to create new businesses: Where delegation fails.

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For company resilience, the business building is becoming more important. CEOs are well-suited for this job. These are the five key tasks CEOs can take on to create new, successful businesses.

This is the most difficult time to be a CEO in over a decade. Global uncertainty, a series of disruptive tech-driven disruptions, and an ever-increasing number of risks have added to the already daunting pressures of running a business.

These pressures likely explain the growing importance of the new business building. New business building is a key pillar of resilience for business leaders and CEOs. We saw that companies whose top strategy for organic growth was new-business development were more resilient than those with a different strategy. They reported either smaller or larger increases in their growth rates than the rest of their peers.

Without a fully engaged and active CEO, these new-business ambitions are impossible. It’s better not to pursue new business opportunities if the CEO isn’t willing to commit.

Leadership traits and behavior that support a new company

Due to competing priorities, CEOs must be aware of the unique aspects that enable them to make the most impact on creating new businesses. (See sidebar, “CEO traits & behaviors that support a business”). The CEO’s primary function is to delegate tasks to the teams and empower the company’s leaders. Our research and experience building over 300 new businesses have revealed several activities that the CEO can significantly impact. These include raising aspirations, building and supporting new businesses, and resolving organizational tensions and obstacles.

We found five tasks that cannot be delegated from this list of activities. These are tasks that CEOs can only do with their strategic focus and decision-making authority. CEOs can use these measures to build new businesses.

1. High standards: Launch unicorns

Companies must aim high if they expect to make 50% of their new revenue from new products and businesses.

Unfortunately, too many new businesses fail to deliver transformational value. According to our research, about four-fifths of new businesses generate less than $50m in revenue.5 This is a difficult role for the CEO to play. The CEO must keep the organization’s focus on the value of the business.

The first step in orienting the company towards this level of value is to identify a clear goal, set ambitious goals, and establish specific targets. One insurance company’s CEO stated that it wanted to quadruple its B2C business in five years. He also planned to create a new, digitally-focused B2C offering. The targets were clear from the start, including the launch of a minimum viable product in five months, go-lives within two additional countries within one calendar year, and operational key performance indicators (KPIs) such as one million unique visitors within nine months.

Patrick Hylton is another example. He is the president and CEO of NCB Financial Group, Jamaica’s oldest and largest bank. Hylton was responsible for the launch of Lynk (the bank’s digital payment business). Hylton set goals for the new business, including reaching a 35-40% market share among individuals who do not have bank accounts. Lynk, our digital payments company, is something I have high ambitions for,” he stated. “I want it rival or even surpass the incumbent.”6 This attitude aligns with larger patterns we have observed in successful CEOs’ boldly ambitious.

Bold ambitions can be especially important when there is clarity and value in a business-building thesis but not enough conviction within the business to invest in hiring significant numbers of people or building technology assets necessary to take advantage of the opportunity. The initiative will stall if the CEO doesn’t step up in these times to build support and push forward decisions. As we have seen in other contexts, such as business transformations, a key part of the CEO’s role is to help organizations avoid collective-action problems.

Some new businesses will eventually fail. CEOs should not be too attached to one business and instead, concentrate their efforts on building a series of businesses. Compared to first-time business builders, serial business builders produce an average 40% increase in revenue per new business they create. CEOs should instead focus their efforts on managing a portfolio (recalibrating strategies, reallocating resources, and strengthening the institution’s business-building power).

2. Keep the new business separate from your business as usual

Our analysis shows that allocating protection funding to a new business is one of the most important decisions a CEO can make. CEOs need to invest enough and protect the money from any attempts by incumbent parts of the company to seize it as problems arise.

It is more difficult to secure investment promises than to secure and distribute the investment. This is because funding follows a rigid, traditional, and inflexible, P&L-driven process that relies on annual budgeting cycles. This means that funds can’t be released as needed or taken from other initiatives. This creates resentment within the existing business. To secure the new business’s financial independence, the CEO must establish a dedicated and protected funding source and an agile budgeting approach based on venture-capital-style stage gates. Funding tranches are unlocked when the new business hits certain milestones.

The CEO must extend this protective position to preserve the business’s independence. It’s tempting, however, to use existing tools and processes in marketing, HR, IT, and IT management. However, it is not wise to do so. This can lead to significant cost overruns as well as delays.

The CEO should be involved if business-as-usual processes and protocols risk the new business. New funding mechanisms and expectations are required for the new entity. They should not be tied to the company’s quarterly P&L cycle. Different success indicators exist. It is crucial to clarify the KPIs important to a new company, such as revenue growth, achievement of milestones, and customer experience, and to align leadership on these KPIs. The current compensation and hiring process are not always appropriate for attracting talent. They are also difficult to modify because they require close collaboration between the CEO and the head of HR.

Due to the risk-evaluation process, it was often difficult for large regional banks to have existing procedures for onboarding vendors. Although the CEO understood the necessity for checks, he approached the head of procurement to ensure someone was available to support the new company. Onboarding a vendor to the new company took three months instead of three and a quarter months.

The CEO must establish a clear governance process to ensure that the operating model is practical and efficient. The principle that there should be more separation between the new and existing business (except for strategic direction) is the best way to ensure effectiveness. The CEO should have a solid foundation to create a governance structure with focused oversight to empower the new business. This model also gives the venture board explicit authority to make decisions. A funding mechanism is created in which budgets are released according to specific KPIs.

3. Find a leader that could become a CEO, and then create the right talent mix.

A new business’s success depends on the ability to strike the right balance between independence and the benefits of an existing business. The CEO has the most influence in creating that balance. This can be done by hiring a new leader. The CEO must find someone with the entrepreneurial and operational skills to manage the business. They also need soft influencing and collaboration skills to work with people in the existing business.

Oyvind Eriksen was the president and CEO at Aker ASA in Norway. He understood the importance of working alongside the incumbent. Aker ASA had its CEO spend considerable time learning about Aker’s parent company and its capabilities.

Finding someone who can work with the incumbent is part of finding someone. According to one leader, the new-business leader should have the potential to become the CEO of the whole company. The CEO of a consumer service company decided to give two top performers to the new business to be its leaders, putting them in a position where they could work with the incumbent leadership. This demonstrated the importance and credibility of the new business to employees.

To ensure a productive partnership between the new company and the incumbent, it is important to ensure that the new business has both new hires and strong performers from the previous business. Finding the right mix of internal and external talent is not an easy task. The CEO must be persistent in understanding the obstacles and breaking them down when necessary. This includes convincing functional leaders to transfer their best employees to the new company, or working with the chief HR officer (CHRO), to implement streamlined rotational and transfer policies.

CEOs should consider making an acquisition when charting the path to the best internal-external talent mix. However, it should be measured and focused on scaling. Research has shown that businesses that make two acquisitions in the early stages of scaling are 25 percent more likely than those that do not or make three or more.

4. Leaders in the incumbent should be given a stake in the success of the new business

There will always be a conflict between established and new businesses. The new company’s needs might seem small to an IT department working on large projects. Therefore, the chief information officer (CIO) may not be as responsive to new business needs. The new business may also be perceived as a threat by the existing business as it grows and operates differently. This can lead to counterproductive dynamics, lost value, and a loss of productivity.

These cases require that the CEO is available to meet with business or functional leaders and resolve the problem. One CEO said he would meet with the head of a recalcitrant business unit and explain how the new business has helped him improve his P&L.

The CEO should create a governance structure with incentives for parents and business leaders to help them navigate these organizational tensions. You can do this by identifying the top gatekeepers to a particular asset or capability, such as data and intellectual property, and giving them a leadership position in the new company. This role could include participation on a venture board to direct the new company or as part of a task team to assist the business in meeting a specific need. These executives would be responsible for the success of the new business. In many cases, it has been proven very effective to tie compensation and bonuses to KPIs specific to the new business.

CEOs must provide these incentives to strike a delicate balance between including incumbent leaders and protecting the autonomy of the new business. This means that incumbent leaders cannot halt progress by limiting their approval powers or preventing existing reporting structures and reporting structures from being enacted.

5. Communicate, and when you feel that you have done enough, do more

CEOs know the importance of communication. Much of their success depends on how they communicate it. CEOs are often unaware of how important and consistent communication is in supporting a new company. They also underestimate the impact they have on the success of that business. A CEO can support multiples by communicating that the new business is part of a larger shift to be more digitally, software-enabled, or tech-enabled.

Successful communications are about being organized and thoughtful in communicating with your audience. For example, focusing on how the new company can drive growth and build skills in the incumbent can convince people who may be reluctant to accept the new business. When addressing skeptical boards, the CEO should speak up for potential growth opportunities and disruptions in the marketplace.

Patrick Hylton uses a “sources-of-meaning” approach to communications when he builds support for Lynk. He identified all stakeholders and decided how to align new business activities with their interests. “For example, I discussed with regulators how our new digital payment business would be more inclusive, allow more people to access it, reduce the risk of pandemics and increase labor productivity. He said that our analysis showed that digital financial services were what customers wanted.

Building support is only the beginning. Communication is a constant effort. This is evident in the announcement by the CEO and CFO of Moody’s that they would invest in several new businesses to help clients with their integrated risk assessment, decision-making, and management needs. These investments were part of the overall business strategy, and they explained why they would be beneficial to the core business. . . “It is to offer more complete offerings, to be in a better position to penetrate customers, and to add new clients that allow us to grow quicker.” During quarterly earnings calls, the CEO spoke about new businesses. He also focused on the linkages and progress to the overall strategy.

The constant stream of communication helps to strengthen convictions and goals. Effective communication is based on our experience. It includes reaffirming vision, justifying it, pointing out meaningful external validation, setting realistic but achievable expectations, being genuine (even when there are setbacks), celebrating success, understanding the salient facts (such as progress against KPIs), and keeping a coherent message. This last point deserves special attention. This communication program can be viewed as a CEO narrative. Business building is prominent and continuous in the overall strategy.

They must ensure that communications don’t stagnate as CEOs set their communication strategy. They must change what they say as the business evolves. It is not a set of static talking points but a story. While excitement is important in the beginning, the message must shift to focus on the operational progress of the business as it matures.

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5 Mortgage Loan Types | Explained

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Mortgage loan is popular and oftentimes necessary way to purchase a home or other real estate property. It’s most often taken out by individuals who do not have the financial assets to pay for the property outright. A mortgage loan is essentially a loan given to the borrower from a lending institution in which the borrower agrees to make repayments on that loan amount until the principal of debt is paid off. In this article you will find 5 different types of mortgage loans. let’s go!

Fixed-Rate Mortgage Loan

A fixed-rate mortgage is a mortgage loan that has a fixed interest rate for the entire term of the loan. The monthly payment of a fixed-rate mortgage is the same every month. The interest rate on a fixed-rate mortgage will not change over the life of the loan.

A fixed-rate mortgage is a good choice for borrowers who want to know what their monthly payment will be every month. It is also a good choice for borrowers who plan to stay in their home for a long time. The interest rate on a fixed-rate mortgage may be higher than the interest rate on an adjustable-rate mortgage, but it will not change over time.

There are two types of fixed-rate mortgages: conventional and government-insured. Conventional fixed-rate mortgages are available from many lenders. Government-insured fixed-rate mortgages are backed by the federal government and are available from lenders that participate in government programs.

Adjustable-Rate Mortgage Loan

An adjustable-rate mortgage, also known as an ARM, is a type of mortgage loan in which the interest rate is not fixed. The interest rate may adjust upwards or downwards over the life of the loan in response to changes in the market.

An ARM typically has a lower interest rate than a fixed-rate mortgage loan. However, because the interest rate is not fixed, there is more risk associated with an ARM. Your monthly payments could go up or down depending on how the market changes.

If you are considering an adjustable-rate mortgage, it is important to understand how the interest rate will be calculated and how often it can change. You should also be prepared for the possibility that your monthly payments could increase if rates go up.

FHA Mortgage Loan

An FHA loan is a mortgage insured by the Federal Housing Administration. This type of loan is available to home buyers with a credit score of 580 or higher. down payment of 3.5%. Borrowers with a credit score below 580 may still be eligible for an FHA loan, but they will need to put down 10% for their down payment.

FHA loans are a good option for first-time home buyers or borrowers with limited funds for their down payment. These loans have lower interest rates than other types of loans, and they also come with less strict credit requirements. However, borrowers will need to pay mortgage insurance premiums on their loan.

The Federal Housing Administration offers several different types of FHA loans, including fixed-rate loans and adjustable-rate loans. Borrowers can choose the loan that best fits their needs.

VA Mortgage Loan

A VA loan is a mortgage loan that is guaranteed by the US Department of Veterans Affairs. This type of loan is available to veterans, active duty service members, and reservists. VA loans are available with no down payment and no private mortgage insurance (PMI).

VA loans are a great option for veterans and military members who want to purchase a home. They offer many benefits, including no down payment and no PMI. VA loans are available through private lenders, such as banks and mortgage companies. The US Department of Veterans Affairs guarantees the loan, which means that the lender is protected if the borrower defaults on the loan.

VA loans are a great option for those who are eligible. They offer many benefits and are available through private lenders.

USDA Loan

A USDA loan is a government-backed loan that is available to rural homeowners. This type of loan can be used to purchase a home or to refinance an existing mortgage.

USDA loans are backed by the United States Department of Agriculture (USDA). This means that if you default on your loan, the USDA will pay off the lender. This makes USDA loans very attractive to lenders, as they have little risk involved.

To qualify for a USDA loan, you must meet certain income and credit requirements. You must also be a U.S. Citizen or Permanent Resident and have a valid Social Security number. Additionally, the property you are purchasing must be located in a rural area.

If you are interested in applying for a USDA loan, you should contact your local USDA office or a participating lender.

Pros and Cons of each type of mortgage loan

There are several different types of mortgage loans available, each with its own set of pros and cons.

Fixed-rate mortgage loans have interest rates that remain the same for the life of the loan. This can be advantageous if interest rates rise over time, as your monthly payments will not increase. However, if interest rates fall, you will not be able to take advantage of the lower rates.

Adjustable-rate mortgage loans have interest rates that can change over time. This can be beneficial if interest rates fall, as your monthly payments will decrease. However, if interest rates rise, your monthly payments will also increase.

FHA loans are backed by the Federal Housing Administration and have more lenient qualification requirements than other loans. However, they also have higher insurance premiums and require a down payment of at least 3.5%.

VA loans are available to veterans and active duty military members. They do not require a down payment and have low interest rates. However, they are only available to those who meet certain eligibility requirements.

Conclusion

There are a lot of different mortgage loan types out there, and it can be confusing to try and figure out which one is right for you. But don’t worry — we’re here to help. In this article, we’ve explained the five most common types of mortgage loans so that you can make an informed decision about which one is right for your unique situation. We hope this information has been helpful and wish you the best of luck in finding the perfect mortgage loan for your needs!

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The Key Factors Driving The Growth of Industrial Fans

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Industrial fans are a vital part of any production setting. They help move air around factories and other buildings, and their use has increased in recent years as more people adopt the technology. Despite their importance, there is little understanding of the factors driving the increasing growth of urban fans.

Industrial fans are becoming more popular as they offer several benefits over traditional air-conditioning systems. One benefit is that these fans can be used in many different environments, making them perfect for businesses and homes. They are easier to operate than traditional air-conditioning systems, so they are great for applications where speed is key, like factories and warehouses.

In this detailed, informative article, you will be explored key factors driving the growth of industrial fans and provide insights for companies looking to adopt them into their production environments.

The Advantages of Having Industrial Fans in the Workplace

Some of The Benefits of Using Industrial Fans Include:

#1. They Save Energy: When combined with an efficient cooling system, industrial fans can save you money on your energy bill.

#2. They Are Louder Than Air Conditioning Systems: These fans are much louder than air conditioning systems, which can be helpful when working in noisy or high-traffic areas.

#3. They Are Less Expensive To Maintain: In addition to being quieter and easier to operate, they also require less maintenance than traditional air-conditioning systems.

How to Choose The Best Industrial Fan for Your Application

You can do a few things to choose the best industrial fan for your needs:

  • Consider what type of room you plan on using your fan in your home, office, or manufacturing plant.
  • Look at how loud your desired noise level is: low-noise fans typically sound louder than high-noise fans, so make sure this is something you are comfortable with before making your purchase.
  • Decide which type of this fan you want: an oscillating or bladed.

Get a Price Quote for the Right Industrial Fan

Once you have a general idea of what type of fan is right for you, it is time to get a price quote. This will allow you to compare different types of industrial fans and find the best deal on the right fan for your needs. To do this, consider what type of fan you are looking for and your budget. Once you have this information, it is easy to find urban fan shops near me that can provide you with a price quote.

The Ultimate Guide To Successfully Using Industrial Fans

When purchasing a fan, it is important to follow the manufacturer’s instructions carefully. Do not force the fan to operate if it cannot do so safely. Make sure that the blade size and type are compatible with the fans you purchase.

Regularly check the fan’s performance by measuring its speed, noise level, and air quality. Do not forget to replace or maintain any parts that may become damaged due to use.

Don’t Let Your Industrial Fans Go To The Dogs: Tips For Regular Maintenance

Regular maintenance can help keep your industrial fan running smoothly and provide consistent airflow. Keep these tips in mind when performing regular maintenance:

  • Replace blades on a schedule that corresponds with manufacturer specs.
  • Clean filters regularly.
  • Inspect impellers for accuracy every 6 months or whenever there is a suspected issue.
  • Check belt tensioners regularly.
  • Maintain cords in good condition.

Protecting Your Investment In Industrial Fans: Tips To Keep Your Fans Running Smoothly

When investing in industrial fans, you should protect them from damage and ensure it runs efficiently. Keep these tips in mind when protecting your fan:

  • Keep the fan in a cool & dry place.
  • Use only authorized parts.
  • Use caution when handling the fan’s blades.
  • Disconnect power to the fan if it becomes damaged or frozen.
  • Clean any spills and dust off the fan before returning it to service.

Conclusion

Industrial fans are growing in popularity due to a variety of reasons. Some benefits of using these fans include reduced noise levels, longer life spans, and improved air quality. If you are interested in purchasing professional fan, carefully research the different types available and find one that best suits your needs.

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Five smart ways to hire quality executives for your business

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As the business world becomes more competitive, it’s more important than ever to have a strong team of executives leading your company. But how do you go about finding and hiring the best possible candidates? In this article, we’ll give you five smart ways to identify and attract quality executive talent for your business. By following these tips, you’ll be well on your way to putting together a top-notch team that will help take your company to the next level.

Define the role you are looking to fill

Are you looking to hire an Executive? Here are five smart ways to find quality candidates for your business:

1. Define the role you are looking to fill.

It is important that you take the time to consider what kind of executive you need for your business. What specific skills and experience would they need to possess? What kind of personality would work well for your company? Once you have a good understanding of the role you are looking to fill, you can begin your search for the perfect candidate.

2. Use a professional recruiting firm.

There are many great executive recruiting firms out there who can help you find the right candidate for your business. They will have a vast network of qualified executives and can help narrow down your search to the best possible candidates.

3. Utilize social media.

Social media is a great tool for finding executives. Use LinkedIn to search for executives with the specific skills and experience you are looking for. You can also post job descriptions on Twitter and Facebook to reach a wider audience.

4. Ask for referrals from trusted colleagues and contacts.

If you know someone who has hired an executive before, ask them for referrals. They may know

Create a candidate profile

The first step to hiring quality executives is creating a candidate profile. Consider what you want in an executive and what your business needs. Then, create a list of qualifications and attributes that your ideal candidate would possess.

Once you have a clear idea of who you are looking for, you can begin the search for candidates. There are a number of ways to find potential executives, including online job boards, networking, and headhunting.

When searching for candidates, it is important to keep your list of qualifications and attributes in mind. This will help you narrow down your search to only the most qualified candidates.

Once you have found a few potential candidates, the next step is to screen them. This can be done through interviews, reference checks, and background checks. By taking the time to screen candidates, you can be sure that you are hiring the best possible executive for your business.

Use a recruitments agency

If you’re looking to hire quality executives for your business, one smart way to do so is to use a recruitment agency. Recruitment agencies specialize in finding and vetting candidates for executive positions, so you can be sure that the candidates they present to you will be of a high caliber. Plus, using a recruitment agency can save you time and energy in the hiring process.

Advertise the position

To hire quality executives for your business, one of the best ways to reach potential candidates is by advertising the position. Consider using online job boards or even social media platforms to reach a wider audience. You can also work with executive search firms who specialize in placing top talent in businesses like yours.

Make sure that your job posting is clear and concise, and outlines the key responsibilities and qualifications for the role. This will help to attract the right kind of candidates who have the skills and experience you are looking for.

Take your time in reviewing applications and resumes, and conduct thorough interviews with each candidate. This is an important decision for your business, so be sure to take the time to find the right person for the job.

Interview candidates

When hiring an executive, it’s important to find someone who is not only qualified for the job, but also a good fit for your company culture. The best way to get to know a potential candidate is to interview them.

Here are five tips for conducting an effective executive interview:

1. Prepare ahead of time. Make sure you have a list of questions that will help you get to know the candidate’s qualifications, work style, and personality.

2. Ask about their experience. Find out what kinds of companies they’ve worked for in the past and what kinds of positions they’ve held. Ask them about specific challenges they’ve faced and how they coped with them.

3. Determine their motivations. Why did they leave their last job? What are they looking for in a new position? What are their long-term career goals?

4. Probe their knowledge. Ask them about trends in their industry and see if they can think critically about issues that may affect your business.

5. Get a sense of their personality. Is the candidate someone who is easy to work with? Do they have a positive attitude? Do they seem like someone who would

Select the right candidate

The first and most important step to hiring quality executives is to select the right candidate. Look for candidates with the right skills and experience for the job, and who fit well into your company culture.

Once you’ve selected a few candidates, it’s time to start the interview process. Be sure to ask each candidate questions about their experience and qualifications, as well as their goals for the position.

It’s also important to give each candidate a chance to ask questions about the role and the company. This will help you gauge their interest in the position and their fit with your company.

After the interviews are complete, it’s time to make a decision. Choose the candidate who you think will be the best fit for the job and your company. With the right executive in place, you can reach new levels of success.

Onboarding and training

As your business grows, you’ll eventually need to start hiring executives to help manage different aspects of the company. Here are five smart ways to find and onboard quality executives:

1. Use a recruitment firm: Recruitment firms specialize in finding top talent for businesses. They can help you identify potential executive candidates and screen them for fit with your company.

2. Ask for referrals: Talk to other business owners or executives in your network and ask if they know anyone who would be a good fit for your company.

3. Use social media: Social media can be a great way to reach out to potential candidates. Use LinkedIn or Twitter to search for people with the skills and experience you’re looking for.

4. Look for people with complementary skills: When you’re hiring an executive, look for someone whose skills complement those of the other members of your management team. This will help create a well-rounded team that can effectively manage your business.

5. Provide comprehensive onboarding and training: Once you’ve hired an executive, provide comprehensive onboarding and training so they can hit the ground running and be successful in their new role.

Conclusion

As the saying goes, you’re only as good as the people you surround yourself with. This is especially true when it comes to business, and hiring quality executives is crucial to the success of any company. By following these five tips, you can be sure that you’re hiring the best possible candidates for your executive team. With the right people in place, anything is possible.

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