Succession Development and the Independent Business Owner

As a third generation independent business owner, I have lived through, and seen how sad it is when business owners retire with little to show for their lifetime of efforts. The statistics are not great either, approximately ****94% of Australians retire with little or no self-derived income and require Government assistance to survive.In my opinion we have been sold a bit of a lemon with regards to superannuation with most Australians thinking that simply paying into a super fund will guarantee a great retirement income and lifestyle. The facts are that for Australian women our superannuation falls grossly short of what is needed and whilst the average Australian male has approximately double that of the women in Super, it is nowhere near enough to survive on. As we are living longer, we can spend almost a third of our lives in retirement. Just doing some simple maths will show if you have enough. But Australia we have been sold that by putting money into Superannuation that we will be all right in the end. Here is the wakeup call; Superannuation alone is nowhere near enough for most of us to survive on without Government assistance.For the independent business owner, unfortunately, they pay themselves last and many don’t even have superannuation or if they do, they have not contributed for years. The Government regulations on business owners is so arduous that it is becoming harder and harder to put away anything for themselves.Many independent business owners spend their days completely occupied with gaining market share, hiring and keeping employees, motivating staff, beating the competition, to give succession development any thought. Strange how such highly motivated, intelligent and energetic people can avoid such an important planning issue to their business.For the independent business owner it is a somewhat daunting and complex process to address their working life coming to an end, and most dread tackling it, they would rather work well beyond their years than face succession development or retiring. Many business owners have not accumulated much super instead they have put it back in their business. However on retirement they often do not sell the business for enough to live on in the retirement years. I’ve worked with many independent business owners who become frustrated and bitter with their environment towards the end of their career, making their business an even less viable option for someone to take over. For the majority of these hard working, self-sacrificing Aussies, there is no gold watch, goodbye party or big deposit into their bank account to say well done for your years of toil.However, most successful succession development has only three simple steps.

Keep the succession plan simple

Stay realistic about goals

Measure the steps of the plan for succession outcomes
Whilst most information on succession development has to do with the handing over of the business or the duties to someone else, an exceptional Financial Advisor will look at succession development with a slightly different focus, one that addresses your end income revenue stream and lessening your financial burden, thus reducing the stress on the independent business owner when it comes to the best financial opportunities to selling or handing over the business.Here is an example of the difference between doing nothing and engaging a professional financial advisor. Lucy W is single, an independent business owner, and 54 years old. Lucy has estimated that she needs approximately $50,000 per annum to live on. Lucy has around $60,000 in her superannuation fund.( *The average superannuation for women is $41,000) Upon retirement at age 67, Lucy will have not even two years of income from her superannuation, and then have to rely on the Government for a pension of approximately $20,000 P/A. (**More than half Australian women have incomes of less than $30,000P/A) After meeting with a financial advisor and working out a blueprint, Lucy could attain a retirement income of $60,000 per annum by investing in premium properties, strategically selected for optimum returns.Lucy’s plan involved purchasing four properties within two years and waiting for the compounding capital growth and rental return to occur which will reach above her estimated income goal in year six, when she can retire at age 60 independent of age pensions. *** (77% of Australian women rely on age pension in retirement)Most self-structured property portfolios have no plans other than obtaining rental properties, with no strategic process, thinking that the accumulation of properties would create sufficient wealth or income alone. A good financial advisor will incorporate acquisition, management and exit strategies to achieve specific wealth or income goals.Lucy had also recently paid to attend a get rich quick seminar that suggested it was easy to buy real estate, subdivide, build, and you would get rich fast. Lucy had not costed the entire project, did not know about the difficulties of building and different types of building contracts, and what happens when costs blow out and did not know how to take all the risk out of the transaction. The reality is far different, and to be successful requires a great deal of expertise and knowledge to achieve positive and predictable results.After posing a few strategic questions to Lucy she became aware that she did not have anywhere near the required knowledge, time or skill to perform such high risk real estate developments. Instead she chose to engage a professionals future certain plan, which has underwritten advice, and strategies that simply work.Do nothing Professional Strategy Succession StrategyAge 54 54Home value $500,000 $500,000Superannuation $60,000 $60,000Retirement Age 60 $20,000 p/a $60,000 p/aRetirement Age 67 $20,000 p/a $120,000 p/aWith an approach that allows the independent business owner to be free of the concerns about future income, I’ve seen from experience how their performance and enthusiasm improves and they end up having a much better result with their succession development, and actually look forward to it. So a professional financial advisor will do the following for you;

Keep your plan simple;

Stay very realistic about goals;

Measure the steps of the plan for succession outcomes
The example used for this article was a client of FLAG Property Investment Services.

Exposing the Dirty Truth Behind “Sensitive Skin Care Products”

Do you have sensitive skin and spend your time searching for solutions? Are you always looking for great sensitive skin care products? Lets see exactly what sensitive skin is and what you can do when faced with selecting anti aging products for your skin.Of course there are always people with specific skin conditions. There are clear skin conditions that require the care of a dermatologist and people who may consider that their skin condition requires professional care ought always consult a doctor first. However it’s fair to say that the vast bulk of people with sensitive skin problems do not have skin conditions requiring the care of a dermatologist.If you have delicate skin you know what it’s like. You get the skin redness, dryness, flaking and itching and your skin looks blotchy. However the sad truth is that in almost all cases where this is the case it is not the skin that is the problem but the products that are used on it.The reality is that delicate skin problems are commonly the result of the use of big brand mainstream products such as cosmetics, anti aging products, personal and beauty products such as soaps, shampoos and deodorants that contain ingredients that produce an irritant or allergic skin reaction.This is not because it is impossible to manufacture these products without using these ingredients. It is perfectly possible to manufacture high quality cost competitive personal and beauty care products that work extremely well and which use natural safe and effective ingredients. The problem is that most of the chemical ingredients that produce the skin reactions known as “sensitive skin” are extremely cheap. Many are chemical ingredients produced in a lab and used in many of the big name products that you might be using right now.In fact the problem of dangerous and irritating ingredients in personal products is now so serious that there are entire organizations set up to combat this. Perhaps the best known of these is the Campaign for Safe Cosmetics. They battle against the proliferation of chemical ingredients in personal products that are essentially dangerous to your health, that are irritants your skin and which are in some cases “known to cause cancer”.In fact it is unnecessary for there to be any sensitive skin products such as sensitive skin creams and sensitive skin moisturizers at all. There are many outstanding skin care products, for example, which are highly effective and which use only natural, known safe, and effective ingredients which can be used on all skin types and which do not produce any allergic or irritant skin reaction.In fact the company that makes the worlds best skin care products does not make any delicate skin products. This is because all of it’s products are safe to use on all skin types, work for all skin types, and do not produce any allergic skin reactions. If you use products such as these there is no need to buy any sensitive skin products.Sensitive skin care is not about selecting the best product for your skin type. It is about making a conscious decision to avoid the use of mainstream big brand personal, beauty and body care products such as cosmetics and skin care products, soaps shampoos and deodorants, and substituting natural skin care products and natural cosmetics in their place.If you’d like to find out where to source the worlds best natural skin care products and natural cosmetics visit my website where you can also see a discussion of many of the chemical ingredients used in modern products that cause so many of the sensitive skin care problems that we see in so many people today, and find what I consider to be the worlds best Sensitive Skin Care Products.

Best in Class Finance Functions For Police Forces

Background

Police funding has risen by £4.8 billion and 77 per cent (39 per cent in real terms) since 1997. However the days where forces have enjoyed such levels of funding are over.

Chief Constables and senior management recognize that the annual cycle of looking for efficiencies year-on-year is not sustainable, and will not address the cash shortfall in years to come.
Facing slower funding growth and real cash deficits in their budgets, the Police Service must adopt innovative strategies which generate the productivity and efficiency gains needed to deliver high quality policing to the public.

The step-change in performance required to meet this challenge will only be achieved if the police service fully embraces effective resource management and makes efficient and productive use of its technology, partnerships and people.

The finance function has an essential role to play in addressing these challenges and supporting Forces’ objectives economically and efficiently.

Challenge

Police Forces tend to nurture a divisional and departmental culture rather than a corporate one, with individual procurement activities that do not exploit economies of scale. This is in part the result of over a decade of devolving functions from the center to the.divisions.

In order to reduce costs, improve efficiency and mitigate against the threat of “top down” mandatory, centrally-driven initiatives, Police Forces need to set up a corporate back office and induce behavioral change. This change must involve compliance with a corporate culture rather than a series of silos running through the organization.

Developing a Best in Class Finance Function

Traditionally finance functions within Police Forces have focused on transactional processing with only limited support for management information and business decision support. With a renewed focus on efficiencies, there is now a pressing need for finance departments to transform in order to add greater value to the force but with minimal costs.

1) Aligning to Force Strategy

As Police Forces need finance to function, it is imperative that finance and operations are closely aligned. This collaboration can be very powerful and help deliver significant improvements to a Force, but in order to achieve this model, there are many barriers to overcome. Finance Directors must look at whether their Force is ready for this collaboration, but more importantly, they must consider whether the Force itself can survive without it.

Finance requires a clear vision that centers around its role as a balanced business partner. However to achieve this vision a huge effort is required from the bottom up to understand the significant complexity in underlying systems and processes and to devise a way forward that can work for that particular organization.

The success of any change management program is dependent on its execution. Change is difficult and costly to execute correctly, and often, Police Forces lack the relevant experience to achieve such change. Although finance directors are required to hold appropriate professional qualifications (as opposed to being former police officers as was the case a few years ago) many have progressed within the Public Sector with limited opportunities for learning from and interaction with best in class methodologies. In addition cultural issues around self-preservation can present barriers to change.

Whilst it is relatively easy to get the message of finance transformation across, securing commitment to embark on bold change can be tough. Business cases often lack the quality required to drive through change and even where they are of exceptional quality senior police officers often lack the commercial awareness to trust them.

2) Supporting Force Decisions

Many Finance Directors are keen to develop their finance functions. The challenge they face is convincing the rest of the Force that the finance function can add value – by devoting more time and effort to financial analysis and providing senior management with the tools to understand the financial implications of major strategic decisions.

Maintaining Financial Controls and Managing Risk

Sarbanes Oxley, International Financial Reporting Standards (IFRS), Basel II and Individual Capital Assessments (ICA) have all put financial controls and reporting under the spotlight in the private sector. This in turn is increasing the spotlight on financial controls in the public sector.

A ‘Best in Class’ Police Force finance function will not just have the minimum controls to meet the regulatory requirements but will evaluate how the legislation and regulations that the finance function are required to comply with, can be leveraged to provide value to the organization. Providing strategic information that will enable the force to meet its objectives is a key task for a leading finance function.

3) Value to the Force

The drive for development over the last decade or so, has moved decision making to the Divisions and has led to an increase in costs in the finance function. Through utilizing a number of initiatives in a program of transformation, a Force can leverage up to 40% of savings on the cost of finance together with improving the responsiveness of finance teams and the quality of financial information. These initiatives include:

Centralization

By centralizing the finance function, a Police Force can create centers of excellence where industry best practice can be developed and shared. This will not only re-empower the department, creating greater independence and objectivity in assessing projects and performance, but also lead to more consistent management information and a higher degree of control. A Police Force can also develop a business partner group to act as strategic liaisons to departments and divisions. The business partners would, for example, advise on how the departmental and divisional commanders can meet the budget in future months instead of merely advising that the budget has been missed for the previous month.

With the mundane number crunching being performed in a shared service center, finance professionals will find they now have time to act as business partners to divisions and departments and focus on the strategic issues.

The cultural impact on the departments and divisional commanders should not be underestimated. Commanders will be concerned that:

o Their budgets will be centralized
o Workloads would increase
o There will be limited access to finance individuals
o There will not be on site support

However, if the centralized shared service center is designed appropriately none of the above should apply. In fact from centralization under a best practice model, leaders should accrue the following benefits:

o Strategic advice provided by business partners
o Increased flexibility
o Improved management information
o Faster transactions
o Reduced number of unresolved queries
o Greater clarity on service and cost of provision
o Forum for finance to be strategically aligned to the needs of the Force

A Force that moves from a de-centralized to a centralized system should try and ensure that the finance function does not lose touch with the Chief Constable and Divisional Commanders. Forces need to have a robust business case for finance transformation combined with a governance structure that spans operational, tactical and strategic requirements. There is a risk that potential benefits of implementing such a change may not be realized if the program is not carefully managed. Investment is needed to create a successful centralized finance function. Typically the future potential benefits of greater visibility and control, consistent processes, standardized management information, economies of scale, long-term cost savings and an empowered group of proud finance professionals, should outweigh those initial costs.

To reduce the commercial, operational and capability risks, the finance functions can be completely outsourced or partially outsourced to third parties. This will provide guaranteed cost benefits and may provide the opportunity to leverage relationships with vendors that provide best practice processes.

Process Efficiencies

Typically for Police Forces the focus on development has developed a silo based culture with disparate processes. As a result significant opportunities exist for standardization and simplification of processes which provide scalability, reduce manual effort and deliver business benefit. From simply rationalizing processes, a force can typically accrue a 40% reduction in the number of processes. An example of this is the use of electronic bank statements instead of using the manual bank statement for bank reconciliation and accounts receivable processes. This would save considerable effort that is involved in analyzing the data, moving the data onto different spreadsheet and inputting the data into the financial systems.

Organizations that possess a silo operating model tend to have significant inefficiencies and duplication in their processes, for example in HR and Payroll. This is largely due to the teams involved meeting their own goals but not aligning to the corporate objectives of an organization. Police Forces have a number of independent teams that are reliant on one another for data with finance in departments, divisions and headquarters sending and receiving information from each other as well as from the rest of the Force. The silo model leads to ineffective data being received by the teams that then have to carry out additional work to obtain the information required.

Whilst the argument for development has been well made in the context of moving decision making closer to operational service delivery, the added cost in terms of resources, duplication and misaligned processes has rarely featured in the debate. In the current financial climate these costs need to be recognized.

Culture

Within transactional processes, a leading finance function will set up targets for staff members on a daily basis. This target setting is an element of the metric based culture that leading finance functions develop. If the appropriate metrics of productivity and quality are applied and when these targets are challenging but not impossible, this is proven to result in improvements to productivity and quality.

A ‘Best in Class’ finance function in Police Forces will have a service focused culture, with the primary objectives of providing a high level of satisfaction for its customers (departments, divisions, employees & suppliers). A ‘Best in Class’ finance function will measure customer satisfaction on a timely basis through a metric based approach. This will be combined with a team wide focus on process improvement, with process owners, that will not necessarily be the team leads, owning force-wide improvement to each of the finance processes.

Organizational Improvements

Organizational structures within Police Forces are typically made up of supervisors leading teams of one to four team members. Through centralizing and consolidating the finance function, an opportunity exists to increase the span of control to best practice levels of 6 to 8 team members to one team lead / supervisor. By adjusting the organizational structure and increasing the span of control, Police Forces can accrue significant cashable benefit from a reduction in the number of team leads and team leads can accrue better management experience from managing larger teams.

Technology Enabled Improvements

There are a significant number of technology improvements that a Police Force could implement to help develop a ‘Best in Class’ finance function.

These include:

A) Scanning and workflow

Through adopting a scanning and workflow solution to replace manual processes, improved visibility, transparency and efficiencies can be reaped.

B) Call logging, tracking and workflow tool

Police Forces generally have a number of individuals responding to internal and supplier queries. These queries are neither logged nor tracked. The consequence of this is dual:

o Queries consume considerable effort within a particular finance team. There is a high risk of duplicated effort from the lack of logging of queries. For example, a query could be responded to for 30 minutes by person A in the finance team. Due to this query not being logged, if the individual that raised the query called up again and spoke to a different person then just for one additional question, this could take up to 20 minutes to ensure that the background was appropriately explained.

o Queries can have numerous interfaces with the business. An unresolved query can be responded against by up to four separate teams with considerable delay in providing a clear answer for the supplier.

The implementation of a call logging, tracking and workflow tool to document, measure and close internal and supplier queries combined with the set up of a central queries team, would significantly reduce the effort involved in responding to queries within the finance departments and divisions, as well as within the actual divisions and departments, and procurement.

C) Database solution

Throughout finance departments there are a significant number of spreadsheets utilized prior to input into the financial system. There is a tendency to transfer information manually from one spreadsheet to another to meet the needs of different teams.

Replacing the spreadsheets with a database solution would rationalize the number of inputs and lead to effort savings for the front line Police Officers as well as Police Staff.

D) Customize reports

In obtaining management information from the financial systems, police staff run a series of reports, import these into excel, use lookups to match the data and implement pivots to illustrate the data as required. There is significant manual effort that is involved in carrying out this work. Through customizing reports the outputs from the financial system can be set up to provide the data in the formats required through the click of a button. This would have the benefit of reduced effort and improved motivation for team members that previously carried out these mundane tasks.

In designing, procuring and implementing new technology enabling tools, a Police Force will face a number of challenges including investment approval; IT capacity; capability; and procurement.

These challenges can be mitigated through partnering with a third party service company with whom the investment can be shared, the skills can be provided and the procurement cycle can be minimized.

Conclusion

It is clear that cultural, process and technology change is required if police forces are to deliver both sustainable efficiencies and high quality services. In an environment where for the first time forces face real cash deficits and face having to reduce police officer and support staff numbers whilst maintaining current performance levels the current finance delivery models requires new thinking.

While there a number of barriers to be overcome in achieving a best in class finance function, it won’t be long before such a decision becomes mandatory. Those who are ahead of the curve will inevitably find themselves in a stronger position.