10 Industries You Probably Never Think of as Franchises – Leslie Kuban

When you hear the word “franchise,” what image pops up? Most likely, it’s a fast-food chain; and, even more likely, it’s your favorite fast food. Is it time for lunch yet?

If you’ve dismissed franchise ownership because you don’t want to flip burgers or make sandwiches, you’re missing out on a vast world of opportunities.

Yes, the number of franchises in quick-service restaurants continues to grow, but these are by far not the only successful option. According to FRANdata, an independent research company for the franchising sector, there are more than 230 different industries represented in franchising; and, additionally, 200 new brands enter the market each year.

You may think most of these businesses are run by small independent owners or large corporations. Not true. Let’s take a closer look at 10 out-of-the-box categories crushing it in franchising.

1. Coworking Spaces

Responding to the increasing trends toward shared services, remote working, and short-term fractional work, more small businesses, and larger companies are opting for co-working environments over traditional brick and mortar leases. Can you say, “recurring revenue?”

2. Yoga and Dance

The boutique fitness industry is exploding and now yoga and fitness dance concepts are making their mark. Drivers include the demand for fun fitness activities in a community setting coupled with the high costs of healthcare.

3. IT Services

From cyber-security to strategic growth initiatives, managing your company’s IT services can be a huge headache. Outsourcing overseas often provides lackluster service. Businesses want trusted, local expertise they can count on for the long-term.

4. Drug Testing

It’s hard to imagine a private or public-sector employer without a substance abuse policy. The demand for reliable, fast, accessible testing options is intensifying.

5. Swim Lessons

When I was a kid, my parents taught me how to swim by tossing me in the neighborhood pool. Times have changed and parents are demanding more effective and healthier methods. Not just about learning to swim, the franchises in this category are addressing a safety need in underserved communities.

6. Nail Salons

Perhaps the best example of an industry once dominated by small, independent shops is nail care. The demand for more sophisticated, experienced-based nail care is driving growth. Franchising has nailed this industry with clinically clean, semi-absentee, multi-unit opportunities.

7. Retail Resale

We’re not talking consignment shops. Franchising is transforming the resale market by offering gently used specialty items at affordable prices. The sweet spot of this niche lies between expensive retail stores and low-quality, second-hand thrift.

8. Music Instruction/Enrichment

Music is more accessible than ever; yet, traditional schools are still reducing fine arts programs, thus, driving the demand for quality music instruction and enrichment. Gone are the days of the old-lady, piano teacher. Franchising has turned up the volume on music instruction, making it fun and cool to learn.

9. Tree Removal and Care

In my neck of the woods, trees are everywhere. Care and removal of trees is no longer a business for “Chuck in a Truck” (with a chainsaw) in this $17-billion industry. This is a classic example of franchising bringing professionalism and systematization to a fragmented, high-demand service…and reaping the rewards.

10. Digital Marketing Consulting

The majority of businesses in America are small businesses with a small marketing staff and even smaller marketing budgets. It’s no wonder B2B franchise models exist across the globe to assist businesses with their online marketing strategy and execution.

Because there is such an abundance of profitable franchise ownership opportunities that exist outside of fast food, me and 14 of my friends got together to dispel that myth in the Amazon bestselling book, More Than Just French Fries.

You too can grow a profitable business through the franchise model and it doesn’t have to cost a fortune or take up all your time. Semi-passive business ownership is accelerating as families look to side-gig options for a more secure future. I recommend that anyone exploring franchise ownership keep an open mind and consider a variety of different businesses in different industries, even the ones that surprise you.

If you’ve dismissed franchise ownership because you don’t want to flip burgers or make sandwiches, you’re missing out on a vast world of opportunities.

Leslie Kuban is a nationally recognized franchise industry expert, CFE (Certified Franchise Executive) and Market President of FranNet in Atlanta; a locally owned and operated franchise consulting firm. Leslie and her team have helped close to 500 individuals and families achieve their dreams of business ownership through a no-cost, extensive educational and coaching process.

Connect with Leslie online or call 770-579.3726 to start the conversation today.

Published by

Leslie Kuban

Leslie Kuban

Franchise Consultant | Franchise Owner | Best Selling Author | Speaker
Published • 1d 44 articles

Thank you for visiting our blog.

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

Author of: Fighting Alligators, Job Search Strategy For The New Normal

 

Exit and Succession Planning is a Team Sport

We have advisors and coaches in all facets of life. But in this most important area for our future, for our family and for our retirement, most business owners are pretty much just “winging it”. Oh, they may have an accountant but not much more of a team to focus on exit planning in all its complexities. An advisory team is critical for successful succession planning.

Business owners start their companies to create their future. But they often lose sight of the key to making that future happen – building value. They get caught up in the day-to-day and don’t get to implementing the sustainable, positive change that allows them to transition on their own terms.

Consider: “…78 percent of small-business-owner clients plan to sell their businesses to fund their retirement. The proceeds are needed to fund 60 percent to 100 percent of their retirement needs. Yet, less than 30 percent of clients actually have a written succession plan…”
http://www.cnbc.com/2015/04/13/ew-small-biz-have-an-exit-plan.html   [I would suggest that 30% is generous, and even if accurate, that those plans are not very effective, for growth or for exit planning.]

When I speak on exit planning/succession planning/transition planning, I outline a proven 7-step process. Forming your advisory team is one of those steps.

Build a Team of Advisors.

Nobody knows everything. Many of my clients are in creative industries, designing, creating, building. You don’t want me in that role. But I have worked with many organizations and have a different experience and skill set than my clients. I bring ideas and experience from many industries and many client engagements. The other critical exit planning team members bring their own expertise to the table. These should include:

  • Exit Planning Consultant / Coach
  • CPA
  • Financial Advisor
  • Business value expert
  • Business Attorney
  • Insurance Expert
  • Estate Planning Attorney
  • Banker
  • Business Transaction Expert

When I work with a client, we build this team. The players may already be in place. Or, we may bring in advisors where there is a gap. Either way, we need this core team working with the owner. A business is complex.   A marketing action impacts finance, HR, and more. Big decisions need to take into account the effect on the whole organization and should support clear goals focused on building value.

The client receives much better advice and guidance with this approach.

This does not mean that you are going to start hiring all of these people and employing them full-time as you work toward your transition…especially if you have a few years to go. But, you should use them strategically as you build your business/succession plan. For major decisions on growth, expenditures, hiring, exit-readiness, business value, deal structure…engage their expertise!

The Bottom Line

 Find advisors who understand what you are all about, your growth and exit planning objectives. More importantly, find advisors with whom you feel comfortable. Make sure that they can work together and collaborate on your behalf.

 

********************************************************************

David Shavzin, CMC
770-329-5224
david@GetOnTheValueTrack.com

The Value Track
Succession Planning / Exit Planning, Building Transferable Value for Sale

Thank you for visiting our blog.

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

Author of: Fighting Alligators, Job Search Strategy For The New Normal

 

 

Jim Weber To Present “The Three Pillars For Success” BENG Atlanta Chapter August Meeting

Join Us for the August Atlanta BENG Chapter Meeting featuring Jim Weber

Jim Weber – Managing Partner, ITB Partners

Jim Weber, Managing Partner ITB Partners, founder of New Century Dynamics Executive Search and the author of “Fighting Alligators: Job Search Strategy For The New Normal” will be joining our BENG Atlanta Chapter in August. Jim will be presenting:  “The Three Pillars For Success”

This discussion is meant to career-minded professionals who are gainfully employed, or between situations, and independent business owners looking to become more successful.

REGISTER

Date And Time

Tue, August 13, 2019

7:30 AM – 9:30 AM EDT

Add to Calendar

Location

Bella’s Gourmet Kitchen

350 Embassy Row Northeast

Sandy Springs, GA 30328

View Map

REGISTER

ABOUT BENG:

The Atlanta chapter of the Business Executives Networking Group (BENG) is a multidiscipline, independent group of job seekers, those currently employed and business networkers, who are willing to help others. Current membership includes mid to senior-level executives with over ten (10) years of business experience. Past attendees have come from the financial management, information technology, legal, manufacturing, engineering, transportation, logistics, distribution, and general management industries. We actively seek new members from all disciplines.

Monthly meetings are structured to help each member get the maximum benefit.

BENG Networking Meetings:

  • Are approximately two hours in length.
  • Are typically held monthly.
  • Range from 10 to 30 attendees, but the average is 20.
  • A skill-building presentation.
  • Allows each attendee 30 seconds to introduce themselves, talk about their background and expertise, and to present their Target Companies and networking needs.
  • Please bring business cards and your marketing plan if you have one.

Networking meetings provide members with an opportunity to sharpen their networking skills, meet peers from various disciplines and share business opportunities and job leads.

REGISTER

Erica McCurdy to present “Your Customers Are On LinkedIn, Shouldn’t You Be?”

Erica McCurdy to present to AMERICAN BUSINESS WOMEN’S ASSOCIATION MONTHLY LUNCHEON (AUGUST)!      Follow this link to register!  https://lnkd.in/eMrNBUC

 

No alt text provided for this image

AMERICAN BUSINESS WOMEN’S ASSOCIATION MONTHLY LUNCHEON (AUGUST)

You can learn more about Erica and her business and family practices at www.McCurdySolutions.com and www.ATLDIV.com

About this Event

Join the American Business Women’s Association for their monthly lunch and learn series. You will be treated to our guest speaker, Erica McCurdy.

Let’s spend 30 minutes together to QuickStart the process of growing your influence, increasing your opportunities, and MAKING MORE MONEY leveraging the power of LinkedIn. We will begin with a quick group activity to learn how to fast-track connecting in a group setting, and move through refining your profile, developing connection strategies, and taking the skills you already have and use on Facebook, Instagram, and Twitter, to make them work for you in the structured world of LinkedIn.

Integrating the best in coaching, psychology, goal-setting, and accountability, Erica McCurdy has earned a reputation for being one of the best coaches in the Metropolitan Atlanta area. She is an active member of Forbes’ Coaches Council and a credentialed member and mentor coach for the International Coaching Federation (ICF). As a Master Certified Coach, she holds four specialty coaching certifications: Certified Professional Master Coach; Certified Business Coach; Certified Group Coach; and Certified Youth, Parent, and Family Coach. Erica has been recognized four years in a row as a “best of” business in her industry, listed four years running as a “Top Atlanta Coach” by Experteer, is an instructor in the ICF Core Competencies, and is a proud coach and mentor for the Navy SEAL Future Foundation. You will find her regularly featured on MSN, US News, Recruiter.com, Forbes, Business News Daily, Fox News.com, Elite Daily, Best Company, SparkHire, AARP Life Reimagined, LiveStrong, GoodEveryDay, Money For Lunch Radio show, Money Nomad, FlexJobs.com, Bustle Magazine, and more. In addition to her executive career, she has founded several start-ups including her favorite, Georgia Sanitation, Inc. which she sold in 2006. A native Atlantan who is committed to her community, Erica is a passionate Rotarian, Paul Harris Fellow, a member of the National Society of Leadership and Success, and a past president and sustaining member of National Charity League.

You can learn more about Erica and her business and family practices at www.McCurdySolutions.com and www.ATLDIV.com

Find a Stimulating Place to Work!

This past Wednesday I had the pleasure of enjoying a fine cigar and a few beers with my friend and colleague, Paul.  I haven’t seen much of him lately as he has been traveling.  Our cover story was to discuss his August presentation to ITB Partners and to update one another on our activities.  Well, we did all of that of course, but the real mission was to introduce Paul to my favorite cigar bar.  As a subscriber to my blog you already know that I strive to mix business and pleasure whenever possible.

 

I arrived a little early and noticed that Paul was already there, still in his car talking on his cell phone.  Later, he told me that he was finishing a business call.  Life in the digital age.  I continued inside and went straight for the humidor.  Although it was a bit understocked, I found a favorite brand and paid the attendant.   Paul entered the humidor at that time, so I showed him around.  He made his selection then we lit up, found seats at the bar and ordered our drinks.  After exchanging a few pleasantries, I told him the history of the establishment.  I pointed out that the venue is designed to accommodate people who come in during the day to enjoy a cigar while working.  They offer WIFI and provide ample outlets to charge electronic devices and to power laptops.  In addition to seats at the bar, there are several workstations and a private room suitable for meetings.  I went on to say that I am there at least one afternoon each week, usually working on my blog post.  I confessed that I have branded those visits as “going full Hemingway.”  That elicited a hearty chuckle from Paul.  He was impressed with the venue, including the humidor, and the layout.  We were off to a good start.

 

As the primary business reason for our meeting was to discuss his presentation, we got right into that topic.  Paul wanted to know how to position his talk as the audience wouldn’t be his typical prospects.  I told him that there were two main points to consider.  First, the members want to learn about him.  They want to know his background and how he came to be involved in his current situation.  Secondly, they want to know about his employer and the product he’s selling.  I said, “keep the discussion at 40,000 feet.”  They don’t need to get into the details, they just need enough information to make good referrals.  Also, I told him that I had adopted the Guy Kawasaki 10-20-30 rule for presentations.  Ten slides, twenty minutes, using a 30pt font.  As our members don’t need to hear a lecture or an infomercial, I advised Paul to facilitate a discussion.  He agreed to send me his draft and I offered to help arrive at the final product.  I noticed that his stress level had dropped significantly.  That could have been the effect of the cigar and beer.  Who knows?

 

We moved on to chat about his progress.  He is selling an innovative, one might say disruptive, integrated software package.  Paul began by telling me about a major QSR brand that contacted him to complete a request for proposal, (RFP).  I asked if an internal contact had provided the invitation.  He said no, but that it came by way of an obscure article that spoke well of his product.  I felt instant validation for my resent admonition on the importance of writing articles to leverage one’s brand.   He went on to say that his team built a solid relationship with the client by demonstrating their familiarity with franchising and the challenges of store development.  Apparently, his competition was represented by technicians who lacked knowledge of or an appreciation for the requirements to manage the challenges of a growing franchised restaurant brand.  I said that closing this deal should propel his business to a whole new level.  He agreed and moved on to talk about his negotiations with a non-food franchising concept.

 

Having heard of Paul’s recent successes, I reminded him that we are prepared to leverage his efforts through our social media and public relations platform.  He said he had forgotten about those benefits.  So, I spent the next few minutes reminding him about our capabilities.  He was sold.  My thoughts moved to other possible referrals.  By the end of our conversation, I had a long list of connections to make on his behalf.

 

Paul and I had a productive meeting, as I knew we would.   I have long understood the boost I get from spending time with friends and colleagues in a relaxed, fun environment.  If you don’t enjoy your work, you are probably pursuing the wrong career.  Your job should be fun, so find every opportunity to work in a place that stimulates your creativity and provides personal satisfaction.  You will be glad you did!

Thank you for visiting our blog.

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

Author of: Fighting Alligators, Job Search Strategy For The New Normal

 

 

 

 

3 Reasons Why Your Firm Needs a Podcast – Profit from the Power of Podcasting

Written by Artie Ruderman, CEO, InnovativeGrowthSolutions

 

1 Age of Content: Be Heard & Establish Your Brand

Do You Have a Growing Problem?

Most businesses depend on new business from existing clients and need to acquire additional clients to thrive.  Aggressive marketing along with advances in technology and innovation has enabled competition to encroach upon your company’s product and service offerings making developing new business more challenging.

 

 

Value-Based Selling

Best practices for developing business has evolved; 82% of shoppers conduct online research before buying.1  Unlike the two traditional sales methodologies, ‘Selling’, where a salesperson tries to push prospects to make a purchase or ‘Marketing’ which tries to pull prospects to make a purchase, ‘Value-Based Selling’ attracts purchasers by imbuing the reasons your company’s products and services are valuable to them.

 

Podcasting Establishes Your Business has Value

A podcast with compelling content triggers three purchaser qualifiers: ‘Know – Like – Trust’.  A podcast that offers solutions to a prospect’s business issues or enhances their lives connects your company to its target market, increases brand recognition, develops a relationship and establishes your brand as an industry authority.

 

 

Interesting Facts

  • Podcasting started in the 1980s and was known then as ‘audio blogging’
  •  In 2004, the term ‘Podcasting’ started as a blend of iPod and broadcasting
  •  Sale of pro microphones will grow 50% by 2021 (Futuresource Consulting report: 11/22/17)

 

 

2 Podcasting Levels the Competitive Playing Field

Podcasting is Easy and Economical

Recording a podcast is less complicated and less expensive than producing a video.  You can simply talk into a smartphone and upload it to YouTube.  If you would like to have a professional production, consider recording at a podcast studio that can enhance the sound quality and provide studio services such as editing – voice-overs – jingles and more.

 

Be Heard & Increase SEO

In addition to posting your podcasts on your website, LinkedIn company profile, and social media, expand your connections by linking your podcasts on popular listening networks like Stitcher – iTunes – Spotify & Google Podcast.  To increase opportunities to be heard, ask a podcast studio if they can distribute your podcasts on syndicated channels like IHeartRadio.

 

A Primer for Producing Your Own Podcast

  • Craft Content of interest to your target market
  • Your Podcast is your firm’s Digital Voice – Imbue it with your company’s personality
  • It can be formal or folksy like Southwest Airlines

Tips for Professional Production:

  • Editing & individual microphone sound enhancement
  • Voice overs / intros – outros / jingles
  • Have a show host & guests who are clients, prospects, industry executives & authorities…
  • Distribute to networks to be heard by prospects outside your connections

 

3 Podcasting is the Media of Choice Today 

The Age of Content

Anywhere you are out and about, the chances are you will see people interacting with their smartphones.  Just as you are reading this article to leverage what you can learn about podcasting; they are also seeking content to learn or be entertained.

 You Can Listen to a Podcast

There are a plethora of marketing options on the internet: email blasts / blogging / videos / vlogging, however, they all demand your visual attention.  Podcasting’s popularity can be attributed to the fact that you can listen to a podcast anytime and anywhere; in a coffee shop or performing a multitude of pursuits; driving, running, walking the dog, mowing the lawn…

 

 

Statistics Worth Knowing*

  • 62 million people listen to podcasts weekly, a 17% increase in 2018 over 2017*
  • Facebook had 15 million fewer users in 2018 than in 2017
  • 45% of monthly podcast listeners have a household income of over $75K
  • 27% of US podcast listeners have a 4-year college degree vs 19% for US population

 

*2019 Podcast Stats & Facts posted by Podcast Insight with credit to Updated stats: Edison Research                  

                 Infinite Dial 2019 released March 6, 2019.  Q1 2018 report from Nielsen, March 20, 2018.

 

 

 

1: As reported in Forbes: New Research Shows Growing Impact of Online Research on In-Store Purchases, by John

Ellett, Feb 8, 2018 credits report from The ROBO Economy (Research Online Buy Offline).

 

A Podcast based on this article can be heard at ProBusinessChannel.com.

To learn more about podcasting or booking a studio visit: www.GlobalPodcastStudios.com.

 

Artie Ruderman is the CEO of  InnovativeGrowthSolutions, a fractional corporate & business development company and Business Director at Pro Business Channel, an internet broadcast network & parent company of Global Podcast Studios

 

 

Thank you for visiting our blog.

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

Author of: Fighting Alligators, Job Search Strategy For The New Normal

 

 

Reduction in Force; Challenges and Opportunities

While engaged in recent networking activities I became acquainted with a Senior Consultant assigned to the Atlanta office for a National Outplacement Company.  He had heard about ITB Partners and wanted to learn more about our program.  During our discussion, I asked about their activity level, given that the economy has improved, and unemployment had reached a historic low.  I was somewhat surprised to learn that their business was still strong.  He said that, notwithstanding the strength of the economy, many companies are reorganizing their workforces to better serve their customers and achieve a competitive advantage.  I found this interesting and made a mental note to explore the issue further as I thought it would be a good topic for an article.  Two weeks ago, my health-care-consultant-friend and colleague, Faith told me that she had just finished an engagement to help a client through a major reorganization.  That triggered the memory of my conversation with the Outplacement Consultant so I asked her if she would like to collaborate on a blog post.  I find it interesting to learn how large companies endeavor to maintain a competitive advantage as we transition further into the Digital Age.

 

Executing a restructuring program is a complex endeavor that includes the risk of lawsuits and unintended consequences.  The risk profile increases with the scope of the program and the number of employees affected.  To minimize risk, major companies create a comprehensive plan that justifies the business case for the reorganization; evaluates alternatives to achieve their goals; and establishes criteria for employee termination or reassignment.  The Corporate General Counsel is a key player to ensure compliance with Federal and State Laws.  Additionally, the plan will include an analytical process to ensure that the impact of the reorganization doesn’t disproportionately affect protected classes of employees.  A labor economist can perform this role.  The written plan and documentation of the reorganization is necessary if required to defend a lawsuit.

 

Experts in the field of Corporate Reorganization advise their clients to think creatively when considering a reduction in force.  This intrigued me as I’ve witnessed the failure of many reorganizations.  Often, projected benefits were never realized as they were offset by lost productivity and poor customer service, ultimately dampening brand value.  From my perspective, lost institutional knowledge wasn’t adequately considered which led to subsequent re-staffing, including a certain number of rehires.

 

Talking this over with Faith, she told me that her client had set an objective for a 10% reduction in workforce (RIF) and process improvement realignment (PIR) effective January 1, 2020.  The median years of service for their Care Advocates are eight years.  During those years they’d learned how to navigate internal systems and politics, providing maximum value to the company and its clients.  In response to the directive, the client wants to ensure that their Care Advocates are happy and fulfilled in their current position.  Furthermore, they want to retain their institutional knowledge to the extent possible.

It is essential that their employees are engaged and thriving as that brings about the best patient outcomes.  People thrive when they can contribute and receive value.  The most significant contributors are those who feel appreciated and part of a greater good. They identify with the organization and what it’s trying to accomplish. It means the organization functions efficiently, with higher productivity and lower cost.  So, it’s imperative that employees are in the right position and feel appreciated for the effective use of their talents.

Faith said the RIF/PIR process began by offering all employees an opportunity to take personality profiling diagnostics to unlock suppressed interests.  This information helps dedicated Senior Recruiters direct them to opportunities in other departments.  These Recruiters will connect them with other hiring managers and inform them of relevant postings on internal job boards.  A structured communication strategy was designed to keep the Care Advocates informed of the status of the plan.  Finally, Care Advocates receive assistance if they want a severance package to seek opportunities outside the organization.

To summarize, Faith said that corporate realignments can be challenging.

Management is well advised to minimize risk by retaining as much institutional knowledge as possible.   Employees should ensure they are contributing to their position and to the overall mission, vision, and values of the organization.  If they lack a personal sense of fulfillment, they should consider looking for other positions inside or outside the organization.  The Health care sector embraces change.  Motivated employees should do the same.

For further reading on Restructuring and Reduction in Force, check out these articles.

https://stephanierthomas.blogspot.com/2010/02/planning-and-executing-reduction-in.html

http://www.klgates.com/files/upload/Presentation_RIF.pdf

Thank you for visiting our blog.

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

Author of: Fighting Alligators, Job Search Strategy For The New Normal

 

 

An Effective Communication Strategy for Very Large Companies

Contributed by Faith Johnson

 

In my work as a Health and Wellness Consultant, I can attest that healthcare organizations can be organized in unique configurations.  Each configuration requires a communication strategy that melds with their design.  In my experience, the Global, Fortune Five Hundred, hierarchically structured company suffers the most challenging communications dilemma.  Consider, hundreds of thousands of employees with different grade levels, or rank, associated with unique responsibilities, communicating through a pyramid structure from multiple locations and time zones.  Organizations of this size and scope employ Subject Matter Experts, Medical Directors, Clinicians, and Clinical Account Executives. Many aren’t in geographic proximity to hold face to face meetings but are expected to collaborate and serve the client.  To be successful, these companies must be structured to support their mission.

How does an organization with a global footprint direct a massive number of employees, who may never meet face to face, yet serve thousands of clients effectively?   How does that company hold their employees accountable for peak performance while delivering the health care requirements for its customers?  Clearly, a supportive organization structure with an effective communication strategy is required.  These companies have learned that the best way to serve their customers is accomplished through “team” work.  They organize themselves into account teams, project teams, sector teams, task force teams and the one-on-one manager-employee team (Buchbinder & Shanks, 2017).  Typically, clients have more than one team serving them.  Some are client-facing with direct reporting responsibilities.  Others are more analytical, working behind the scenes organizing data for monthly placemats, and quarterly and annual medical cost action plan presentations.  Some are ongoing through the life of a client while others are ad hoc.  So much more can be accomplished through collaboration, brainstorming, or building a document that shows the strategies discussed and next steps.  The Team Model has proven to be the most effective organization structure for these companies.

If the Team Model is the organization structure of choice, what is the best communication strategy for this model?  Little is accomplished through email alone.  Asynchronous communication can be riddled with inefficiencies and subject to misinterpretation.  There is also the time lag for team members working in different time zones.  Activities are ongoing for any given project.  The potential for emails to be missed or taken out of sequence slows the process increases tension, and delays project completion.

 

The most effective communication strategy for this organization is the use of multiple threads.   On-site in person, virtual meetings, and a combination of these methods are the most effective modes of communication.   Local team members may schedule a time to be in a room together and conference in remote participants.  This meeting format is the most prevalent because it is the most effective.  A follow-up meeting is scheduled immediately, using an electronic meeting invite with all relevant information embedded.  This ensures that the entire team has all the information in one location.

 

Video Conferencing allows teams to work effectively on electronic documents and spreadsheets, and Clinical Data Warehouse reviews.  It is a feature that can be offered for virtual meetings.  This technology enhancement tool is a resource used with internal as well as external partners.   It allows us to forensically go through clinical cases, audit performance metrics, and share critical information with clients about their members.  By employing available technology, distance is no longer an issue.  Team members traveling for one client can take a call for another client to review a document while sitting in the airport waiting to board their next flight.

 

The effectiveness of this communication strategy is validated by internal and external ratings, client satisfaction scores and renewed contracts.  When internal and external partners are pleased with the modes of communication inefficiencies are minimized, errors are reduced, and productivity is increased.  Job Aids are created with these types of communication workflows to further support the effectiveness of collaborative communication.

Large, decentralized, global companies that interface with their customers via teams need a multi-faceted communications strategy to ensure that all constituents are on the same page, working toward a common goal.  Fortunately, technology allows this company model to provide seamless communication to serve their internal and external partners well.  It is the perspective of this consultant, that effective communication is carried out every day in these organizations.   If this communication strategy works for a major global corporation, imagine what it can do for smaller companies with limited resources.

Thank you for visiting our blog.

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

Author of: Fighting Alligators, Job Search Strategy For The New Normal

 

 

Ethical Issues of the Market for Organ Transplants

Contributed by Faith Johnson

There are approximately 114,000 people wait-listed for an organ transplant in the United States.  Another person is added to the list every 10 minutes.  When one considers an aging population in a co-morbid state, it’s understandable that 20 people die waiting for a suitable organ transplant every day (American Transplant Foundation, 2019).  Is everyone in need of an organ transplant treated fairly?  Can money or social position move one up the list?  There are ethical ways to get closer to the top of the list.  In the United States, medical necessity, location, and compatibility can improve one’s position. If a potential recipient feels they aren’t moving up fast enough there are options, some more legal than others.

The World Health Organization (WHO) has identified 91 countries where kidney transplants are performed.  In 2005, 66,000 were performed globally (The State of the International Organ Trade, 2019).  The selection of who received these organs varies based on their national situation, availability of organs, health care cost, and technical capacity.  While most think of organ donation as coming from a deceased (brain dead) person, many come from live donors facilitated by a medical doctor.  Some of these live donors sold their organs.  Web sites offer transplant packages ranging in price from $70,000 to $160,000 (The State of the International Organ Trade, 2019).

Twenty-five percent of live donors are not biologically related.  About 6,000 of these donations occur every year (American Transplant Foundation, 2019).  Buying and selling human organs for transplant, known as Transplant Tourism, is illegal in the United and most other countries.  However, due to growing demand, an international black market is thriving to provide organs from both live and deceased donors.  Up to eight lives can be saved through a deceased donor, and more than 100 lives enhanced through tissue donation (American Transplant Foundation, 2019).  So, it is easy to see how profitable it can be for those who work as brokers in a somewhat subversive industry.

The American legal and health care structure is designed to protect donors through articles such as informed consent or a Living Will, where a person can put their final wishes in writing to be carried out by family members or an Executor   Outside the protection of the United States, the situation is questionable.  Many of these donor transactions are carried out by medical doctors who supposedly have the best interest of the patient in mind.  At times, they work with facilitators in the recipient’s country of origin.  As cited in The State of the International Organ Trade, the Taiwanese Department of Health revealed that 58% of 118 patients interviewed said their transplant surgery was facilitated by their doctor.  There are other notations of donors and recipients from different countries going to a third or neutral country to have the procedure performed.  In 2005, approximately 12,000 kidney and liver transplant procedures were performed in China with organs harvested from executed prisoners.  There wasn’t any notation of consent being part of the process (The State of the International Organ Trade, 2019).

Transplant tourism is a global issue that will require a global solution.  Collaboration and legislation among the participating countries to identify and monitor transplants are needed.  Seven countries including the United States have been identified in a report by Organs Watch as organ-importing countries.  The other countries identified are Australia, Canada, Israel, Japan, Oman, and Saudi Arabia (The State of the International Organ Trade, 2019).  The Human Organ Transplantation Act of 1994 was put in place to ban organ trade.  We need international human rights Legislation including monitoring by governments of any country that allows organ importing to be part of the legal defense.   Amendments should be made to the Affordable Care Act to allow employers to exempt coverage to employees who have been organ recipients, domestically or internationally, that were non-compliant with benefit plan requirements.  Also, Medicare and Medicaid would not provide coverage for these organ recipients so they would not qualify for disability benefits.  International deceased or incarcerated donors should have legal protection to ensure that they or their families are aware of their organ contribution.  Tighter controls are needed to reign in private transplants of questionable origin.

The world is filled with health dilemmas, including transplants.  A shortage of compatible organs has added another layer of complexity to the equation.  As the co-morbid state of an aging population continues to grow, so will the deficit of organs needed to bring better health to those in need.  A communication campaign to raise awareness of the benefit of organ donorship is long overdue.   If more people allowed their organs to be harvested at the time of death, a shift in the supply of viable organs may occur.  One might see it as the recently deceased living on for years to come through the gift of their organs.  A larger supply of organs available legally, coupled with tighter controls and Legislative compliance, could bring about a positive shift in organ transplantation.

Thank you for visiting our blog.

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

Author of: Fighting Alligators, Job Search Strategy For The New Normal

 

 

New Dad, New Town and New Franchise in Four Months

Contributed by Leslie Kuban, President of FranNet in Atlanta

Michelle and Ryan Kinsley are a dynamic young couple who always envisioned themselves as business owners. They were focused on finding a business that would be right for their newly growing family but overwhelmed with so many options. With Ryan’s background as a government analyst, he knew how to do the research, but decided he needed someone with the right franchising experience to help.

 

In just four months’ time, Ryan moved to a new city, bought a new house, welcomed his first child and invested in his family’s future through franchise ownership.  How DID he do it?

 

What drove you to make the leap from a seemingly secure career position to the entrepreneurial unknown?

 

Ryan: My wife, Michelle, and I had been married for about a year.  We were still living in a 1-bedroom apartment in downtown Atlanta when we found out that we were expecting a child.  We realized that we needed to make some life decisions quickly so that we would be ready when our child arrived.  At the time, I was extremely burned out in my position with the government.  I had been reading books for over a year on franchising and small business.  After talking with my wife, I decided to reach out to FranNet to explore franchise opportunities.

 

What were the most important factors in deciding on the business you ultimately chose?

 

Ryan: With a child on the way, Michelle and I knew we wanted to get out of the hustle and bustle of city life.  We both grew up in medium-small cities in Georgia, so we wanted to raise our child in a similar environment.  Finding a business that would work in one of our desired areas was a major factor.  I also wanted to find a business that would allow me to attend my child’s activities and life events. Finally, finding something with somewhat traditional work hours so that I was not always working when my wife and child were at home.

 

You and Michelle just welcomed your first child…how did you think about the timing of starting your family and the timing of going into business for yourself?

 

Ryan: We bought our first house, started a business, and had a child all within four months.  We joke that if our marriage survived that, we can make it through anything.  As I mentioned, the baby was a driving factor in getting this business started so I wanted to get everything up and running as far in advance of the baby coming as possible.

How are you managing so much change at once – a new business and a new family member?

 

Ryan: As the owner of Monster Tree Service of Athens, I tell everyone that all my time is now spent with either the big monster or my little monster.  I put a lot of time into running my business and raising my child, but I don’t do it alone.  I made sure to hire experienced, driven employees who are self-sufficient and can troubleshoot many of their own problems.  Because of this, I am able to focus on the most important issues in growing a company.  It goes without saying that I couldn’t do any of this without Michelle and the support of our friends and family.

 

What advice would you give to young families like yourself wanting to start their own business?

 

Ryan: Be sure to do your research! I can’t stress that enough. Read books, talk to business owners, contact a franchise consultant, and find the end of the internet before you commit to starting your own business.  The right franchise consultant will help you find the right fit for you and your situation. I reached out to Leslie Kuban at FranNet of Atlanta because she has many years of experience in the industry, knows my local market and is a franchisee herself. She took my wants and needs and generated a short list of opportunities that she felt would fit my goals. She never pressured me in any direction, and she was always available to help with any concerns I had.

 

“You will be scared,

but you will also know when you have found the right opportunity for you.” 

 

Do you think he was talking about franchising, new home ownership or the joys of his new family? Perhaps all of the above. Happy Father’s Day from FranNet!

 

If you’d like to explore whether business ownership is right for your family, give us a call today at 770-579-3726 or take our free Readiness Assessment at frannet.com.

__________________________________________________

 

Leslie Kuban

Leslie Kuban is a nationally recognized franchise industry expert, CFE (Certified Franchise Executive) and Market President of FranNet in Atlanta; a locally owned and operated franchise consulting firm.

Leslie and her team have helped close to 500 individuals and families achieve their dreams of business ownership through a no-cost, extensive educational and coaching process. Her personal experience as a franchise owner provides a unique perspective to help her clients assess their real opportunities, risks, and timing to make sound decisions.

Connect with Leslie online or call 770-579.3726 to start the conversation today.