Why Can A Family-Owned Business Fail?
Business management in family-owned companies is conditioned, as in any other company, by economic and organizational factors, but also by emotional issues.It so happens that a very large percentage of automotive dealerships around the world happen to be family-owned businesses. Having said that, there are a great many issues concerning family-owned companies, mainly regarding succession and management, which must be dealt with so that the company can accomplish the goals that the family sets.This the first in a series of articles titled “Common Problems in Family-owned Businesses” based on an interview between J.C. Aimetta, an expert and coach who specializes in family-owned companies, and Al McClymont, CEO of Autologica Dealer Management Systems.J.C. Aimetta is 46 years old and has dedicated the past 15 to helping owners and directors of over 65 family-owned small and medium-sized businesses manage growth, professionalize their management and prevent problems with succession. He has been a negotiator in family conflicts and in the sale of family-owned businesses. Mr. Aimetta teaches the subject in graduate and post-graduate courses in 3 Argentine universities, and has given conferences in Panama, Guatemala, El Salvador, Costa Rica, Colombia, Ecuador and Venezuela.Here are some thoughts that emerged from the interview.Al McClymont: I know this is a broad subject to be treated in such a short time, but I hope we can go through some of the main points. The first thing I would like to ask you is: What do you think are the main reasons a family-owned business can fail?J.C. Aimetta: Well, the main reason is that the owner and manager roles get mixed up. Thus, an endless number of confusions occur as regards to who is the owner and who is the manager, the administrator.For most family businesses the role is only one. Therefore, whenever you ask someone, Why do you run this business?, the answer is: Because it is mine. And what empowers you to run the business? The fact that it is mine.Al M

How to Lead Strategic Change
Many good operational managers are paralyzed by the apparent complexity of strategic change. This paralysis, coupled with the everyday pressures of keeping the business running, means that organizations have skipped this crucial activity in favor of thrusting leadership and rigorous management. However, the problem with this approach is that organizations are pursuing incremental efficiency gains in preference to the more radical and profitable step change offered by effective strategic implementation.So, how do the best operational managers make the transition between the two roles of manager and leader? The answer is that they adopt new ways of thinking in advance of new ways of working. In this article we will explore four key skills that, if mastered, can help you make those first tentative steps towards the Boardroom.The effective strategic executive displays four foundational skills:Dual FocusInvolving CommunicationCollaborationProfessional EffectivenessDual FocusThe most common complaint you will hear from Board members as they review the next generation of talent in their organization is “they just don’t think strategically”. So, how do you develop the ability to raise your head up and consider the strategic landscape?One quick routine to boost your strategic capability is to force yourself to answer “5W” questions whenever you are faced with a new issue, initiative or proposal. Who, When, Where, Why and What? It is also critical to think beyond your particular area of responsibility during your initial consideration of the questions and force yourself to think more broadly. So, let’s say you are the UK Marketing Manager for New Products and you have been asked to review a proposal for an extension to your core range of products - this is how you might tackle the process:Who? Particularly, Who Else will be interested in reviewing and discussing this issue?When? Is this something we need to consi

LED Score Boards
LED scoreboards can be utilized in most of the sporting event for eye-catching effects replace traditional scoreboards. This high- tech lighting system is both energy – efficient and able to produce a very bright light.LED scoreboard are manufactured using the advanced technology called LED stands for light emitting diode which becoming the technology of choice in almost all the areas of the world. LED's outshine any other method of programmable signage in every way imaginable. They require inherently low power usage. LED's possess superior view ability, which is always a significant factor in the visual market of signs.LED scoreboards are available for football, soccer, rugby, cricket, basketball, water polo, track and field, and weightlifting competitions. These displays are very much effective to show the scores and live updates. Moreover Monitor scoreboards are low cost, high quality, easy to use, and require little or no regular maintenance.With the leading manufacture, Jayex Technology You can have a custom scoreboard for less than you expect which uses power line modem technology to transmit the commands to the scoreboard over the existing power lines. This makes installation as easy as plugging in the scoreboard.

Machiavellian Style Management Very Popular Over Seas
Most politically correct folks cringe when we talk about Machiavellian Management as in the Western World we are more into a win/win situation than any sort of dog-eat-dog attack style business negotiation or management. Nevertheless, cheating, lying, deceit and positioning for your advantage is consider Business a Usual in many nations and the American Entrepreneur who thinks it is not has got some hard lessons to be learned if he does business over seas.You see, Machiavellian Style Management Very Popular Over Seas and that is the way it is in politics, business, war and sports. Business is all of those put together believe the Sun Tzu followers of Asia, so perhaps you might indeed simply forget your MBA and consider getting a reality check on the subject.Do I personally approve of all this? Totally irrelevant to the subject, in fact I have no comments only stories of businesses deals and hard lessons along the way. Yes, indeed I came out victorious as I recognized what was going on.Thus I believe every good Corporate Manager and executive ought to read; The Prince and consider some of the Machiavellian Tactics we see every day in normal primate human politics from kids in the sand box to those who are wonder what color their parachute would have been if someone climbing the corporate ladder had not thrown them out of the plane with only a backpack on? Think on this in 2006.

Managing is Like 50 First Dates
If you saw the Drew Barrymore/Adam Sandler movie, 50 First Dates, a few years ago, Drew's character lost her memory each night so when she woke up, her boyfriend, played by Adam Sandler, had to make her fall in love with him every day.Perhaps managers and franchise owners should take a page from the script. No, we don’t want employees to fall in love with managers or owners personally, but we do want them to fall in love with working for the concept. We want our guests to fall in love with us so they return everyday.Each day you get started, you need to do whatever you can to make both the employees and guests fall in love with you again. For employees, start with basics such as greeting them when they arrive; having all the tools they need to do their job; having high standards and a clean, well-maintained facility; appreciating their efforts; providing ongoing training, cross-training or development; and thanking them when they leave.As often happens in personal relationships, these things are taken for granted and people leave. Hence, think 50 First Dates when you see your employees for the first time each day --- appreciate what they are doing for you every day so they won’t go elsewhere.For guests, again, start with the basics --- greet them, remember them, smile, check back, thank them, and offer them an occasional random act of kindness…every day, every visit. Take these people for granted and down the street they will go. Be "wow," unique, and memorable, but only after you have earned the guests' trust by executing the basics --- quick, quality food served accurately by a friendly employee.Taking a page from 50 First Dates is not only an effective employee retention strategy, it’s an effective guest retention strategy. Look in the mirror before the next shift and ask yourself, "What am I doing today to make our people fall in love with our brand?"

Conflict at Work, Don't Take It Personally
Conflict at work is inevitable. And, it can even be helpful, supporting a healthy organization.But, step over the edge and you'll quickly find yourself getting caught up in who's right rather than what's right. Having the argument without end, replaying the same issue over and over, without resolving your differences. Or, angry blow ups or sullen silences. You can get stuck on "She's doing that just to make me angry," or "He needs an attitude adjustment."Step back, stop avoiding, solve the problem, and prevent future conflicts. Try these solution steps.1. Wait until the uproar has settled down then approach the other person with "We've got a problem. I need your help." Be sure your tone of voice conveys solution not attack.2. Describe what has been happening. Use "we" rather than "you" or "I." Emphasize how this conflict belongs to both of you, and you both need to work together to get to a resolution.3. Then seek resolution. "This isn't working. We need to figure out how to do something different so this doesn't happen again." Ask "What can we do instead?"4. Then quit talking and listen. This is the crucial moment. If there's been an atmosphere of blame and shame the other person might offer up excuses or good reasons for the conflict. Redirect the focus of the conversation with a reminder of "How can we make sure this doesn't happen again?" Or, if the other person makes a suggestion that you're the one who needs to change, listen very carefully. No conflict is just one sided. Find the kernel of truth in their comment.5. Negotiate the differences. What are you willing to give to get? What is he willing to do? Are you holding on to need to be right rather than get the problems resolved? Resolution is built on compromise. This is the time and place to get ego out of the way so you can move beyond who's right to what's right. Find the common ground you both can agree on.Seldom will you find the