Skip to main content

The Facts Of Business Life -- Book Review


The fact is, if you are a budding entrepreneur, future business owner, or relatively “green” business owner, you need to read, The Facts of Business Life, by Bill McBean.

Because, in his new book, McBean, a successful businessman with four decades of ownership experience, explains the essential Seven Facts of Business Life and the Five Levels of Business Success.

Being a successful business owner means more than knowing one’s industry and understanding the basic concepts of leadership, management, or motivation, according to McBean.
  • It means being able to master many areas of business, and knowing how each of these areas relates to and build on each other. It also means understanding how those areas change as a business goes through its inevitable life cycle, and how the owner must be prepared to change with them.
Fortunately, The Facts of Business Life provides readers with the means of achieving the kind of long-term understanding that is the key to true and lasting success. McBean explains what needs to be done to create success, how to do it, and when to do it.

As you’ll read in the book, the Seven Facts of Business Life are:
  1. If you don’t lead, no one will follow
  2. If you don’t control it, you don’t own it
  3. Protecting your company’s assets should be your first priority
  4. Planning is about preparing for the future, not predicting it
  5. If you don’t market your business, you won’t have one
  6. The marketplace is a war zone
  7. You don’t just have to know the business you’re in; you have to know business
And, the Five Levels of Business Success are:
  1. Ownership and Opportunity
  2. Creating your company’s DNA
  3. From survival to success
  4. Maintaining success
  5. Moving on when it’s time to go
Another gem in the book is McBean’s discussion about the essential five characteristics of great leaders. Those include:
  • Being flexible
  • Communicating
  • Having courage, tenacity and patience
  • Having a combination of humility and presence
  • Being responsible
Need another reason to read the book? Hear this:
  • “The sad truth is that less than 30 percent of businesses last more than 10 years, and most failures occur in the first few years of operations,” said McBean.
McBean is a graduate of the University of Saskatchewan in Saskatoon, and Mount Royal College in Calgary, Alberta.

He began his career with General Motors of Canada Limited in 1976. After holding several management positions with GM, in 1981 he accepted a position with the Bank of Nova Scotia (Scotiabank) as manager of a sizeable commercial lending portfolio.

Two years later, however, GM approached him about opening a new automobile dealership in Yorkton, Saskatchewan, and, along with Scotiabank, offered to lend him the required capital. Accepting the offer, Bill began his first business as a “start-up” the following year, beginning with ten employees.

Over the next decade, McBean grew the Yorkton business, which became one of the most profitable GM dealerships in the region.

Following his success in Canada, McBean was presented with an even greater opportunity in the United States. With his friend Bill Sterett, he purchased an underperforming automotive dealership in Corpus Christi, Texas, in 1992.

Applying his business expertise, McBean turned the company around, increased sales revenue fivefold, and raised the employee count from 70 to almost 300; he also rearranged the local marketplace by acquiring a large portion of the market share from his competitors and by buying weakened competitors over a period of 11 years. During that period, the manufacturers he represented continually awarded him and his company honors for sales, service, customer retention, and financial excellence. Because of his company’s financial success and industry reputation, it attracted the interest of several major public companies and in 2003 was purchased by AutoNation, the world’s largest automotive retailer.

Thanks to the book publisher for sending me an advance copy of the book.

Comments

Popular posts from this blog

How To Become Your Best-Self Leader Everyday

“By focusing in specific ways on five key leadership elements— Purpose, Process, People, Presence, and Peace —you can increase your time, capacity, energy, and ultimately your leadership impact,” explains Amy Jen Su , author of the book, The Leader You Want To Be: Five Essential Principles for Bringing Out Your Best Self—Every Day . Su shares both Western management thinking and Eastern philosophy to provide a holistic yet hands-on approach to becoming a more effective leader with less stress and more equanimity. She draws on rich and instructive stories of clients, leaders, artists, and athletes. And, she focuses on three foundational tenets: s elf-care, self-awareness, and personal agency . Most important, Su explores in depth, chapter-by-chapter the Five Ps : Purpose – Staying grounded in your passions and contributions, doing your highest and best work that has meaning and is making a difference. Process – Relying on daily practices and routines that honor your natural energy rhyt...

The Five Critical Roles You Need To Build A Winning Team

The book, Team Players , by leadership expert and New York Times bestselling author, Mark Murphy , explains why a team needs more than strong leaders—it needs the right mix of five roles and talents to succeed.   In addition, Murphy reveals that the secret to extraordinary teams isn’t making everyone the same—it’s embracing and leveraging fundamental differences through those five distinct team roles. No amount of teambuilding, trust, or cohesion can overcome having the wrong mix of people in the room.   The five essential roles and talents are :   The Director assumes a leadership role within the team, guiding its direction and making important, difficult, and even unpopular decisions.   The Achiever immerses themselves in the details of accomplishing tasks and getting things done, with a keen eye for delivering error-free work.   The Stabilizer keeps the team on track with meticulous planning, processes and procedures, clear timelines, and organization. ...

Daily Intentions For Leaders

Everyone can benefit from the book, Dear Friend , which features bite-sized, daily notes for contemplation, inspiration, connection, and clarity. Busy and stressed business leaders can particularly benefit from the 365 profound, heartfelt reflections from author Michelle Maros , founder of Peaceful Mind Peaceful Life and cohost of the podcast, Life Happens with Barb and Michelle .   Dear Friend invites readers to go deep and use the notes as a daily practice that compounds over time, nurturing strength, resilience, and clarity.   In just a few minutes each day, this book will offer you a daily reprieve when you feel burned out, beaten down, or overwhelmed by the strains and stresses of modern life.   The heart of Dear Friend began in the quiet mornings Michelle shared with her mom, Barb. Every day, they would sit together, reading affirmations or passages from Barb’s beloved books. These small rituals—simple but powerful—set the tone for each day, grounding them in g...

Seven Ways To Stay Motivated

To learn how to stay motivated, read High-Profit Prospecting , by Mark Hunter . It's a powerful read that includes counter intuitive advice and cutting-edge best practices for sales prospecting in today's business world. Today, I share one of my favorite sections of the book where Hunter describes his seven things motivated people do to stay motivated : Motivated people ignore voices in their lives . These might be people in the office and friends who have bad attitudes. They're out there, and if you're not careful, they'll control you, too. Motivated people associate with highly motivated people . Just as there are negative people in the world, there are also positive people. Your job is to make sure you spend as much time with the positive people as possible.  Motivated people simply look for the positive in things . Positive people count it an honor to live each day, learn from others, and impact positively those they meet. Positive people take great satisfaction...

Effective Listening: Do's And Don'ts

Here are some great tips from Michelle Tillis Lederman's book, The 11 Laws of Likability .  They are all about: what to do and what not to do to be a leader who's an effective listener : Do : Maintain eye contact Limit your talking Focus on the speaker Ask questions Manage your emotions Listen with your eyes and ears Listen for ideas and opportunities Remain open to the conversation Confirm understanding, paraphrase Give nonverbal messages that you are listening (nod, smile) Ignore distractions Don't : Interrupt Show signs of impatience Judge or argue mentally Multitask during a conversation Project your ideas Think about what to say next Have expectations or preconceived ideas Become defensive or assume you are being attacked Use condescending, aggressive, or closed body language Listen with biases or closed to new ideas Jump to conclusions or finish someone's sentences

How To Maximize Employee Involvement

Here are 10 tips for how to maximize employee involvement : Have active ways to listen to your employees. Check often with employees to see if the information you are sharing with them is what they need and what they want. Share information about customer satisfaction with employees. Discuss financial performance with your employees and be sure everyone understands the importance of profitability and how they can contribute to profitability. Allow ad hoc teams among employees to form to address organizational problems and work with those teams to tackle the identified issues. Encourage employees to make suggestions for improvement whether those ideas are large or small. Take an idea from one employee and share it with other employees and teams and let everyone make a contribution to build upon that idea. Train! For long-term employees, find ways to keep their jobs interesting through new assignments and challenges. Conduct meetings around specific issues and brai...

Six Leadership Actions To Leverage Employees' Differences To Strengthen Teams

The new book, All The Difference: Six Leadership Actions To Bridge Perspectives, Strengthen Teams, and Create Value , teaches how leaders can turn their team's individual differences into deeper trust, greater creativity, and winning results.   “The greatest risk of unmanaged difference isn’t conflict: it lies in the ideas, insights, and opportunities that may never surface,” explain the book’s authors, Susan MacKenty Brady , Stuart D. Kliman , and Lt. Gen. (Ret.) Leslie C. Smith .   They suggest that you look around your team to fully see people with different communication styles, perspectives, cultural norms, and capabilities. These differences are expressed in all kinds of ways, such as casual gestures in a meeting, a colleague's opinion on a current event, or an intense work style.   Often, those differences can lead to friction, even conflict. You may try to manage around them. But, for you and your organization to fully leverage the strengths of your team’s diffe...

Four Ways To Put People First In Your Company

According to a survey as reported in John Baldoni’s book, Lead with Purpose , more than 80 percent of those surveyed say that leaders can best demonstrate that they truly do put people first by : Delivering intrinsic awards (comp time, bonuses, etc.)  Offering developmental opportunities  Providing timely recognition  Promoting from within

Creating A People-First Culture In Your Workplace

If you want to create a heart culture and a people-first culture at your workplace, read the book,  Advisory Leadership , by  Greg Friedman .   Although the book is authored by an award-winning financial advisor and primarily written for professionals in the financial services industry, this book is a must read for any leader who wants to create a nurturing  heart culture  that hinges on the human-centric values the next generation of employees hold in high regard. And, what exactly is  heart culture ? Friedman says, "At its core, heart culture symbolizes how a company values more than just an employee's output. It's not about the work, but rather, the  people  who do the work." He further explains that leaders can no longer afford to ignore the shift toward a people-first culture and its direct influence on a healthy, effective work environment. Friedman teaches that there are  seven steps , based on human virtues we all stri...

Critical Questions To Ask New Hires

In  Paul Falcone ’s book,  75 Ways For Managers To Hire, Develop And Keep Great Employees , he recommends asking new employees the following questions 30, 60 and 90 days after they were hired:   30-Day One-on-One Follow-Up Questions Why do you think we selected you as an employee? What do you like about the job and the organization so far? What’s been going well? What are the highlights of your experiences so far? Why? Tell me what you don’t understand about your job and about our organization now that you’ve had a month to roll up your sleeves and get your hands dirty. Have you faced any unforeseen surprises since joining us that you weren’t expecting?   60-Day One-on-One Follow-Up Questions Do you have enough, too much or too little time to do your work? Do you have access to the appropriate tools and resources? Do you feel you have been sufficiently trained in all aspects of your job to perform at a high level? How do you see your job relating to the organization’...