Skip to main content

How To Sell Your Business For A Profit

Exit Rich, The 6 P Method To Sell Your Business For High Profit is the new book by Michelle Seiler Tucker and Sharon Lechter

Read this invaluable book if you are an entrepreneur or business owner preparing to sell your business. 

Read this book even if you don’t plan to sell your business but want to learn how to operate at peak performance. 

You’ll find answers to your critical questions and issues, including: 

  • When and how do I plan my exit strategy?
  • What’s the best time to sell my business?
  • What are the key factors in valuating businesses?
  • How do I maximize the profits of my business?
  • How can I optimize my customer and client base?
  • How do I create an emotional connection between a buyer and my business?
  • What are the mistakes that sellers make, and how can I avoid them? 

Tucker and Lechter explain that buyers will pay top dollar for businesses that operate on the 6 Ps

  1. People – leadership, team, relationships
  2. Product - deliverable
  3. Process – business systems, communications, marketing
  4. Proprietary – mission, legal, business systems, deliverable
  5. Patrons – customers, clients
  6. Profits – available resources 

All six are essential components of any successful business. 

 

Michelle Seiler Tucker

Recently, Tucker answered the following questions: 

Question: Of the 6 essential components of a successful business, which one is typically the weakest going into a sale? 

Tucker: There is not a one-size-fits-all answer to this question as this is very situational. The component that is the weakest for a business going into a sale can be dependent upon many different factors, such as the condition of the overall economy, consumer demand, or the business itself. For example, a business that is dependent on its owner will have People as its weakest component. On the other hand, businesses in the hospitality industry that are currently looking to sell may have products as their weakest component due to the current pandemic. 

If I had to pick the most common, however, they would be People or Products. Many business owners do not have the right people working in their business and therefore end up working in their business instead of on their business, a huge mistake. They also do not have tenured management teams in place to run the business after the sale, leaving the buyer with a larger than desired responsibility. As for a business’s products, many companies make the mistake of staying in an industry that is dying. They fail to pivot with changing consumer demands. An example of this is Blockbuster. They saw how Netflix was disrupting the industry they were in and chose not to innovate to keep up with the times, leading to their inevitable bankruptcy. That is why it is important to AIM: Always Innovate and Market

Weak people or products then leads to weak profits. Weak profits are never the problem, they are always a symptom of not operating on the other five P’s. 

Question: Of the top ten mistakes business owners make when trying to sell their business, which one is the most common? 

Tucker: The most common mistake that business owners make is not planning their exit strategy from day one. I have always believed that all business owners and entrepreneurs should be thinking about an exit strategy from day one. However, my reasoning for this has changed slightly over the years. In 2013 when I wrote my first book, Sell Your Business for More Than It’s WorthI researched small businesses extensively and found that 85-95% of all startups will go out of business in the first one to five years. However, when I wrote, Exit Richin 2019 and did the same research, I found that the business landscape had changed dramatically. Now, only 30% of startups will fail within one to five years and a whopping 70% of businesses out of 27.6 million that have been in business for ten years or longer will fail. 

This is why business owners should be planning their exit from day one, so they do not become part of this startling statistic. When business owners do not think about their exit strategy until they have to, due to an internal or external catastrophe, business is normally trending down and will be worth much less in the eyes of a buyer. This is why it is so important to plan your exit strategy from day one utilizing my ST GPS Exit Model®. We take all of our clients through this GPS system. According to Steve Forbes, 8 out of 10 business will not sell. The more time a business owner takes to think about their exit strategy, the easier it will be to sell their company for their desired price tag. 



Question: How best does a seller cope with post-sale seller’s remorse? 

Tucker: The best way to cope with post-sale seller’s remorse is to plan your exit strategy from the beginning and to know what you are going to do after the sale of your business. You cannot go through with your exit strategy if you don’t understand where you are beginning. You also need to understand your WHY. Why are you looking to sell your company? Are you looking to retire? Do you have medical bills you need to pay for or are you looking to get out of debt? Are you looking to enter a different industry? Understanding your WHY is one of the biggest ways to avoid seller’s remorse altogether

Also, you need to be clear on your seller’s sanity check. Before you sell, and especially if you are retiring, you need to ask yourself how much money you need to live on and for how many years. You also need to ask yourself what you are most concerned with regarding the sale of your business. Are you most concerned about the profits on the sale of your company? Are you most concerned about ensuring the happiness of your employees or your clients? Or are you most concerned with the new owner continuing to grow your legacy and taking your company to the next level? 

Planning your exit strategy from day one and truly understanding your WHY will help you to avoid seller’s remorse altogether.  

Michelle Seiler Tucker is the Founder and CEO of Seiler Tucker Incorporated. She has sold hundreds of businesses to date and currently owns and operates several successful businesses. She has appeared in Forbes, Inc., CNBC, and Fox Business (starts at 8:35 minutes). She has also been a “celebrity judge” on “Pitch Tank” alongside Steve Forbes and Whole Foods CEO John Macke.

Thank you to the book's publisher for sending me an advance copy of the book.

Comments

Popular posts from this blog

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 counterintuitive 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...

29 People Who Taught Us Life Lessons In Courage, Integrity And Leadership

  The 29 profiles you will read in Robert L. Dilenschneider’s new book, Character , are about people who are exceptional exemplars of character. They’re inspirational because they used their abilities at their highest levels to work for causes they believed in. Because of character, they influenced the world for good.   The dictionary defines “character” as the mental and moral qualities distinctive to an individual, the distinctive nature of something, the quality of being individual in an interesting or unusual way, strength and originality in a person’s nature, and a person’s good reputation.   “But beyond these definitions, we know that character is manifested in leadership, innovation, resilience, change, courage, loyalty, breaking barriers, and more,” explains Robert (Bob), “Character drives the best traits in our society, such as honesty, integrity, leadership, and transparency, and it drives others to exhibit those qualities.”   Profiled in the book ar...

Important Questions To Ask Your 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 organi...

Looking Back: Best New Leadership Book Of 2016

Flashback to 2016... After reading nearly 30 new books about leadership this past year, my pick for  2016's best new leadership book  is,  Mastering the Challenges of Leading Change , by  H. James Dallas . Technically, the book came out in the fall of 2015, but gained its popularity and momentum in 2016, hence my selection as my 2016 pick. Virtually every business is undergoing change. And, one of the most difficult things for a leader to do is to successfully lead a change initiative. And, change is what most employees fear most. That's why, says Brown that on average nearly 75 percent of change initiatives fail. What's more... When the rate of external change exceeds the rate of internal change, the end is in sight. Fortunately, Brown has written what I consider to be one of the most straight-forward, practical and timely books on how to lead a transition through change effectively. H. James Dallas More specifically, Brown covers much more than tasks, timing and te...

Be A Visible Leader

If you are a manager in a small business or not so large department, it's probably easy for you to be visible to your employees and co-workers. If you manage a large business, department or  organization , you'll want to make a conscious effort to be visible. Don't spend your days behind closed doors or constantly in meetings. Walk around. Make conversation with your team members. It's important that you maintain  visibility  with your employees. That also means associating with employees at all levels. Don't limit your time for only your direct reports. The benefits for your employees are that they get to know you better and feel that you are more in tune with what's going on. The benefits to you are that you'll build a stronger rapport with your team, and you'll undoubtedly hear about good things and bad things through casual conversation that you would have missed if you had been less visible.

Full Engagement By Brian Tracy

Best-selling author Brian Tracy's book, Full Engagement , provides practical advice for how to inspire your employees to perform at their absolute best. He explains that above nearly every measure, employees' most powerful single motivator is the "desire to be happy." So, Tracy teaches you how to make your employees happy by: Organizing their work from the first step in the hiring process through the final step in their departure from your company so they are happy with you, their work, their coworkers, as well as in their interactions with your customers, suppliers and vendors. Full Engagement includes these chapters and topics: The Psychology of Motivation Ignite the Flame of Personal Performance Make People Feel Important Drive Out Fear Create That Winning Feeling Select The Right People Internal Versus External Motivation At a minimum, Tracy suggests that managers do the following when managing their employees : Smile Ask questions Listen ...

Leading Business Transformation That Lasts

David Shaner's compelling,  The Seven Arts of Change , shows business leaders that transforming a business only happens when each employee equates organizational change with the process of deep personal growth. "The bottom line is that, despite how technological and automated organizations have become, at their core they remain a collection of human energies that are merely being applied in an organized environment," explains Shaner.  "Resurrecting and guiding that human core of your organization is the secret to leading and sustaining change," he adds. Shaner pulls from his vast professional and personal experiences, including having been a member of the Olympic Valley USA Ski Team and a former Harvard University teacher, to lay out a seven-part "spiritual guide" for change: The Art of Preparation (Assessment) The Art of Compassion (Participation) The Art of Responsibility (Accountability) The Art of Relaxation (Clarity, Focus, Visibility)...

How To Create A Culture That Supports Workplace Wellness

In 2016, the Wellness Council of America named Lance Breger as one of the Top 50 Health Promotion Professionals in the U.S. . Today, Lance shares his recommendations for how a business leader can create a culture that supports workplace employee wellness . Lance Breger Question : What are two to three things a leader can do to create a culture of wellness at their workplace? Lance : Living   by example is the single very greatest thing a leader can do to create a culture of wellness. Be the change you want to see in the workplace. Even the small wellness efforts are noticed like bringing a water bottle to meetings, making good food choices, leaving the office on-time, unplugging on weekends, using a standing desk and taking the stairs.  Question : What else can a leader do to demonstrate he/she values wellness for their employees? Lance : A leader can name health and well-being as a core value of the company, department and even team. This can be posi...

Chick-fil-A Serves Up 11 Leaders On May 6

On May 6 , the quick-service chicken restaurant chain, Chick-fil-A will serve up more than chicken.  Because, that's the day when the chain's President and COO Dan Cathy brings together 10 influential leaders during a one-day leadership " Leadercast " available at hundreds of locations around the U.S. and overseas. "We desire to influence leaders at every level within an organziation. Whether you are leading a team of 2,000 or just yourself, the Chick-fil-A Leadercast is designed to help you use your voice to create positive change," explains the organization. I am a big fan of Chick-fil-A because of its customer service.  It is also known as a company that has built its success on core values and its focus on developing leaders .  I also like that employees respond with "my pleasure" instead of "no problem" when customers say "thank you." Chick-fil-A says leaders can express themselves with five voices (described below i...

Why Your Middle Managers Are So Important

The book,  Power To The Middle , shows how  managers  are the crucial link between a company’s ground floor and top brass. “Too often company leaders view middle managers in a negative light as expendable employees who can slow down productivity and overall strategy,” explain the book’s authors and McKinsey partners  Bill Schaninger ,  Bryan Hancock , and  Emily Field .  “However, new KcKinsey research reveals that this outdated perspective needs to change and that well-developed managers  are  the strategy that companies must prioritize to succeed today,” they add.  Most importantly, by the end of their book, the authors sum up their insights and provide a  playbook  that will help senior leaders let go of the command-and-control mindset that has hobbled their managers for so long.  The authors define middle managers as the people who are at least once removed from the front line and at least a layer below the senior lead...