measure


Is Holding Three Months’ Worth of Overheads enough to Mitigate the Small Business from Risk?

Finance is one aspect of running a coaching business. In today’s guest post finance expert Hayley Chiba shares some of her expertise of working with small business and entrepreneurs.

Is Holding Three Months’ Worth of Overheads enough to Mitigate the Small Business from Risk?

By Hayley Chiba

"Is Holding Three Months’ Worth of Overheads enough to Mitigate the Small Business from Risk?" by Hayley Chiba

Business coaches and consultants often advise a small business, to always aim to hold 3 months’ worth of their overhead costs. This is to mitigate the risk of some down turn in the business.

In fact, this could apply to any unforeseen event occurring, where this meant the business were unable to generate sufficient sales to cover their fixed costs.

As a business coach, overall this is a good metric to have, but I was recently asked this question by a business owner. He still didn’t feel assured and satisfied that he had risk covered. If a business coach is to provide a valuable metric to his business owner client maybe a fuller dialogue is needed. As we know, better discussions with our clients can often lead to longevity and trust from your clients, as it gives you the opportunity to demonstrate your deeper value to your clients.

The problem is, that using an arbitrary figure like this, does not really relate directly to the specific level of risk that the business is facing.

Using this measure is fine if it relates to a business with low growth. Also, if it has a foreseeable pipeline of sales and a good insight into future potential environmental factors which may affect the business.

Just concentrating on holding a reserve only buys time, actually 3 months in this case.  You need to consider, if there were an unforeseen event, how would that impact on the business financially?  An unforeseen event may be the loss of a major customer, change in law or perhaps the loss of a key employee. Having considered this, how long would the business need, to put in place an alternative plan? Furthermore, how long would it take for “business as usual” to resume?  This then leads us to think that we may need a much longer period of time, perhaps more like 6 months. As well as thinking about the amount of time the business needs to recover, we also want to consider if the business owner is actually looking to change something about the business.

Specifically, if they are thinking about undertaking a significant investment to grow the business. In this case the potential risk will rise as the return from the investment into growth activity is still to be proven.  Spending out on more investment for growth will, in the short term, lower the profit margins and available cash. This can feel daunting especially when the business owner realises their current healthy profit margin is going to be eroded and in fact with it, any cash reserves they have built up.

So, I always recommend that in this case, further projections should be made. This will give the business owner the peace of mind that eventually, he is going to see the results he is anticipating. More importantly though, having some sort of forecast of what he expects to happen and measuring against this, every month, will flag quickly to him, where the plans are not playing out the way he was expecting. This will give him sufficient time to look at this, think of the actions he needs to take and make the necessary adjustments to his action plans to try to bring his results back on track.

The key report required to help give visibility on whether the new investment is viable is the Cash Flow Forecast.

I always suggest starting with the current situation and financial shape. Hence at this point it is crucial you understand your current position in terms of some key components.

  1. What is the current Sales Projection based on hard data? We can all dream, but sales forecasts should be based on some credible extrapolation of the past or last year’s actual data achieved.
  2. What are the current profit margins and specifically what is the gross profit margin? Gross profit margin being sales less direct costs.
  3. What are the overheads and what is the average run rate for the overheads? Overheads will naturally fluctuate due to the timing of supplier invoices. Marketing, administration, repairs and travel are good examples of this type of spend. They reflect areas where the timing of spend is discretionary and not fixed as a monthly fee. Breaking out spend where there is some flexibility on when to spend, gives a view of what overheads are absolutely fixed and have to be covered month on month.

So, armed with these 3 areas of information, you should be fine now to create a time based cash flow forecast. Not you of course, the bookkeeper or the business owner himself!

This forecast should be drawn up as a monthly forecast, (or even weekly depending on the nature of the investment spend). Plot it forward until the point when you expect the business to be seeing the benefit from the investment. This is often longer than you realise. The cash flow forecast should show the benefits materialising, which take the business to the next level. Ensure that the forecast covers this full time span. Many business owners stop short of this point. They only project across the time of when the spend is actually taking place. You need to see what happens to the business shape post the spend. You want to see if and when the business shape returns or even improves versus its original shape. This will often result in a forecast for at least 1 to 2 years out.

Having created the forecast, the most crucial action is to measure against this monthly. Failure to do this, may mean that the forecast is not delivered. You will need a flag to alert where and when the business   moves off-track. Ensure that there is a consistent and methodical tracking of the key components of this cash flow forecast.

Planning and then measuring, will help to confirm if the growth investment decision was the right decision. Where it is proving not to be, this early warning flag should give sufficient time to plan how to mitigate these costs by stopping the things that are not working and reinvesting in other areas.

Protecting the business pot of cash is as important as building that pot of cash, whether it relates to 3, 6 or 12 months’ worth of overheads. If you can advise him fully by including these additional necessary steps where appropriate, you will ensure that the business owners hard earned cash is not eroded.

That’s something I’m sure he will certainly thank you for!

About Hayley Chiba

Hayley Chiba

 

Hayley Chiba is a qualified Financial Controller working with small businesses. She runs her own business, Better Numbers Limited, which provides one to one Financial consulting to £1m + growing businesses in the Bristol, UK area.

She also provides Financial coaching to Entrepreneurs, Home Business Owners and Start-ups via her Ecourses. She dedicated to helping small businesses grow through increasing their personal and business financial awareness.

 

 

Connect with Hayley via:

Website: www.betternumbers.co.uk

Faceboook: www.facebook.com/Betternumbers/

Twitter: @betternumbers1

Linkedin; uk.linkedin.com/in/hayleychiba

 

 


Creating a Coaching Culture 1

In today’s guest post Ben Morton shares 6 tips about:

Creating a Coaching Culture

By Ben Morton"Creating a Coaching Culture" by Ben Morton

“45% of organisations plan to utilise Coaching to drive organisational performance in the next two years”

(Chartered Institute for Personnel and Development)

The prevalence of coaching in the workplace and the value that organisations place on it are both continuing to rise month by month and year on year.  The research from the CIPD and other institutes shows this growth as does our own experience at TwentyOne Leadership.  Over the last few months we’ve been asked numerous times how we go about helping to create and sustain a high performance, coaching culture.

There are lots of elements to consider, but here are our 6 top tips.

  1.  Make Great Coffee

You may walk into a beautifully designed coffee shop that has great service, lots of space and lovely places to sit, but if the coffee sucks then it’s unlikely that you’ll ever go back. Building a coaching culture is no different. At its heart lays the ability of your people to be great coaches and this has to be the starting point. This foundation must be solid or anything else that you do will have little impact and is unlikely to last.

 

  1.  Get Clear on Your Measures

This is about getting clear on the measures that already exist. It’s ultimately about getting clear on the higher purpose that you are working towards and using coaching to support. When your coaches operate from a position of clarity and understanding of the bigger picture they are able to focus their coaching on what matters most. This enables those being coached, the coaches and the organisation to see the impact it is having.

 

  1.  Do It and Shout About It

The Law of Diffusion of Innovation is key – you don’t need to convince everybody in the organisation of the value and benefit of coaching. By developing an initial group of fantastic coaches (your Innovators and Early Adopters) they are able to go out into the business and do great work coaching. When this is done well and you shout about the success you reach the critical tipping point where you have engaged the “Early Majority”. And then you’re off – you have the foundations of a Coaching Culture.

 

  1.  Waterfalls not Trickles

Building a Coaching Culture requires momentum and a plan for building that momentum. Whilst the Law of Diffusion of Innovation will help you, you can’t rely on it alone to transform the business. Once you’ve developed your initial group of coaches it’s time to grow the pool – this may be managers or it may be volunteer coaches from all levels and parts of the organisation. Whatever approach you take – speed is of the essence.

 

  1.  The Before and After

Coaching and training your coaches is about more than just what happens in the session or on the training courses. What happens before (Set-Up) and what happens after (Set-Down) is critical. Great coaches understand that they can be of even more service to those they are working with if they give just a little thought to what they do before and after each session.

The same is true of how coaches are trained, developed and supported in the long run. Ongoing training, coaching supervision and networks help build momentum, expertise and credibility.

 

  1.  Don’t Let It Be An Island

Don’t let coaching be another new initiative that sits separate to everything else in the business like an island in the ocean. For a Coaching Culture to really take root it must be entwined and linked to everything else that’s happening in the organisation (Click to Tweet). It needs to be aligned to the measures that matter. The language that is used needs to be consistent with that used elsewhere and coaching needs to be smoothly integrated with your performance management systems. If coaching is seen as just ‘another new initiative’ it won’t stick.

About Ben Morton

Ben is a Chartered Member of the CIPD with approaching two decades of experience in leadership, learning and management. His broad range of experience is gained from roles including Group Head of HR and Training for a global subsidiary of TUI Travel and more recently 2-years in the Global Training Academy at Tesco.

He began his career in the British and trained at the Royal Military Academy Sandhurst. Following two operational tours of Iraq, Ben retired his commission as a Captain leaving the Forces in 2006.

Ben specializes in two key areas. Helping individuals moving into their first leadership role or those whose careers have progressed rapidly, finding themselves leading large and often very experienced teams. Secondly, he works with clients to enable them to understand what is required to develop high performing, highly effective teams.

You can find out more about Ben’s work via his blog, Unlocking Team Potential, or via his LinkedIn profile.

Ben has just released his “Don’t Just Manage Coach” book which is for managers who really believe in developing their team members and coaching them to unlock their full potential.

 


How to measure if your business building efforts are working

In today’s guest post Michele Christensen shares some of her experience and knowledge to focus upon the subject of building a coaching business.

"How to measure if your business building efforts are working" - A guest post by Michele Christensen

How to measure if your business building efforts are working

by Michele Christensen

As the owner of a coaching business, you do a lot to build your business. There are many ways to bring in new clients and customers and new ways pop up all the time. It’s easy to fall into the trap of doing more and more, and to continue to add new business building tactics until it becomes too much to manage.

The key to building your business without overwhelm is to focus on what works best for you. What will work best depends on your talents and temperament as well as your target market. Some people have found huge success on Facebook, others speak on live stages. Blogging brings great results for some, one-on-one sales calls work well for others.

So how do you figure out what works best for you? The only answer is to measure your results. It helps to start with a sound idea that has a good chance of working in your situation, but the only way to know for sure how well something works is to measure the results.

Before you implement any new idea, it’s critical that you know why you are doing this new thing and what you hope to accomplish by doing it. For example, you might be using Pinterest with the goal of generating traffic to your website. The general goals would be to have more people visit your site in a given period such as a month after you begin using Pinterest, and you will also want to see specific numbers of people visiting your site from Pinterest.

At this point, it’s important to note that when measuring results you might set specific goals such as 100 unique visitors from Pinterest, or you might set general goals such as “get traffic from Pinterest.” You may also start with a general goal of “more traffic” and then try to improve it month over month and hit specific numbers. Both general goals of “more” and specific numeric goals work, and the key thing is that you have a goal.

Once you’ve set a goal for your new idea, figure out how you will gather the data you need to measure your results. If it’s a traffic goal, you might need to install traffic analyzing software such as Google Analytics. If it’s a certain number of clicks, you can use a link shortening service such as bit.ly to tell you exactly how many people clicked on a specific link. If it’s teleseminar signups, you’ll want to capture those so they can be counted. Once you know what you need to measure (traffic, clicks, signups, etc) it will be much easier to find the tool you need than if you are grasping at straws.

Next, begin tracking your results. Compare them over time as you make changes and see if you can improve. What happens if you do the same thing for 3 months? If you double your efforts, do you double your results? Is it worth the time you put in?

If you already measure your results, great! If not, get started today. Pick one thing you already do that you don’t track the outcomes for and start measuring. It’s the only way to know for sure what is working and the only way to make sure you are spending your time in the right place.

About Michele Christensen

Michele ChristensenMichele Christensen is a business coach and mentor for solopreneurs. She teaches people how to have a profitable, sustainable one-person business they can run from home without overwhelm or working 24/7. For more information and free resources, find her online at michelechristensen.com, or on the social sites.