Growing Your Organisation
6th July 2010 – AFC Bournemouth
Growth, what growth?
“You could really uncomplicate your sales &
marketing approaches by remembering
that there are three, and only three, ways a
business can increase sales revenue:
 Get existing customers to buy more and/or more
often
 Get new customers to buy
 Put your prices up”
From Steve Mills’ Blog
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Ansoff Adapted
New
B
D
Market development strategy
Business Transformation Strategy
Market existing products to new
clients
Market new products and
services to new clients
Clients
?
A
C
Product Development/
brand extension strategy
Client Retention Strategy
Existing
Sell more to existing and exclients at same or higher
prices
Provide new products/services
to existing clients
Existing
New
Products & Services
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Does Business
Growth = More
people in the
business?
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Not necessarily ...
Capitalise on:
• Product/Service
uniqueness
• Perceived value
• Reputation
to grow sales revenue
through higher prices
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A bit closer to home ....
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Assuming that
growth = bigger
‘operation’ .....
Growing the
organisation
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1. What can you outsource?
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2. Franchise
Is it just for the ‘big
boys’?
Even McDonald’s
started as a single
restaurant in 1940,
opened in San
Bernardino by Richard
& Maurice McDonald.
In 2008 it was a
$23bn global business
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Just to show that you can franchise
almost anything!
The
Original
The interloper?
Naked
Cowboy
Denver @
$5000 pa
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And has he heard of Ansoff??!
Advertising space
Personal
Appearances:
• Concert
Weddings @ $499
• Private parties &
events
• Video
Licensing the
brand
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Changes the whole nature of the business!
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3. Core Team Plus Associates
Keeps costs variable
Access to ‘expensive’ skilled
people who like to be selfemployed
Business looks ‘big’ to potential
clients
Issues of:
• Contract
• Trust
• Control
• Availability
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4. Hybrid Franchise/Core Team
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5. Merger and acquisition
Cultural and personal ‘Fit’
Staffing issues – ICE Regulation, Pay & Benefits;
TUPE
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6. Employ the team
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Selection – getting the right people
1. Focus on the future - know
what it is you want for now
and 5 years’ time
2. Technical skill is important,
but focus on Fit – with you,
team, values
3. Dig deep – take nothing at
face value
4. Take your time – the cost of
the wrong appointment is
big!
5. Make a plan to absorb the
new hire
6. Get expert help
7. Get feedback - use your
network
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Contracts
Whatever the
employment
model it’s
essential to get
the contract right
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Did the FA
get his
contract
right?
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Getting the contract
terms right
2007: Derivatives Trader given bonus of £150,000 under a discretionary
bonus scheme. He wasn’t happy in that others got a lot more.
March 08: Contract changed. Salary increase plus “You will also receive a
bonus of 12% of income generated in 2008 , provided you reach the
revenue threshold of €555,000. However, the bank retains the right to
review or remove this formula-linked bonus arrangement at any time”
July 08: Redeployed to similar role in another part of Bank.
Jan 2009: Trader made redundant. Was he entitled to a bonus for 2008 or
could the Bank ‘remove’ it?
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Clarity about what
is contractual and
what isn’t
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Induction
Onboarding
1. Start Early – it starts with hiring
2. Knowledge & skills important but
introduce them to the right network
and get them to build the right
relationships early on
3. Get them working on something real
- get them in working mode rather
than a training or student mode
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Employment Rights
Contract
Statute &
Regulations
Common Law
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Discrimination, Harassment,
Victimisation
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@JohnatD3
http://uk.linkedin.com/in/johnatd3
07834 895125
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