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Archive: Month: January 2026
“Clean” your way to success
As a child growing up in the 50’s and 60’s, my favorite place for fun was Riverview Amusement Park at Belmont and Western in Chicago. The great genie welcomed you into the fun castle and the roller coaster (The “Fireball”) was the ultimate adventure. We kids loved going. The only problem was we only went to Riverview twice in the three years we lived in Chicago. After the second time, Mom refused to go back. When asked why, she replied, “Because it is filthy”. As kids, we were able to look past the filth and find the fun. Adults weren’t so gracious, and the park was torn down in 1967 after 63 years of operation. By that time, Disney and Six Flags Park had taken over. It was a new era and the word “clean” was a big deal. The parks were absolutely immaculate. Even though the majority of Americans smoked cigarettes, you wouldn’t find a cigarette butt on the ground. To this day, families enjoy these parks, and the cleanliness leaves each guest with a good feeling.
Think about the psychology of the word “clean”. If you stay at a dirty hotel, you won’t be back. If you ride in a dirty limo, you probably will find another service. If you need to place your parents in a nursing home, you first look for cleanliness. We can think about any service or product we buy, and we will remember how clean and organized the store or office was.
“Clean” is also a source of energy. If you grab your coffee in the morning and walk into a cluttered office, that affects your mental energy. If you walk into an immaculate office with your most important task setting cleanly on your desk, you are off to the races! Just think about how our state of mind and profitability can be helped by applying the word “clean”
Clean your way to success!
Succession planning for peace of mind
Several years ago, I was meeting with the owner and founder of a mid-size manufacturing company that employed around 200 people. We will call him Jim. He wanted to know if I could help him work with his people to prepare for the eventual sale of his company. Jim was in his late 60’s and ready to sell his company. When I asked him what his biggest concern was, he said, “Seeing one of my loyal employees on the street after I have sold the company – especially if I knew things weren’t going well with the new owners.”
Since this conversation, I have heard many retired owners say the same thing. What can we do to help ensure that the leaders who follow us are able to build a working environment just as good as we did, or even better?
Step #1: Start early: A good rule of thumb is at least five years from the handoff.
Step #2: Get the right people in key positions: Look at the key positions and make sure we have the “right people on the bus”. Our leaders must be proud of their work and the special qualities they bring to the company, and this enthusiasm must show. There also must be a way of measuring their progress. If someone is not the strong leader you are looking for find another place for them. Don’t waste precious time with someone you know isn’t going to work out.
Step #3: Strengthen communication and teamwork skills: Hire a performance coach to work with your team so that all departments develop the ability to work together seamlessly.
Step #4: (Two years out) Hire a succession consultant: There is a process involved in selling your company that needs to be followed You can figure about two years to allow proper time for each step. You will have a timeline.
Most owners procrastinate and don’t do these 4 things well. Don’t be one of them! Have a happy sale!
As a child growing up in the 50’s and 60’s, my favorite place for fun was Riverview Amusement Park at Belmont and Western in Chicago. The great genie welcomed you into the fun castle and the roller coaster (The “Fireball”) was the ultimate adventure. We kids loved going. The only problem was we only went to Riverview twice in the three years we lived in Chicago. After the second time, Mom refused to go back. When asked why, she replied, “Because it is filthy”. As kids, we were able to look past the filth and find the fun. Adults weren’t so gracious, and the park was torn down in 1967 after 63 years of operation. By that time, Disney and Six Flags Park had taken over. It was a new era and the word “clean” was a big deal. The parks were absolutely immaculate. Even though the majority of Americans smoked cigarettes, you wouldn’t find a cigarette butt on the ground. To this day, families enjoy these parks, and the cleanliness leaves each guest with a good feeling.
Think about the psychology of the word “clean”. If you stay at a dirty hotel, you won’t be back. If you ride in a dirty limo, you probably will find another service. If you need to place your parents in a nursing home, you first look for cleanliness. We can think about any service or product we buy, and we will remember how clean and organized the store or office was.
“Clean” is also a source of energy. If you grab your coffee in the morning and walk into a cluttered office, that affects your mental energy. If you walk into an immaculate office with your most important task setting cleanly on your desk, you are off to the races! Just think about how our state of mind and profitability can be helped by applying the word “clean”
Clean your way to success!
Several years ago, I was meeting with the owner and founder of a mid-size manufacturing company that employed around 200 people. We will call him Jim. He wanted to know if I could help him work with his people to prepare for the eventual sale of his company. Jim was in his late 60’s and ready to sell his company. When I asked him what his biggest concern was, he said, “Seeing one of my loyal employees on the street after I have sold the company – especially if I knew things weren’t going well with the new owners.”
Since this conversation, I have heard many retired owners say the same thing. What can we do to help ensure that the leaders who follow us are able to build a working environment just as good as we did, or even better?
Step #1: Start early: A good rule of thumb is at least five years from the handoff.
Step #2: Get the right people in key positions: Look at the key positions and make sure we have the “right people on the bus”. Our leaders must be proud of their work and the special qualities they bring to the company, and this enthusiasm must show. There also must be a way of measuring their progress. If someone is not the strong leader you are looking for find another place for them. Don’t waste precious time with someone you know isn’t going to work out.
Step #3: Strengthen communication and teamwork skills: Hire a performance coach to work with your team so that all departments develop the ability to work together seamlessly.
Step #4: (Two years out) Hire a succession consultant: There is a process involved in selling your company that needs to be followed You can figure about two years to allow proper time for each step. You will have a timeline.
Most owners procrastinate and don’t do these 4 things well. Don’t be one of them! Have a happy sale!