Disruptive Successor Podcast

Grant and Erin Stahla are the inspiring husband-and-wife co-founders of Stahla Services, a premium restroom and shower trailer rental company. Starting with a single trailer after college, they have disrupted a traditional industry by providing hospitality-level service and a product often described as a "hotel bathroom on wheels." Guided by their values and a passion for entrepreneurship, they've grown their family-run business across multiple states. The Stahlas are also the creators of Stahla Leads, an innovative online marketplace designed to help other vendors in the sanitation space grow their businesses by connecting them with qualified customers.SHOW SUMMARYIn this episode, host Jonathan Goldhill chats with Grant and Erin Stahla about their incredible journey of transforming the portable sanitation industry. Grant shares the origin story of starting the business right out of college and how he and Erin joined forces to scale it with a commitment to quality and service. We explore how they innovated a commodity product into a premium experience, the systems they've used to scale effectively, and the genesis of their second company, Stahla Leads. Grant and Erin also offer an open and honest look at the dynamics of running a business as a married couple and how their faith serves as the foundational core for their leadership, culture, and life balance.KEY TAKEAWAYSInnovating a Commodity: The Stahlas elevated the standard porta-potty into a premium experience with amenities like flushing toilets, running hot water, A/C, heating, and Bluetooth sound systems, effectively creating a new market category.Values-Driven Leadership: Their faith is the "core of everything." They strive to run their business "like Jesus would," which informs everything from their company culture and customer service to maintaining perspective and life balance.The Dynamics of a Couple in Business: Erin shares that success as a married couple in business requires acknowledging the ups and downs, communicating openly, and finding a flexible balance that works for them, rather than enforcing rigid rules.From Internal Problem to New Venture: After spending over a million dollars on Google Ads and finding most leads were outside their service area, they created Stahla Leads—a marketplace to sell those leads to other vendors, turning a marketing challenge into a new revenue stream.Building to Sell, But Inspired to Hold: While they use the "build to sell" framework to ensure the business is systemized and valuable, their true inspiration comes from legacy companies like Chick-fil-A, focusing on long-term growth and value creation over decades.Scaling with Intention: The Stahla have intentionally scaled using systems like the Entrepreneurial Operating System (EOS), software like HubSpot and Smartsheets, and a commitment to embedding their core values across all locations to maintain quality and culture.QUOTES"We really want to be that rising tide that lifts all ships within our industry.""We want to do this business like Jesus would. So we want to own it like Jesus would and just manage like Jesus would.""Anything that you do, there's going to be some low moments and some hard things that you're gonna have to talk through, whether that's like purely a coworker or a coworker who happens to be your spouse.""If we're gonna have a business, we wanna do it right and we wanna keep building it.""Such a basic thing. But also it, it's so different than the standard plastic porta-potty."Connect and learn more about Grant & Erin Stahla:Grant Stahla's LinkedIn: https://www.linkedin.com/in/grant-stahla/Erin Stahla's LinkedIn: https://www.linkedin.com/in/erinstahla/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Marshall Rabil is the third-generation President and CEO of Hubbard Peanut Company, the country's oldest specialty peanut brand, famously known as "Hubs." Founded by his grandparents in 1954 in Sedley, Virginia, Hubs is a household name celebrated for its super extra-large Virginia peanuts. Before taking the helm, Marshall cultivated a global perspective, working in sustainable development and education in Japan and around the world. He later gained invaluable industry experience as a specialty food buyer at Whole Foods, inspired by the principles of Conscious Capitalism. In 2016, Marshall returned to his roots, bringing a vision to blend the company's rich tradition with modern innovation, community engagement, and long-term growth.SHOW SUMMARYIn this episode, host Jonathan Goldhill sits down with Marshall Rabil to explore the journey of leading a 70-year-old family legacy into the future. Marshall shares how his experiences abroad, from Japanese villages to international development projects, shaped his desire to use the family business as a catalyst for positive change in his own rural Virginia community. We dive into the nuts and bolts of this transformation, from turning an old grocery store into a vibrant community hub to competing against private equity-backed giants. Marshall offers a candid look at the delicate balancing act of honoring his grandparents' legacy while implementing new technology, marketing strategies, and, most importantly, navigating the complex dynamics of family ownership and succession.KEY TAKEAWAYSBusiness as a Community Catalyst: Marshall is using the business as a force for good, transforming an old grocery store into "The Hubs Vine," a community event space, and forging deep partnerships with the local food bank through initiatives like the "Homegrown Harvest" festival.The Value of Outside Experience: The Rabil family mantra was to "go and work for someone else first." Marshall’s time in international education and at Whole Foods provided him with a unique perspective that has been crucial for innovating within the family business.Navigating the Private Equity Wave: Instead of selling to private equity firms that are acquiring competitors, the Rabil family chose to reinvest in their business. Hubs differentiates itself by focusing on its premium quality, its authentic story, and strategic partnerships with brands like Orvis.The Toughest Challenge is Family Alignment: Marshall reveals that the most critical and time-consuming challenge isn't operations or scaling, but getting the multi-generational family owners aligned on corporate governance, especially the buy-sell agreement.Modernizing a Legacy Brand: Marshall is spearheading the adoption of new technologies, from a sophisticated Shopify Plus website and data analytics tools to exploring automation on the production line, ensuring the brand remains relevant.Patience in a Legacy Business: Leading a 70-year-old company requires patience. Marshall emphasizes the need to take a step back, understand different family perspectives, and accept that meaningful change takes time.QUOTES"I was really starting to think how can business, um, be a catalyst for change in our community?""I was always encouraged to go out and do something before you want to come back here. So that was always kind of our family mantra was, you need to go and work for someone else first.""I think our value has multiplied because of some of those efforts. But it required a lot of work.""Of the seven things that you mentioned, that [family alignment on corporate governance] is the one that is taking the most time and attention... because you have to get the family on board.""I have to remind myself too, you know, take a step back. You'll get there. I like things to happen a little quicker than they do sometimes."Connect and learn more about Marshall Rabil and Hubbard Peanut Company:LinkedIn: https://www.linkedin.com/in/marshall-rabil-83a24a15/Company LinkedIn: https://www.linkedin.com/company/hubbard-peanut-company-inc/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Ronald Stein is a professional engineer, energy literacy advocate, and the Pulitzer Prize-nominated co-author of Clean Energy Exploitations. With decades of experience designing and building refineries for major corporations like Bechtel and Fluor, Ron possesses a deep, nuanced understanding of the energy sector. Thirty years ago, he and his wife, June, founded PTS Advance, a staffing and workforce solutions firm specializing in complex industries like energy and life sciences. After successfully growing the company, they transitioned ownership to their two sons 15 years ago. Now, Ron dedicates his time to educating policymakers, business leaders, and the public, serving as a columnist for America Out Loud News and an advisor to the Heartland Institute on energy policy.SHOW SUMMARYIn this eye-opening episode of the Disruptive Successor Podcast, host Jonathan Goldhill sits down with Ronald Stein to challenge everything you think you know about energy. Ron explains the dangerous lack of "energy literacy" plaguing our leaders and policies. He draws a critical distinction: renewables like wind and solar only generate electricity, whereas fossil fuels are the foundation for the petrochemicals that create over 6,000 essential products, from iPhones and medical devices to the very components of EVs and solar panels. The conversation delves into the successful generational transition of Ron's family business, PTS Advance, and unpacks the severe economic and national security risks of misguided energy policies, revealing the hidden truths behind the global push for a "green" transition.KEY TAKEAWAYS Energy vs. Electricity: A Critical Misunderstanding: Ron clarifies that "energy" and "electricity" are not interchangeable. Wind and solar generate electricity, but they cannot create the physical products derived from the petrochemicals in fossil fuels that our modern world is built on.Everything is Made from Oil: Our materialistic society, including "green" technologies like EVs, wind turbines, and solar panels, is fundamentally dependent on the 6,000+ products derived from oil. Getting rid of oil means getting rid of the building blocks of modern life.A Family Business Success Story: Ron shares how he and his wife built PTS Advance from the ground up, successfully transitioned it to their sons, and strategically hired a non-family CEO, leading to massive growth and an eventual acquisition.The Perils of Poor Policy: California's push to eliminate in-state oil production has ironically made the state over 70% dependent on foreign oil imports, creating a significant national security risk and driving up costs for consumers.The Hidden Costs of EVs: Transitioning to electric vehicles eliminates the gas tax revenue that maintains roads, while the heavier weight of EVs causes more road damage, creating a future funding crisis.The Unethical Side of "Clean" Energy: Ron argues that mandating EVs financially incentivizes the exploitation of labor (including child labor) and environmental degradation in countries like China and in Africa, where the raw materials for batteries are mined.The Nuclear Resurgence: As a reliable, emissions-free, and continuous power source, nuclear energy is gaining worldwide momentum as a practical solution for our electricity needs, requiring far less land and materials than wind and solar.QUOTES "Wind and solar only generates electricity. They make no powers, no insulation, no asphalt, et cetera, et cetera. Whereas oil, all the products we have today didn't exist 200 years ago.""If you get rid of oil, you get rid of electricity, you get rid of EVs. The EV is a hundred percent made with oil.""Instead of being 5% dependent on foreign imports for crude oil, we're now more than 70% dependent... And that is a national security risk for America.""My passion is to stimulate conversations about energy literacy because most of our policy makers are misunderstanding the word energy.""I think it's unethical and immoral to provide those financial incentives for those countries to continue to [exploit people and the environment].""There's a worldwide movement toward nuclear 'cause we want affordable, reliable, continuous electricity, also emissions free electricity and nuclear is providing that."Connect and learn more about Ronald Stein and his work:LinkedIn: https://www.linkedin.com/in/ronaldstein/Email: ronald.stein@energyliteracy.netBook: Clean Energy Exploitations on AmazonCompany: PTS Advance: https://www.linkedin.com/company/pts-advance/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Jeff Ustin is the Vice President of Western Bagel, the first bagel shop in Los Angeles. He helps carry on his great-grandfather’s 75-year legacy while leading the brand’s national and international expansion. Under his leadership, Western Bagel has become a West Coast staple, blending New York tradition with LA innovation. Carrying on a rich 75-year legacy, Jeff is the great-grandson of David Ustin, a union bagel baker from New York City who founded Western Bagel in 1947. Jeff grew up immersed in the business, learning every aspect from sweeping floors at 3 AM with his father, Steve, to managing retail stores. Under his leadership, Western Bagel continues to blend New York tradition with LA innovation, expanding its reach nationally and internationally while preserving its strong family values and commitment to employeeSHOW SUMMARYIn this episode of the Disruptive Successor Podcast, host Jonathan Goldhill talks with Jeff Ustin, Vice President of Western Bagel. Jeff shares the fascinating history of his family's 75-year-old bagel business, from its New York roots to becoming a West Coast staple. The conversation explores the unique challenges and triumphs of generational transitions, maintaining a strong company culture based on loyalty and respect, and the ongoing efforts to modernize and expand the brand in a competitive market. Jeff offers valuable insights into balancing tradition with innovation, adapting to consumer trends, and navigating market shifts like the COVID-19 pandemic, all while staying true to Western Bagel's core values.KEY TAKEAWAYSA Legacy Built on Hard Work and Family: Jeff highlights how Western Bagel's 75-year success is rooted in the tireless dedication of his great-grandfather and father, who instilled a strong work ethic and passion for the business from a young age.The Backbone of Employee Loyalty: The longevity and success of Western Bagel are largely attributed to their deep respect for employees, many of whom have been with the company for decades, fostered by an open-door policy and a family-like culture.Balancing Tradition with Innovation: Western Bagel masterfully combines its New York bagel heritage with an LA touch, creating a less dense bagel that appeals to the local market while continuously exploring new products and adapting to modern consumer preferences like high-protein options.Modernizing for the Next Generation: The company is actively investing in social media, hiring PR firms, and exploring new concepts to connect with younger customers and expand its brand presence, ensuring relevance in a constantly evolving market.Strategic Expansion in a Competitive Landscape: Jeff discusses the deliberate planning behind market expansion, emphasizing the need to "hit hard" when entering new areas and the constant evaluation of opportunities in wholesale, private label, and potential new factory locations.Lessons from Adversity: Navigating COVID-19: The pandemic, while challenging, pushed Western Bagel to adapt and grow, particularly in delivery services, leading to valuable operational improvements and a stronger, more resilient business.Sticking to Your Core and Giving Back: Jeff emphasizes the importance of focusing on what the company does best – making authentic bagels – and its unwavering commitment to community involvement and stewardship through charitable giving.QUOTES"You're only as good as your employees that you have. You need to be loyal to them. They're the backbone of your company.""If you don't change with the times, you're gonna fail.""You gotta know what you know and what you don't know... you gotta put that ego aside and, and trust people and learn.""We know we have the best bagel out there. We take pride in our bagel. We use the highest quality ingredient. I mean, it's a, it matters to us.""There's always something good that comes outta something horrific.""You gotta help those that need help... we believe that's our job as a, as a company, is to help those in need."Connect and learn more about Jeff Ustin and his company:Jeff Ustin's LinkedIn: https://www.linkedin.com/in/jeff-ustin-307a1710b/Western Bagel: https://westernbagel.com/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Adam Frederico grew up in Utah, surrounded by entrepreneurial family members, including his father, Russell Frederico, the founder of what is now Frederico Outdoor Living. A BYU graduate from the Marriott School, Adam spent 8 years in Chicago working in corporate America, startups, and consulting. He later pursued an MBA from The University of Chicago Booth School of Business. It was during this experience that Adam decided to buy the family business and grow within the green industry. Adam aims to expand upon the 40-year legacy his father started. The company has been named to Lawn and Landscape Magazine’s “Best Places to Work” list multiple times, had projects featured in the Utah Valley Parade of Homes, and has won four “Best Landscaping Awards.”SHOW SUMMARY In this episode of the Disruptive Successor Podcast, host Jonathan Goldhill talks with Adam Frederico, a next-generation leader who took over his family's landscape business, Frederico Outdoor Living. Adam shares his journey from corporate America to entrepreneurship, his experience implementing the Entrepreneurial Operating System (EOS), and the challenges and successes in transitioning and growing the family business. With insights on leadership, culture, and maintaining family harmony, this episode provides valuable lessons for anyone involved in a family business or considering a significant business transformation.KEY TAKEAWAYSTransitioning from Corporate to Family Business: Adam shares his personal journey from working in corporate America to taking over his family’s landscape business, Frederico Outdoor Living.Implementing EOS for Growth: Adam discusses how he successfully implemented the Entrepreneurial Operating System (EOS) to streamline operations, align his team, and drive business growth.Leadership and Family Harmony: Key insights into the challenges of leading a family business, maintaining family harmony, and creating a balanced leadership culture that fosters success.Overcoming Challenges in Business Succession: Adam highlights the unique obstacles of transitioning leadership in a family business, and how he navigated those challenges to ensure continuity and growth.Lessons for Next-Gen Leaders: Valuable advice for the next generation of leaders in family businesses, emphasizing the importance of leadership, culture, and strategic vision.Creating a Strong Company Culture: Adam explains how fostering a positive company culture has been instrumental in driving both employee satisfaction and business success.Advice for Family Business Owners: Practical lessons on how to sustain and grow a family business while preserving the legacy of previous generations.QUOTES"Entrepreneurship for me was taking something that was existing and making it better.""What differentiates a company is the process... It's how we deliver that client experience.""People don't care how much you know until they know how much you care.""It's not just about catching a vision and talking about growth, it needs to be a co-created vision.""When those [one-on-ones] are consistent and really thoughtful, we are doing very well because the team feels aligned.""The green industry is a bit slow to adopt newer management practices... but it’s important to connect with employees on a personal level."Connect and learn more about Adam Frederico and his company:Adam's LinkedIn:https://www.linkedin.com/in/adamfrederico/Adam's Company: Frederico Outdoor Living: https://www.linkedin.com/company/frederico-outdoor-living/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Joe Olwig and Shaun Lee are the co-founders of 6 Levers – an organizational consulting firm known for their 6 Levers framework. They are also co-authors of  the best-selling book, "At the Heart of Work: Rethinking what it takes to build organizational health with the 6 Levers Framework."Prior to co-founding 6 Levers, Joe served as the VP of Organizational Solutions at Mission Matters Group. He holds dual master’s degrees in business administration and education leadership from Saint Louis University.Shaun previously served as COO of Haven for Hope, the largest homeless services campus in the U.S. He earned an MBA from the University of Texas, San Antonio.SHOW SUMMARY In this episode of the Disruptive Successor Show, host Jonathan Goldhill welcomes Joe Olwig and Shaun Lee, founders of 6 Levers, to discuss their innovative framework outlined in their book, "At the Heart of Work: Rethinking What It Takes to Build a Healthy Organization." The conversation delves into the six essential levers—Identity, Leadership, Focus, Rhythm, Cohesion, and Momentum—that form a comprehensive system for improving organizational health and performance. Highlighting case studies and practical steps, this episode offers invaluable insights for leaders in family businesses, startups, and rapidly growing companies looking to create more engaged, resilient, and profitable organizations.KEY TAKEAWAYSSix Essential Levers for Organizational Health: Joe Olwig and Shaun Lee discuss their framework from the book At the Heart of Work, which focuses on six key levers:IdentityLeadershipFocusRhythmCohesionMomentumComprehensive System for Improvement: These six levers form a holistic approach to enhancing organizational health and performance, providing leaders with a structured way to address key challenges.Practical Insights for Leaders: The episode includes practical steps and case studies to demonstrate how these levers can be applied to improve engagement, resilience, and profitability in organizations.Target Audience: The framework is especially valuable for leaders in family businesses, startups, and rapidly growing companies aiming to create a more engaged and successful workplace.Focus on Organizational Health: The conversation emphasizes the importance of building a healthy organization, not just focusing on profits, but also fostering an environment where employees are motivated and cohesive.QUOTES"They just felt like they had a framework for growth for the first time. A framework to consider different strategic opportunities as a team, whereas that might have sat with just the CEO for a while.""Anyone can pick up this recipe, but you don’t have to start from the beginning... you can pick up any particular lever and start working with that and then add another lever.""There’s really three core ways... first is focusing with the senior leadership team, we have a six-month journey we call leading together... to help them become a cohesive, high-performing leadership team.""Leading with Intention is designed for individual leaders who want to work on sharpening and improving their relational side of leadership... how to show up more like a coach, lead with more vulnerability, and develop more self-awareness."Connect and learn more about Joe Olwig and Shaun Lee.Joe Olwig’s LinkedIn: https://www.linkedin.com/in/joe-olwig-757755139/Shaun Lee’s LinkedIn: https://www.linkedin.com/in/shaun-lee-1122a131/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at  www.DisruptiveSuccessor.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Andrew Morris, the founder of Sam’s Caribbean Marketplace, a business that has become a cultural landmark since its humble beginnings in 1993. Andrew’s journey is a true testament to perseverance, innovation, and the power of dreaming big.In 1979, Andrew arrived in New York from Jamaica with just $50 and a vision for a better life. After building a career in publishing and earning an MBA from Columbia, he took a bold leap of faith—leaving a stable job to venture into an industry he knew nothing about. What started as a small family-run grocery store named in honor of his late father-in-law, has now grown into a thriving business that serves customers across 100 miles with same-day delivery of Caribbean groceries and meals powered by cutting-edge AI technology.From baking 70,000 patties a year in a $200 oven to revolutionizing delivery services, Andrew and his family have created something truly special. Tune in to hear his incredible story of entrepreneurship, community-building, and embracing the future while staying rooted in culture.SHOW SUMMARY In this episode of Disruptive Successor, host Jonathan Goldhill interviews Andrew Morris, the founder of Sam's Caribbean Marketplace. Andrew shares the inspiring story of how he emigrated from Jamaica to New York with just $50 and built a successful Caribbean food superstore and cultural landmark. He discusses the challenges and triumphs of running a family business, from overcoming initial skepticism to leveraging technology for growth. The conversation delves into the importance of community support, cultural preservation, and adapting to market changes. Andrew also touches on the significance of family involvement in the business and his vision for future growth through online sales and innovative delivery services. The episode provides valuable insights for entrepreneurs, especially those looking to build and sustain a legacy in the family business.KEY TAKEAWAYSEntrepreneurial Journey: Andrew Morris emigrated from Jamaica to New York with just $50 and built Sam's Caribbean Marketplace into a successful cultural and business landmark.Family Business Challenges & Triumphs: He shares lessons learned from navigating skepticism and growing a family-run business.Leveraging Technology: Andrew highlights how adopting technology has played a key role in scaling the business.Community & Cultural Impact: The importance of community support and preserving Caribbean culture has been central to the marketplace's success.Adapting to Market Changes: Andrew discusses how staying agile and adapting to evolving market demands has sustained the business over time.Future Growth Vision: He outlines plans to expand through online sales and innovative delivery services.Insights for Entrepreneurs: The episode offers practical advice for entrepreneurs aiming to build and sustain a family legacy in business.QUOTES"We couldn't have done it without wonderful employees... we've had some really good people and some terrific customers.""We’re really community-oriented... we just love our customers. We love our employees and we thank them all."We’ve been around for 31, going on 32 years... we’ve experienced setbacks along the way, but we’ve never looked back.""I probably could have done without the MBA, but it helped with the mindset."Connect and learn more about Andrew Morris.If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Ryan Chute is an award-winning creative strategist and the driving force behind Wizard of Ads. Specializing in helping small businesses transform into big brands, Ryan delivers divergent sales and marketing solutions that accelerate profitable growth without the typical friction. With a background in retail and automotive industries, Ryan has become a secret weapon for businesses aiming to punch above their weight and dominate their market. His unique approach focuses on reducing friction and creating value-driven customer experiences, making him a sought-after expert in strategic marketing.SHOW SUMMARY In this episode of Disruptive Successor, host Jonathan Goldhill is joined by Ryan Chute, an award-winning creative strategist and key figure behind Wizard of Ads. Known for his ability to aid small businesses in becoming dominant market players, Ryan discusses his unique approach to sales and marketing that focuses on reducing friction and emphasizing unique value propositions. He shares valuable insights from his challenging early experiences in high-friction industries like retail and automotive, and his pivotal educational journey at the Wizard Academy under Roy Williams. Ryan offers practical advice on brand messaging, curating inventory, and the importance of building strong customer relationships. The episode also touches on different business models and how small businesses can leverage their unique strengths to compete effectively. Whether you're a business owner or aspiring entrepreneur, this episode provides actionable strategies to help you differentiate and grow your business.KEY TAKEAWAYSValue Over Transaction: The true differentiator for businesses is the value they provide beyond basic services. It's essential to identify what makes your business unique.Empathy and Connection: Successful marketing isn't just about getting attention; it's about connecting emotionally with customers and building long-term relationships.Curated Offerings: Simplifying offerings and curating inventory can significantly increase sales efficiency and customer satisfaction.Customer Expectations: Modern consumers expect convenience, speed, and empathy in their interactions. Meeting these expectations can set a business apart from its competitors.QUOTES"Beliefs are worthless, but values shape how we show up in the world.""Do the right thing always and forever, and then charge appropriately for it.""The stories that stand 600 feet above the competition are the ones that hold value.""The biggest problem in the arena of selling and growing businesses is doing something that gets noticed but holds their interest.""Less is actually going to sell you more stuff."Connect and learn more about Ryan Chutehttps://www.linkedin.com/in/wizardryanchute/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Dan Frosh is the director at the Merrill Center for Family Wealth. He works with enterprising families to navigate the complexities of wealth and family dynamics, aiming for multigenerational success. A trained attorney, Dan has previously served as a senior advisor at Cambridge Family Enterprise Group and writes and speaks internationally on family enterprises and family wealth. He is the co-author of an upcoming handbook for advisors on business families and family businesses.SHOW SUMMARY In this episode of Disruptive Successor, host Jonathan Goldhill is joined by Dan Frosh, Director at the Merrill Center for Family Wealth. The discussion focuses on preparing for the transfer of ownership to the rising generation in family businesses. Topics include the importance of aligning on a family vision, developing the necessary skills and knowledge for future owners, and navigating governance structures. Dan shares insights from his experience and co-authored book, providing valuable advice for family business leaders. The episode concludes with the significance of collaboration and holistic planning to ensure smooth ownership transitions.KEY TAKEAWAYSFamily Business Succession Planning: Importance of preparing both ownership and leadership succession in family businesses.Role of Next Generation: The Significance of the rising generation in creating and driving the vision for the future of the family business.Governance Essentials: The need for appropriate governance structures that evolve with the business through different generations.Core Skills and Education: Developing financial literacy, understanding business operations, and governance knowledge are crucial skills for the next generation.Collaboration and Communication: Vital role of clear communication and collaborative decision-making between generations in ensuring smooth transitions.QUOTES"What hat are you wearing in each meeting as a board? You know, when the board meets, you put on your board hat and you think of it as a board member on a day-to-day basis. You're thinking of it as a family, a family employee. You're both a family member and an employee.""Make sure that the agenda is clear. What hat you're wearing and what type of topics and issues you are talking about during that meeting.""Both generations need to be moving together in this process... If one runner is just standing still waiting for the baton to come, they're going to get passed immediately.""Collaboration is super key for smooth ownership transition.""Where you see senior generation family members who are reluctant to bring the next generation into the discussions... adopting this mentality of, 'I'm the owner, they're not an owner yet, so I will decide and I will tell them what will happen.'""You need each one of them—business coach, wealth manager, family wealth manager, lawyers, and accountants—to really be successful.""Aligning on the vision becomes really important as well... they're inheriting or they're being gifted an enterprise that they might not totally agree with."Connect and learn more about Dan Frosh.https://www.linkedin.com/in/dan-frosh-92759b9/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Dann Van Der Vliet is the John and Dyan Smith Executive Director of the Smith Family Business Initiative (SFBI) at Cornell University. Cornell has been named as one of the “25 best schools for family business” by Family Capital in 2015. As the founding director, Dan guided the launch and growth of one of the leading educational centers for family business. He designed and developed the Leaders in Family Enterprise course, and he also teaches executives and next-generation leaders through the Cornell’s external education and eCornell programs.Under his tenure, the Smith Family Business Initiative has developed the Cornell Case Competition for Family Ownership, the Mentors Forum, and the Family Innovations Summit.SHOW SUMMARY In this episode of Disruptive Successor, host Jonathan Goldhill is joined by Dann Van Der Vliet, the Executive Director of the Smith Family Business Initiative at Cornell University, to discuss the Rising Gen Survey. This survey provides unique insights from over 200 college students about their perceptions, challenges, and aspirations regarding family businesses. Key topics include the importance of communication, succession planning, and the qualifications necessary for the next generation to take over family enterprises. The episode also explores the survey's demographics, the cultural impacts on family business continuity among international students, and the evolving role of technology. Dan shares surprising findings and emphasizes the need for effective governance and addressing generational concerns to ensure smooth transitions in family businesses.KEY TAKEAWAYSCommunication is a top concern among next-gen family business leaders.There is a need for next-gen leaders to feel qualified and credible when returning to the family business.Cultural differences significantly impact family business dynamics and the likelihood of next-gen participation.Technology brings new opportunities for growth and scalability but also challenges for traditional family business structures.Educational programs play a crucial role in bridging gaps and preparing the next generation for leadership in family businesses.QUOTES“Legacy can be a bit of a burden for the next generation.”“15% of next-gen leaders cited communication as their number one concern.”“Technology has allowed us to be much more remote with what we do, but not all businesses can be run remotely.”"One disruptor is when an unexpected sibling returns to join the family business."“How do you even attract next-gen leaders? Sometimes it’s really about letting them come to you.”Connect and learn more about Dann Van Der Vliet.https://www.linkedin.com/in/dannvdv/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Fletcher Wimbush is the CEO of three innovative firms in the Talent Acquisition space, with a decade of experience revolutionizing the hiring process. He has developed groundbreaking assessments and hiring systems that help leaders build high-performing teams through repeatable and consistent hiring practices. Fletcher’s approach has transformed hiring, reducing turnover, improving engagement with top talent, and allowing CEOs to focus on business growth, personal time, and successful exits. His work provides a pathway to a brighter future for companies and their leaders, breaking the cycle of hiring despair.SHOW SUMMARY In this episode of the Disruptive Successor Show, host Jonathan Goldhill welcomes Fletcher Wimbush, CEO of three firms in the talent acquisition space. Fletcher shares insights on revolutionizing the hiring process, leveraging innovative assessments, and implementing best hiring practices to drive business results. The conversation delves into his journey of taking over his father's business, the significance of hiring the right talent, and the role of AI and technology in modern recruitment. Practical advice on improving hiring processes and creating a culture of referrals is discussed, making this episode valuable for leaders in family businesses and growing enterprises.KEY TAKEAWAYSRevolutionizing the Hiring Process: Fletcher shares strategies for transforming hiring practices, focusing on how innovative assessments and best practices can drive business results and build high-performing teams.AI & Technology in Recruitment: Fletcher discusses the role of AI and technology in modern recruitment, highlighting their effectiveness in streamlining processes and improving decision-making.Building a Referral Culture: Practical advice on fostering a culture of referrals, helping companies attract top talent and create stronger, more engaged teams.The Importance of the Right Talent: Fletcher emphasizes the critical role of hiring the right people to support business growth and success, drawing parallels to leadership in family businesses.Scaling & Growing Enterprises: Insights on how streamlining and systemizing hiring processes can empower business leaders to focus on growth while reducing turnover and improving company culture.QUOTES"People who see that the world is a half-glass empty... they generally aren't very good performers. They're difficult people.""Make it a priority, reward the referral, not the outcome... It's about Jonathan, you were kind enough to think about me and send someone my way.""If you do it, and you put in the work, and you make it intentional... you can become the employer of choice.""Hiring will be completely done by AI in the future. I say 10 years. It can be done today, frankly... but human acceptance is what's stopping it right now.""Hiring is the most significant thing... making sure you have the right people in the right seat, doing the right things, and doing them right."Connect and learn more about Fletcher Wimbush.https://www.linkedin.com/in/fletcher-wimbush/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Ryan Malone is the Director of Maintenance at Malone’s Landscape Management, a company recognized twice on the INC. 5000 list of fastest-growing private companies. Ryan works alongside his family to provide exceptional landscape maintenance services, focusing on company culture and helping others grow. Outside of work, he’s achieved personal milestones like summiting Mount Rainier multiple times, completing a full Ironman, and finishing a 100-mile ultramarathon. Ryan’s dedication to hard work, growth, and excellence is at the core of both his professional and personal life.SHOW SUMMARY In this episode of Disruptive Successor, host Jonathan Goldhill welcomes Ryan Malone, the director of maintenance at Malone's Landscape, soon to be the COO. They discuss the challenges and strategies behind scaling a family business, especially the remarkable growth of their maintenance division. Ryan shares his journey from collegiate athlete to business leader, emphasizing the crossover between extreme endurance sports and business resilience. The episode provides insights into succession planning, team culture, and the importance of discipline and vision in achieving business goals. Plus, Ryan talks about balancing personal extreme endurance challenges with professional demands, underscoring how setting big goals and breaking them into manageable steps can lead to success both in business and personal endeavors.KEY TAKEAWAYSScaling a Family Business: Ryan shares strategies for growing a family business, focusing on the significant expansion of their maintenance division.Endurance Sports and Business Resilience: Drawing parallels between extreme endurance sports and business leadership, Ryan emphasizes how both require discipline, perseverance, and resilience.Succession Planning & Team Culture: Insights into preparing for leadership transitions and fostering a strong, family-like company culture that supports growth and success.Balancing Personal and Professional Goals: Ryan discusses how setting big, manageable goals in both personal endurance challenges and business ventures can lead to long-term success.QUOTES"It's incredibly difficult. It’s not easy. It’s going to test you in every way possible. But really think about the life that company has helped you live.""Success sort of brings with it a sense of complacency. And so having the discipline and the drive, it's enough to do it in business or maybe in family life or in sports... but to combine those two seems unattainable.""It was almost like a warning that that wasn’t a good route... which I think ultimately gave me some fuel in the fire, to really make this thing work.""The family business is a great opportunity financially... It gives you much more job security than you're going to get in a non-family business.""I’ve been disciplined in different areas, but never had to put it all together at one time... it taught me a wealth of discipline.""When you change your life, you change your business as well.Connect and learn more about Ryan Malone.https://www.linkedin.com/in/ryan-malone-asm-55002499/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

ABOUT THE GUESTScott Canon CEO of BigRentz, a leading procurement software company that connects over 6,000 rental companies and 14,000 rental yards across the U.S. With their extensive network, BigRentz can deliver equipment and services to 90% of job sites within 30 minutes, cutting down on transportation costs, which make up 40% of rental expenses.Under their leadership, BigRentz has evolved from a start-up into a powerful platform that helps contractors streamline procurement. The construction industry, which has struggled with low productivity growth, faces significant inefficiencies, costing the economy over $177 billion each year. BigRentz’s upcoming software, LIFT, uses AI and GIS technology to optimize procurement by analyzing job sites, vendor behavior, and delivery patterns. Set for release in 2025, LIFT promises to revolutionize the way construction professionals manage equipment, materials, and labor.SHOW SUMMARY In this episode of Disruptive Successor, Jonathan Goldhill discusses how family businesses in traditional industries like construction and equipment rental can modernize their operations with Scott Cannon, CEO of BigRentz. The conversation covers the challenges these businesses face, such as labor shortages and slow technology adoption, and explores how centralized procurement platforms can improve efficiency and profitability. Scott shares his journey from a logistics company to leading BigRentz, and provides insights into overcoming barriers to technology adoption. The episode also addresses the significance of strategic planning and cultural shifts within family businesses to adapt to modern advancements.KEY TAKEAWAYSModernizing Traditional Industries: Scott Cannon, CEO of BigRentz, shares how family businesses in industries like construction and equipment rental can modernize operations.Challenges Faced by Family Businesses: The conversation highlights key challenges, such as labor shortages and slow adoption of new technologies, that these businesses encounter.Benefits of Centralized Procurement: Scott discusses how centralized procurement platforms can enhance efficiency and boost profitability for family-run businesses.Scott’s Journey: He shares his transition from managing a logistics company to leading BigRentz, offering valuable lessons in business evolution.Overcoming Technology Barriers: The episode delves into how businesses can overcome obstacles to adopting technology and the importance of embracing innovation.Strategic Planning and Cultural Shifts: Scott emphasizes the role of strategic planning and necessary cultural changes within family businesses to stay competitive in today’s tech-driven landscape.QUOTES"The most difficult personal things that my clients have had to go through is firing or letting go or having a difficult conversation with a legacy employee... He's not on board with managing other people in a way that is more current.""Young people, especially Gen Z, right? They want to be involved in decisions. They want to feel like they have a say."I think this needs to be planned. I think it requires the family to sit down and really look at their core values and be able to identify them.""We just have to, as business people, be more aware of what's going on and can't have our head in the sand.""Where that next generation is brought into the process... and there has to be a family dynamic to allow for conversation.""Some do it well, many don't. And it's, these are lessons to be learned and to apply in the future.""Succession planning is a really foreign concept to a lot of business owners... there's so much resistance to doing it."Connect and learn more about Scott Cannon:https://www.linkedin.com/in/sccannon/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Dylan Milroy is a trusted advisor and employee-focused business leader in the home services industry. As the founder, owner, and operator of Better Basements and Waterproofing, Dylan has mastered the art of driving lead flow and building a standout company culture that promotes success and employee retention. He is known for his belief in prioritizing employees over customers, which he argues leads to better service and customer satisfaction in the long run. Dylan's innovative approaches and dedication to best practices in the construction industry make him a thought leader in his field.SHOW SUMMARY In this episode of the Disruptive Successor podcast, Jonathan Goldhill is joined by Dylan Milroy, founder and operator of Better Basements and Waterproofing. Dylan shares his journey from starting the company out of necessity to building a strong, employee-focused culture that prioritizes employee satisfaction and retention over traditional customer-centric models. The discussion covers key topics such as the importance of hiring workers with high moral character, balancing productivity with employee well-being, and implementing effective review bonus programs. Dylan also addresses the challenges of disrupting traditional industry practices, leveraging innovative marketing strategies, and managing growth while maintaining quality service. The episode provides valuable insights for next-generation leaders and entrepreneurs looking to make a significant impact in their respective fields.KEY TAKEAWAYSFocusing on employee satisfaction can lead to higher productivity and better customer service.The waterproofing industry has traditional, time-tested methods that are often more effective despite being labor-intensive.Continuous education for employees can foster passion and commitment, especially in industries that require manual labor.Effective marketing strategies, including honest and direct communication, can differentiate a business in a competitive industry.Using advanced tools and technology can improve efficiency and job satisfaction for employees.Customer reviews and feedback are crucial for building trust and reputation in the market.Balancing operational management with strategic marketing efforts is essential for growing a business.Vision and purpose within a company should align with long-term personal and professional goals, creating a supportive environment for employees.QUOTES"If you're painting a vision big enough for yourself that they can fit in, then your dreams should be bigger than their dreams for themselves.""Too many businesses are hyper customer focused when in reality, they need to be more focused on their employees.""You can't look into everyone's past and you're not expected to, but you do have to have your guide posts and you have to continue to look at them and it makes a big difference.""There's one thing that's important in any business, especially a physically demanding business like yours, it's balancing productivity with employee well being."Connect and learn more about Dylan Milroy.https://www.linkedin.com/in/dylan-milroy-5b8ba395/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.comDylan Milroy is a trusted advisor and employee-focused business leader in the home services industry. As the founder, owner, and operator of Better Basements and Waterproofing, Dylan has mastered the art of driving lead flow and building a standout company culture that promotes success and employee retention. He is known for his belief in prioritizing employees over customers, which he argues leads to better service and customer satisfaction in the long run. Dylan's innovative approaches and dedication to best practices in the construction industry make him a thought leader in his field. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Charlie Leichtweis is the founder of Experts in How LLC, a business consultancy focused on family businesses and helping them create successful legacies. With over 40 years of experience, Charlie has served as a C-suite executive, advisor, and board member for numerous family-owned businesses. He is also the author of two books, 'The Power of Respect in Business' and 'The Power of Legacy,' which provide insights into leadership and the unique challenges of family businesses. His extensive experience makes him an expert in guiding family businesses towards sustainable success.SHOW SUMMARY In this episode of the Disruptive Successor podcast, Jonathan Goldhill is joined by Charlie Leichtweis, founder of Experts in How LLC, about the intricacies of family business succession and legacy. They discuss the importance of generational engagement, governance, and the challenges and conflicts that arise in family businesses. Charlie shares his extensive experience working with family-owned businesses and his insights from over 40 years of advisory and executive roles. They also touch on the significance of understanding the family business legacy, the need for effective communication, and respect within the decision-making processes. The episode highlights lessons from Charlie's books, 'The Power of Respect in Business' and 'The Power of Legacy.' Charlie emphasizes the interconnectedness of succession planning and family dynamics and offers guidance on fostering a successful legacy in family businesses.KEY TAKEAWAYSImportance of Family Legacy: Understanding and preserving family legacy can prevent conflict and guide business sustainability.Generational Engagement: Early and continuous engagement of all family members fosters better relationships and smoother succession.Governance Structures: Effective governance, with a separation between family council and board of directors, aids in informed decision-making.Conflict Resolution: Addressing and resolving conflicts through respect, trust, and communication is crucial.Leadership and Succession: Clear processes for leadership development and succession planning help mitigate family disputes.Purpose and Values Alignment: Articulating and aligning family and business values ensures coherent decision-making.QUOTES"Family legacy is related to family values and their understanding of what their purpose is and how to carry that forward." - Charlie Leichtweis"Less than 3 percent of families make it to generation 4." - Charlie Leichtweis"Respect builds trust, trust builds relationships, and relationships are the key to leadership." - Charlie LeichtweisConnect and learn more about Charlie Leichtweis.https://www.linkedin.com/in/charlesleichtweis/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Christopher Morrison is the co-founder and CEO of TeamDynamics, a groundbreaking platform that redefines team collaboration by focusing on team dynamics rather than individual personalities. With a background at leading consulting firms like McKinsey and a successful track record in tech startups, Christopher brings a wealth of experience in organizational psychology and team performance. His innovative approach has helped companies like Meta, Splunk, and Hilton optimize their team effectiveness, making him a sought-after expert in the field.SHOW SUMMARY In this episode of the Disruptive Successor podcast, Jonathan Goldhill is joined by Christopher Morrison, co-founder and CEO of Team Dynamics, who shares his journey from consulting at McKinsey to pioneering a platform that enhances team dynamics. The discussion emphasizes the importance of understanding team behaviors, leveraging smart frameworks for optimal performance, and the value of leadership buy-in and cultural cohesion in achieving business success. Christopher also elaborates on his tool, Team Dynamics, which provides actionable insights into team interactions, and contrasts it with traditional individual-focused assessments. The episode wraps up with practical advice on implementing these innovative tools for improved team effectiveness.KEY TAKEAWAYSTeam Dynamics Concept: The platform measures and categorizes team behaviors to enhance collaboration and productivity.Framework Dimensions: TeamDynamics uses four dimensions: Communicating, Processing, Deciding, and Executing, to assess and improve team interactions.Leadership Buy-in Essential: Successful implementation requires leadership support, clear narrative, understanding of frameworks, and integrating these practices into daily workflow.Addressing Skepticism: Overcoming resistance involves demonstrating the actual impact of these tools on team performance.Professional & End Users: The product is used by both consultants and organizational leaders across various industries.QUOTES• 'One of the primary challenges in family businesses is fostering effective teamwork and collaboration.'• 'Knowing when you've put enough in the problem isn’t the organization and its investment in that individual. The problem is that individual.'• 'What defines good leadership a lot of the time is ownership and accountability as the leader around your performance and buy-in of the team members that you're leading.'• 'There is no single best way for a team to work together. It’s a function of who’s on the team, what the team is tasked with, and the broader organizational context.'• 'High performing teams know how they prefer to work and know when it’s time to flex outside their comfort zone.'• 'One of the most important leadership qualities, which is chronically under emphasized, is flexibility.'• 'Once you start to see the impact, then a lot of that skepticism starts to fall away.'• 'In the cases where the answer is no, then your responsibility as a leader is to make a change and to take your team in a different direction.' Connect and learn more about Christopher Morrison and his company.https://www.teamdynamics.io/contactIf you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Kelly Finnell is a leading expert in Employee Stock Ownership Plans (ESOPs) with over 40 years of experience. As one of the nation’s premier ESOP consultants, Kelly has designed and executed numerous ESOPs and has shared his expertise at more than 300 conferences and meetings globally, including in London and Sydney.In 2010, Kelly authored "The ESOP Coach: Using ESOPs in Ownership Succession Planning," the most comprehensive guide on ESOPs available today. He has also published numerous articles on the subject, further establishing his authority in ownership succession planning.Kelly’s firm, Executive Financial Services, established in 1981 and based in Memphis, Tennessee, is dedicated exclusively to ESOPs. With a highly qualified team, they have successfully executed transactions in 38 cities across 19 states, focusing solely on ESOPs.SHOW SUMMARY In this episode of the Disruptive Successor podcast, host Jonathan Goldhill is joined by Kelly Finnell, a leading ESOP consultant, to discuss the intricacies and benefits of Employee Stock Ownership Plans (ESOPs) as an effective business succession strategy. Kelly provides insights into how ESOPs function, their tax benefits, the impact on company culture, and the feasibility for various business types. He also addresses common myths and concerns related to ESOPs, offering real-world examples and case studies. This episode aims to provide next-generation leaders and entrepreneurs with valuable information on leveraging ESOPs for successful business transitions while fostering employee ownership.KEY TAKEAWAYSIntroduction to ESOPs: An Employee Stock Ownership Plan (ESOP) is a form of retirement plan that invests primarily in the stock of the sponsoring employer, providing both an exit strategy for business owners and benefits to employees.Target Companies: ESOPs are ideal for small to mid-sized companies with stable and predictable revenues, typically with at least $2 million in EBITDA. They are particularly beneficial for professional services firms.Tax Benefits: Significant tax advantages exist for both the selling owner (potential deferral or elimination of capital gains taxes) and the company (operating tax-free if it's an S corporation).Financing ESOPs: The ESOP is fully financed by the company, not by the employees, making it possible for employees to become owners without needing to invest their own money.Ownership Culture: ESOPs promote an ownership culture within the company, aligning employees' interests with the company's success, which can lead to increased productivity and motivation.Succession Planning: ESOPs can be used effectively in family businesses to manage generational transitions, ensuring fair distribution of the estate among family members.Feasibility and Implementation: The process begins with a feasibility study to evaluate the potential outcomes and involves significant communication and education efforts to ensure employee buy-in and understanding.QUOTES"ESOP solves that problem: it is entirely financed by the company. The employees don't come out of pocket with any money. It's a benefit plan for them, not an investment plan.""I always tell business owners that the best candidate for an ESOP is a company where the owner comes in late, takes a long lunch, and leaves early.""You have to have a strong successor management team.""The reason the ESOP outperforms is because with an ESOP, you're getting a leveraged rate of return on the employee's accounts.""If a business owner sells to private equity, the way the government would look at that is you have a rich person selling to other rich people."Connect and learn more about Kelly Finnell.LinkedIn: https://www.linkedin.com/in/esopcoach/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Dr. Kimberly Wagner is a licensed psychologist and performance coach with over a decade of experience working with elite athletes and business professionals, including Major League Baseball players. She conducted a study on the mental skills and characteristics that enhance performance in Major League Baseball players, which led to the development of her online course, Believe It, Achieve It. Dr. Wagner is dedicated to helping individuals overcome mental blocks and cultivate a winning mindset for success in their careers.SHOW SUMMARY In this episode of the Disruptive Successor podcast, host Jonathan Goldhill is joined by Dr. Kimberly Wagner. Dr. Wagner shares insights from her research on peak performance and the crucial mental skills that set top performers apart. She highlights key characteristics such as mental toughness, confidence, work ethic, and effective stress management, emphasizing the importance of mindset in achieving success. Dr. Wagner discusses how these skills apply not only to elite athletes but also to professionals in all disciplines, offering practical strategies for personal and professional development.KEY TAKEAWAYSMental skills like confidence, resilience, and focus are crucial for peak performance in sports, business, and life.Effective communication, leadership adaptability, and maintaining a positive attitude are essential for success in various roles.Developing a strong mindset, managing expectations, and learning to overcome self-doubt are key factors in personal and professional growth.The Believe It, Achieve It online course combines research-based insights with practical exercises to help individuals overcome mental blocks and achieve their full potential.Confidence can be learned and cultivated through positive self-talk, rationalizing thoughts, and internalizing self-belief for enhanced performance.QUOTES"If you're not confident in yourself, then no one else will be confident in you.""A person could be very self-confident on the outside, but always feel like the least successful person on the inside.""Leaders are not always born; there are different leadership styles that can be adapted to individual employees.""Communication and work-life balance are critical skills that contribute to success in various roles.""80 to 90% of performance at the elite level is mental, emphasizing the significance of mindset in achieving success."Connect and learn more about Dr. Kimberly Wagner.LinkedIn: https://www.linkedin.com/in/kimberly-wagner-psy-d-9098b263/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Doug Baumoel is the founder of Continuity Family Business Consulting and a renowned expert in managing conflict within family enterprises. With over 25 years of experience, Doug has developed a unique systems approach to resolving deep-seated family disputes. He is the co-author of the influential book "Deconstructing Conflict: Understanding Family Business, Shared Wealth and Power," which he wrote with Blair Trippe. Doug's work focuses on addressing identity-based conflicts and historical impasses, providing families with the tools and strategies needed for long-term harmony and business success.SHOW SUMMARY In this episode of the Disruptive Successor podcast, host Jonathan Goldhill welcomes Doug Baumoel, founder of Continuity Family Business Consulting. Doug discusses his groundbreaking work in managing conflict within family businesses, drawing on over 25 years of experience and his unique systems approach. He delves into the origins of his conflict equation, the importance of understanding identity-based conflicts, and effective methods for resolving deep-seated family disputes. Along the way, Doug shares insights from his book, "Deconstructing Conflict: Understanding Family Business, Shared Wealth and Power," co-authored with Blair Trippe.KEY TAKEAWAYSUnderstanding Identity-Based Conflict: Conflict in family businesses often goes beyond financial disputes and touches on deep-seated identity issues. Recognizing this can help in addressing the core of the conflict.The Conflict Equation: Doug's methodology breaks down conflicts into opposing goals, incompatible values, and historical impasses, each requiring different approaches for resolution.Forgiveness and Releasing Blame: Genuine conflict resolution often involves a process of forgiveness and releasing blame, which can be structured and methodical.Historical Impasses: Addressing past grievances and historical conflicts within the family is crucial for long-term harmony and business success.Empathy and Understanding: Building empathy and understanding between family members can lead to better accommodation of differing values and smoother conflict resolution.QUOTES"Conflict in Family Enterprise has more in common with religious, political, and ethnic conflicts than with civil disputes.""When your identity is threatened, your rational thinking gets hijacked, and you behave emotionally.""Forgiveness is not a simple act; it's a process that requires understanding, empathy, and sometimes a structured approach."Connect and learn more about Doug Baumoel.LinkedIn: https://www.linkedin.com/in/dougbaumoel/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Known as “the coach for coaches”, Mark Scherer has had the pleasure of working with thousands of individuals, including executives, entrepreneurs, healthcare professionals, coaches, and leaders - enabling them to navigate the most challenging personal chapters of their lives. As a certified business mentor, Mark applies his many modalities to help businesses, groups, families, and individuals identify, clarify, align, and implement their highest visions. He has distilled his decades of experience into a unique framework called the Quantum Leap Technique, which transforms challenges into gains in a matter of minutes. Mark is a straight-shooting Texas farm boy who loves to spark major breakthroughs when the chips are down. SHOW SUMMARY In this episode of the Disruptive Successor podcast, host Jonathan Goldhill is joined by Mark Scherer, founder and CEO of Encompass Life, a life coaching and leadership development academy. Mark shares insights about his unique framework, the Quantum Leap Technique, which transforms challenges into gains in minutes. From assisting clients in overcoming self-sabotages to achieving exponential business growth, Mark distills decades of experience into transformative mentorship. Throughout the conversation, he emphasizes the importance of aligning internal motivations with business goals, breaking through familiar patterns, and finding fulfillment beyond financial success. The discussion offers valuable strategies and methodologies for business owners and leaders to achieve breakthrough results.KEY TAKEAWAYSThe Importance of Inner Alignment: Understanding how internal states and belief systems influence external business results.The Quantum Leap Technique: How this framework helps individuals and businesses achieve rapid and significant growth.Overcoming Self-Sabotage: Identifying and eliminating patterns of shame, blame, guilt, and hate that hinder success.Manifesting from Abundance: The difference between manifesting from a place of want versus already having.Transformational Outcomes: The role of spiritual and quantum principles in achieving personal and professional breakthroughs.QUOTES"Whatever somebody says about life is a relationship to God. Some people don't like talking about God, but whatever, somebody will say, Oh, I really love God. I really love, whatever. And how's your life going? my life sucks. I don't have enough money. My kids and I are fighting, blah, blah, blah. all this. All these things, and I'm going, you said you loved God, you said that you hate these things in your life. You're talking out of both sides of your mouth, folks. You gotta have, you gotta find that alignment. you gotta find that alignment there. And when somebody really changes their relationship to life, what I've found here is that all areas of their life change simultaneously and exponentially.""When a trauma occurs as a kid, the person creates a lot of it. I am not making statements to survive that trauma. I can't do anything right, and they surround that trauma with a whole bunch of not statements, N. O. T. statements, and once they create an N. O. T. statement, one of the side effects of that, or one of the effects of that, is the person has a high level of anxiety.""Before you even identify what it is, you give yourself of having the feeling of having something great first, before you ever even name what it is, you can't even begin to name what it is you really desire when you're in a state of sympathetic nervous system, when you're in a fight or flight.""So I started doing everything based on what I loved. It took me a while to acclimate my body into believing that I could do that. As weird as that, as weird as that may sound."Connect and learn more about Mark Scherer.LinkedIn: https://www.linkedin.com/in/encompasslife/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.