Tuesday, June 30, 2009

It's Better to be Alone Than in Bad Company


At a recent Chief Executive Boards International meeting, a member mentioned that one of his inside sales people had put up an online "store" site, selling products very similar to those his company sells.

The member didn't realize the cancerous implications of keeping such a person on the payroll, and his Board didn't waste any time mentoring him on the need for swift and sure action to get this employee out the door. There is no excuse or resolution for a breach of trust -- it's time to terminate the employee and get on with life.

One member quoted his immigrant mother, who has a 2nd grade education, saying, "It's better to be alone than in bad company." A profound observation worth remembering.

Bad company attracts people of bad character. And your company attracts people of bad character, if you either hire or retain people of bad (or even questionable) character. These are insidious forces, and have ways of propagating that's both subtle and cumulative:
  • Imitation -- People see others behaving unethically, and they copy that behavior

  • Reduced Inhibition -- People see others behaving unethically, and they conclude that the company doesn't care, or perhaps even condones such behavior, so they drop all boundaries of ethical behavior and assume "anything goes."

  • Self-Selection -- People tend to join up with those of like mind. Unethical employee behavior, believe it or not, tends to attract unethical employees. In this same conversation, another member cited his experience with having to completely shut down a remote office, after digging into problems of poor financial performance. Turns out most of the employees were drug users, and some were dealing drugs out of company trucks!! More on organizational cultures......

  • Self-Separation -- It's been said "bad money drives out good." It's equally true that people of bad character drive out people of good character -- they just don't want to be around people they don't trust or respect. You lose good people as a result of keeping bad ones.

So, when is it time to do something about a character problem? This week. More....

You may have acted to terminate a person of bad character, and then been totally surprised about what others told you after the fact. If you've had such an experience, please click "Comments" below and share it with others.



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Terry Weaver


CEO
Chief Executive Boards International
http://www.chiefexecutiveboards.com/
TerryWeaver@ChiefExecutiveBoards.com

Chief Executive Boards International: Freedom for business owners & CEOs -- Less Work, More Money, More Freedom to enjoy it

Monday, June 29, 2009

Get a Good Deal on a Lease -- Act Now


A Chief Executive Boards International member asked his fellow members for some cost-reduction ideas to save his business from a severe cash crunch. In the next breath, he mentioned his lease was up for renewal within the next year. It happens that this member is in a specialized business in a specialized building in a severely depressed local economy.

The members unanimously advised him to run, not walk, to the landlord, requesting several things:
  1. An immediate rent abatement, or rollback -- perhaps to or below the original base rent (before escalators) of the current lease.

  2. A renegotiated renewal at an even lower lease rate -- asking also for an option to terminate in the case of sale, liquidation, or bankruptcy

  3. At least 2 months' rent at $0, commencing with the start of the new lease

The members' rationale was straightforward. First, you don't get what you really need without asking. And, secondly, the lessee (CEBI member) is holding all the cards in this deal. It's highly unlikely the landlord could find a replacement tenant any time soon, and he probably knows that. The peace of mind that the lease is even renewed at all should be worth something in rent reduction. And, finally, the lessee knows that the landlord owns the building free and clear -- he's not in his own cash crunch trying to meet debt service demands of a mortgage holder.

Tough times call for tough actions. Have a look at your own lease, and if you see a renewal in the future perhaps now is the time to renegotiate that. You'll never have more bargaining power. Here's a recent article from Inc. Magazine with a multi-part strategy for getting your rent reduced: http://www.inc.com/magazine/20090501/how-to-get-a-good-deal-on-a-lease.html This article makes the important point that you probably don't want to go this one on your own, and further that a good real estate Attorney might be more help than a Commercial Broker.

If you've had some success in reducing your lease expenses, please click "Comments" below and share that experience with others.



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Terry Weaver


CEO
Chief Executive Boards International
http://www.chiefexecutiveboards.com/
TerryWeaver@ChiefExecutiveBoards.com

Chief Executive Boards International: Freedom for business owners & CEOs -- Less Work, More Money, More Freedom to enjoy it

Thursday, June 25, 2009

I Followed My Board's Advice -- And Focused on My Strengths


I heard from a Chief Executive Boards International member that he had taken his Board's advice about an issue facing his company, and that the results far exceeded his expectations. I asked the member, David Dorn, founder of Red Oak Medical, a provider of specialty medical equipment, to write a guest article for Chief Executive Blog, which turned out to be half experience and half testimonial. Here's what David had to say:


"I was reminded at a recent CEBI board meeting of the singular importance of profitability to the survival of my business. It may seem obvious, but with the various challenges facing my company simultaneously, I see in retrospect that I lost focus. Our company had been through a difficult time of declining revenues, and in order to maintain profitability, expenses had to be cut. At previous Board meetings I heard members report on the benefits they experienced in their companies after confronting the difficult issue of letting employees go and taking action in this regard when necessary.

"This has always been a challenge for me. I made the decision to let our Director of Operations go, who was the highest paid employee on payroll and had at one time been a key employee in our organization. The reality in the moment was, however, that we could no longer afford her as a manager. I expected to save money, but what I was surprised to find was that our company actually became more efficient operationally without her in that role. Payroll expenses came more in line, and our internal operations became smoother.

"Another key piece of advice I got from my CEBI Board members was to focus on my strengths, or what I do best – and delegate all other tasks. I brought in a financial controller so I could focus on sales. This resulted in increased revenues in Chicago, our main market area. In addition, we have been able to move forward with our initiative to cultivate new satellite markets. I hired new sales reps to open our first two new territories: Indianapolis and Milwaukee. Both have gotten off to a strong start.

"The guidance and business intelligence I have gotten through my participation in CEBI have been instrumental in helping me to develop professionally and keep my company healthy and growing."

David is not alone. While his own experience may seem obvious to you as a reader, it's likely that something similarly obvious is getting in the way of your company's growth. If you're a CEBI member, bring that continuing obstacle up at your next Board meeting.

If you're not a CEBI member, Click here for information on how to become one.

About our guest author: David Dorn is founder & owner of Red Oak Medical, a provider of CPAP equipment, supplies and services to patients in Chicago, Indianapolis and Milwaukee.
Red Oak's dedicated team of professionals are committed to helping patients derive the maximum possible therapeutic benefit from their CPAP treatment.
Learn more about Red Oak Medical at http://www.redoakmedical.net/"



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Terry Weaver


CEO
Chief Executive Boards International
http://www.chiefexecutiveboards.com/
TerryWeaver@ChiefExecutiveBoards.com

Chief Executive Boards International: Freedom for business owners & CEOs -- Less Work, More Money, More Freedom to enjoy it

Monday, June 22, 2009

Front of Mind -- Maintaining Visibility with Prospects and Customers


I made a presentation that was surprisingly well received at the 2009 Spring Summit of Chief Executive Boards International. The topic was, "Front-of-Mind -- Better, Faster, Cheaper." The point was that prospects, and even customers, forget about who you are, what you do, and how you might be able to help them. And they do so frighteningly quickly.

Click the icon on the right for a Video Blog Article on what Front of Mind is all about, and why you'll want to consider E-Marketing tools as part of your customer contact arsenal.

My own testimonial: This stuff works. CEBI has been sending an E-Newsletter to both members and prospects every month for the past 18 months, and the results are amazing. Here are a couple of typical email responses we've received lately, 1-2 days after sending a monthly newsletter.
  • From a prospect who first inquired in March of 2006:
    "I am ready to join your organization"
  • From a prospect who first inquired in January of 2006:

    "Terry, I think it is time for me to join your organization"
We've had no other communication with these two people (both now members) for over 2 years. Our E-Newsletter alone kept CEBI on their radar until they each decided they had a need for a source of some new ideas.

If you've had some success with E-Marketing tools to keep your message in front of prospects and customers, please click "Comments" below and share them with others.

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Terry Weaver


CEO
Chief Executive Boards International
http://www.chiefexecutiveboards.com/
TerryWeaver@ChiefExecutiveBoards.com

Chief Executive Boards International: Freedom for business owners & CEOs -- Less Work, More Money, More Freedom to enjoy it

Sunday, June 21, 2009

Look for People with a Lot of Tools on Their Belts


In a recent meeting of Chief Executive Boards International, the discussion turned to the current largest-ever pool of available talent for hire. One of the members mentioned he had just hired someone who had "a lot of tools on his belt." Interesting mental image -- remember Schneider, the building super on the 70's sitcom "One Day at a Time"? Well, maybe not quite like that....

Seriously, in many businesses, particularly smaller ones, breadth is a lot more valuable than depth. We can generally outsource for special skill needs. What's more scarce is the person who is good at a whole lot of things, rather than excellent at only 1 or 2 things. A friend of mine, Joe Trotter, used to call these kinds of people "decathletes" (a combination of speed, power, jumping ability, and endurance).

If you're trying to explain what you're looking for in a broadly-talented candidate, try using phrases like, "a lot of tools on his belt", or words like "decathlete". These word pictures help another person understand your meaning and remember it in a more vivid way.

And, once again, don't overlook gray hair, a common attribute of broadly-experienced people. In his recent newsletter, John Mauldin of Outside the Box quotes David Rosenberg of Gluskin Sheff drawing the following insight on the latest unemployment numbers:
" ..the only segment of the population that is gaining jobs is the 55+ age category. This group gained 224,000 net new jobs in May while the rest of the population lost 661,000. In fact, over the last year, those folks 55 and up garnered 630,000 jobs whereas the other age categories collectively lost over six million positions. This is epic."
Other people are scooping up this talent pool, and you can, too -- just don't wait too long.

If you're doing some hiring and have made some amazing talent "finds", please click "Comments" below and share them with others.
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Terry Weaver


CEO
Chief Executive Boards International
http://www.chiefexecutiveboards.com/
TerryWeaver@ChiefExecutiveBoards.com

Chief Executive Boards International: Freedom for business owners & CEOs -- Less Work, More Money, More Freedom to enjoy it

Sunday, June 14, 2009

Leverage -- The Capitalist's Best Friend


In recent meetings of Chief Executive Boards International, members have brought up number of topics relating to both recovery and growth strategies. This week, the topic of "Leverage" came up. Now, the term leverage in most business owners' minds relates to financial leverage -- leverage of money or capital. And that usually conjures up thoughts of debt, which with some business owners shuts down the conversation.


But just a minute. Can't almost anything be leveraged? What does that mean, anyway? I think it means you get more out than you put in. Let's look at the physics of where this term came from. A lever, sitting on a fulcrum, applies leverage to a physical task. The "price" of that leverage is distance moved by the load (less than that moved by the force).





The "output" of that leverage is the multiplication of force, allowing, for example, the movement of a 400# load (not something most humans can lift) with a 100# force -- interestingly, in the opposite direction, which can be applied by almost any human weighing over 100#.



So, how do the concepts of leverage apply to the 4 factors of industrial production -- Manpower, Materials, Machinery and Money? Let's have a look:
  • Manpower -- You leverage manpower by buying hours from employees and selling them for more than you pay for them. Easy to see in a service business -- In my IT services business, I used to buy hours for about $40 (payroll) from employees and sell them for about $125 (billing rate) to clients. Not a bad model. In manufacturing, the hourly cost is built into the manufacturing cost, which is supposed to be far less than your selling price. You scale a manpower-leveraged business by selling (and buying) more manpower. Classic case -- professional services.

  • Materials -- Leveraged by selling things for more than they cost you. In the case of a distributor, you buy an item for $75 and sell it for $100. Not a bad model, especially if you never touch or inventory the product. Again, in manufacturing, the materials cost is rolled into the manufacturing cost. You scale a materials-leveraged business by selling (and buying) more materials. Classic case -- distribution.

  • Machinery -- You buy a machine that's capable of producing widgets in quantities far beyond the "per-unit" cost of the machinery (considering capital cost, maintenance, depreciation, etc.) In the manufacturing model, most of the leverage over the past 200 years has been in machinery. Machines make things better, faster and cheaper than people do. You scale a machinery-leveraged business by selling more products and buying more machinery. Classic case -- basic manufacturing.

  • Money -- You buy (borrow or invest) money at a rate far below the productive value of the money. Money invested in inventory selling at 8 turns/year has a huge ROI, considering it presently costs only 4-5%. Money invested in machinery (or other fixed assets) should produce an ROI of at least 25% -- in many cases taking out manpower. You scale a Money-leveraged business by selling (and buying) more money. Classic case -- Banking.

But the lesson that came out of most of these conversations among business owners was the leveraging of the owner himself (or herself). You leverage yourself by figuring out your own "best and highest use" of an hour -- the one thing you can do for an hour that earns the company the most money -- and buying other people's time to do absolutely everything else. It doesn't matter that they do it worse than you -- as long as you're not spending more total salary dollars than you can earn yourself by pursuing your "best and highest use." That's sometimes called "opportunity cost" -- the cost (in lost opportunity) of you spending an hour doing something yourself rather than an hour at your best & highest use.

Many businesses initially grow because the owner is the primary rainmaker -- the lead salesperson. If that's you, don't do anything else, at least in the early going. Buy other people's time to take care of the zillion other things that are needed to manage a business.

You'll quickly realize that you're selling most of your waking hours and sales are flat. I've learned over the years that regardless of the business, there's a physical limit to what one person can sell. So, without stopping your own sales efforts, hire a sales person and attach him to your coattails. Show, train, coach and mentor until that person can sell. If that doesn't work, fire him and get another one. Again, it doesn't matter whether he can sell as well as you. You're probably paying him 1/4 your own hourly income, so you're actually ahead of the game if he's only 1/4 as good as you are (you have 25% more sales). If he's half as good, you've leveraged yourself by 50%. Then get another one. Eventually, you'll need to offload managing that sales force to a sales manager. Again, not as good as you, but not as expensive either.

And then we come to the pinnacle of the business owner's best and highest use -- working "on" the business. Developing and communicating vision, charting direction, managing and monitoring the company's strategies. One of our members took a hard look at how he was using his own time, and concluded "My company has been without a CEO 80% of the time."

Are you performing at your best and highest use within your company? If you've discovered ways to leverage yourself, please click on "Comments" below and share them with others.

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Terry Weaver


CEO
Chief Executive Boards International
http://www.chiefexecutiveboards.com/
TerryWeaver@ChiefExecutiveBoards.com

Chief Executive Boards International: Freedom for business owners & CEOs -- Less Work, More Money, More Freedom to enjoy it

Tuesday, June 9, 2009

Acquisitions -- Why Buy when You Can Build?


In a recent meeting of Chief Executive Boards International, a member brought up a failed acquisition attempt. This member is in a pure advisory service type of business, and had attempted to acquire another practice in his same market space.

After hearing some details of the failed deal, the Board gave him a completely different perspective on the acquisition, a regular occurrence in these meetings. Turns out the member was looking a business, represented by a broker, at a valuation of roughly 3 times gross revenue. The member was proposing $1 million cash, and $3 million owner financing over 7 years. A handsome price to buy only a client list. The deal failed due to the buyer's inability to obtain financing on the $1 million.

The Board questioned not only the lofty valuation, but also the buyer's likely "conversion ratio" of the existing clients. In any personal service business, there's a degree of chemistry between the client and the provider, and that might be tough to transition to a new organization. At any rate, the existing clients have a reason to shop around as a result of the change of ownership.

Then came the paradigm-shifting difference in perspective. The question was asked, "If you were willing to fork over $1 million in cash to buy this business, what would happen if you invested $1 million, say $250,000/year, in stepped-up marketing and sales activity in your existing business?" "Why", the member said, "I could explode my growth with that amount of sales & marketing effort." And then, of course, he wouldn't owe the other $3 million on the back side, either.

A strange thing happens when we use our taxable income, rather than cash flow analysis, in considering an acquisition opportunity. IRS allows Goodwill (most of the purchase price of a service-based acquisition) to be amortized over 15 years, straight line. Thus, the first $1 million of the purchase price looks like only a $67,000 annual hit to earnings, despite the fact that you're either $1 million poorer or $1 million more in debt. Somehow, in the mind of the business owner, that's "less bad" than four years of $250,000 in additional sales and marketing expenses, making the income statement look $183,000 worse (in all four years).

What's that reason? I think it's ego. We get our sense of accomplishment and self-worth all tangled around our income statements and tax returns. We forget about our long-term strategy, the long-term value of growing our businesses, and the ultimate "end game". We just say, "That's going to cost me $250,000 in profit -- I'd never want to sacrifice that." In fact, $183,000 less taxable income actually saves most business owners at least and additional $80,000. So, the Government is helping you defray the cost of that additional sales & marketing expense. Not to mention that it's fun to say on the golf course, "I acquired a business." Lots more sex appeal than "I grew my business with money I saved by not acquiring one."

We've completely ignored interest in this simple analysis, both of which tilt it further in the direction of "grow your own" vs. "buy". To be more rigorous in comparing cash flows, one could look at the loan amortization cash flow of the $1 million over, say, 7 years at, say, 6%, and do this example on that basis -- $175,000/year in growth funding vs. debt service.

Now that you think about it, what would benefit your business more -- a $1 million acquisition or $250,000 "invested" in a pure growth strategy for each of 4 years running?

So, you never want to acquire a business, right? Of course there are exceptions -- I'm not arguing that acquisitions are never a good idea. Here are some of the litmus tests that could be applied to an acquisition that might make it worth a serious investment:
  • A platform company -- It's surely easier to build a business from an established brand, organization, facility, customer base, etc. than to start one from scratch. Even then, you need to have a clear-cut vision for how you're going to transform the acquired business into something far more successful than the one you're paying for.

  • A new platform for your own company -- An acquisition in a new product/service segment that would be expensive to break into from scratch. An expansion into a geography where the seller has facilities, customers, brand recognition, etc. that would cost you a lot to establish.

  • Intellectual property -- The seller has specific know-how, whether patent or trade secret protected, that you can't figure out any other way to acquire (or can't acquire separately from the business).

  • Human Capital -- This one is dicey, and assumes you can win the hearts and minds of key players the seller has groomed over time, to fill holes and gaps in your own management team.

  • Eliminating a Competitor -- If you're in a narrow niche, and you can take a meaningful competitor out of action, there may be some benefit to your base business, as well as the acquired portion.

  • It's really cheap -- Some businesses sell in distress. If you come across a real distress sale that you're completely convinced you can turn around in MONTHS, not years, you may have a bargain on your hands.

  • Leverage -- You don't use your own money, and your return is many times the cost of the money you do use.

Bob Pritchett, author of one of my favorite business books of all time, Fire Someone Today, says, "In acquisitions, the buyer is the loser." If you're thinking about an acquisition, order the book and read only Chapter 18. Pritchett makes the case that the seller always knows more than the buyer will ever learn in due diligence, and there's a litany of things that you won't see, including the difficulty of integrating newly-acquired entities (and people) into your company.

So, Pritchett suggests, "Ask crazy questions", like, "If I am considering buying customers or employees, what would happen if I took the acquisition cost and offered it directly to the customers or employees in cash instead of paying it to the business they are associated with?"
Which is very close to the question this Board posed to the member -- "What would happen if you took the acquisition cost and spent it on growing your own (already successful) business?"

If you've experienced an acquisition that either validates or disputes these ideas, please click "Comments" below, and share your experience with others.



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Terry Weaver


CEO
Chief Executive Boards International
http://www.chiefexecutiveboards.com/
TerryWeaver@ChiefExecutiveBoards.com

Chief Executive Boards International: Freedom for business owners & CEOs -- Less Work, More Money, More Freedom to enjoy it

Saturday, June 6, 2009

Are You Voting Yourself Unnecessary FICA Taxes?


If you're an S-Corporation or C-Corporation, you may be voting yourself an additional tax burden by the way you choose to pay yourself -- through salary and bonuses (W-2) or through shareholder distributions.


If you're an LLC, you have the choice of paying taxes as an S-Corp, thus making the ideas in this article applicable to yourself, as well.

We're talking about FICA and Medicare taxes, which apply only to your W-2 income, not your shareholder distributions of retained earnings, one alternate way to withdraw money from your company.

At a recent Chief Executive Boards International meeting, a member said he was putting cash back into his company to keep it afloat during a period of negative net profit and cash flow. Not pleasant, but it happens sometimes. When asked whether he was still taking a salary, he replied "Yes, and I've reduced it to $90,000." The discussion that followed centered on the tax he was voluntarily paying (FICA and Medicare) by continuing to pay himself well, despite a lousy year and the need to return the same money to fund the company's temporary losses. The problem is that he's taking a voluntary 15% haircut on those W-2 dollars -- both the employer and employee sides of the FICA/MC tax. In fact, if he immediately reduced his salary to a still-reasonable $40,000 (for running a small company at a net loss), he'd save both the employer and employee sides of the FICA/MC tax, or 15% -- $7,500 per year.

Disclaimer: This article is not tax, legal or financial advice. It is an invitation to examine the way the Social Security System actually works, so you can use your best judgment in setting your own compensation as a business owner.

There are widespread misconceptions and misunderstandings about FICA and medicare taxes and how they benefit business owners long term. Those misunderstandings tend to cause people to pay more than they need to and get less benefit than they expect.

First, let's qualify this discussion to the case where there's a single owner or a small number of owners who can manage both salary and distribution decisions between themselves.

Then, let's examine how the Social Security system actually works and what benefit you're getting for any "discretionary" difference in salary you award yourself (what you actually pay yourself, vs. what IRS determines to be "reasonable"). For every $10,000, of that discretionary difference, you're voluntarily kicking in $1,500 to the Social Security system. Now, this discussion is just about what you're paying yourself in salary from an S-Corp or C-Corp, BEYOND what's considered "reasonable" by the IRS. ZERO is not "reasonable". What's "reasonable?" Some use an old CPA "rule of thumb" that salary should be at least 60% of total owner/operator's cash compensation, the 40% remainder being shareholder distributions. Some say 50/50. Others use an "hourly wage" theory. Here's a long thread of discussion, although dated, that's most interesting (and colorful): http://www.taxalmanac.org/index.php/Discussion:S_Corp_Owner_Salary_vs._Distributions

Most people willingly pay FICA/MC taxes, thinking they're "building" their eventual Social Security benefit. When you examine the mechanics of how your contributions actually affect your benefit calculation (available at http://www.irs.gov/), you might be inclined to change that viewpoint. The problem is in the underlying math. The core calculation for Social Security benefits is a thirty five year average of earnings -- the 35 highest years' earnings during your working career, using the thirty-five highest years of W-2 income, as adjusted for inflation. Here's the detail on how that works: http://www.ssa.gov/OACT/COLA/Benefits.html

The devil's in both the average and the "highest years" part. If, for example, you pay yourself $100,000 when $50,000 may be "reasonable", you'd think you're adding $100,000 to the average calculation. If you have 35 years of salary history, however, you're only replacing a lesser year that's adjusted for inflation -- perhaps to, say, $30,000. Thus, you've contributed $7,500 in additional FICA/MC for only a $70,000 boost to your total 35-year income (affecting its average by only $2,000 when divided by 35).

Now, here's the other part -- how your payout is actually calculated from that 35-year average. Having lived with a progressive income tax system (the more you make, the higher marginal tax rate you pay), you might not be surprised that Social Security benefits are progressive -- in reverse -- the more you made (and paid in FICA), the lower marginal payout rate you get. Here's the actual math, based on this year's adjustments (monthly benefit):

  • 90 percent of the first $744 of average indexed monthly earnings, plus
  • 32 percent of average indexed monthly earnings over $744 and through $4,483, plus
  • 15 percent of average indexed monthly earnings over $4,483.

So, if your indexed average lifetime earnings top about $54,000, your incremental benefit rate is only 15%. An Engineer's starting salary beats that.

With that in mind, let's examine the choice you're really making -- whether to give yourself a marginal raise of, say, $10,000/year (just considering the raise itself). And, for simplicity, let's assume that's not just washing out a prior inflation-adjusted year. That raise would boost your lifetime earnings by $10,000, but after you divide by 35, it actually changes the 35-year average by only $286. And, if your career inflation-adjusted average beats $54,000, your incremental Social Security benefit increases by $43. per year. Even in the next-lower bracket, it increases by only $92/year. Combined employer/employee FICA + Medicare on the $10,000 raise is a haircut of $1,500. Does that sound like a good deal to you? Of course, a $10,000 pay cut saves you $1,500 you can invest right now. At only a 6% long-term return, that's $90/year income, starting right now, and you still have the $1,500!

It's even worse if your spouse is on your payroll. Since your spouse automatically gets 50% of your own Social Security benefit, it's highly likely that her (or his) Social Security contribution is totally lost (unless his or her 35-year average income is more than 50% of yours -- rare, but possible.

Social Security is not a system that's built to favor or benefit high-income individuals. It wasn't designed for that. What you have to decide is how high you want your income subject to FICA & Medicare taxes (W-2) to be, and develop a rationale for why that's "reasonable", if ever questioned. In a lousy year, "reasonable" could arguably be a pretty small number.

Note that $106,800 (for 2009) is the maximum salary to which FICA applies, and is also the maximum amount applied to your 35-year average income calculation. The Medicare cost component of roughly 3% (employeer + employee sides) applies for all W-2 compensation in excess of $106,800.

Disclaimer: Information contained in this article is neither legal, financial, nor tax advice, and may contain inadvertent factual errors. If, however, these ideas cause you to re-examine your own salary, please check with your own legal, financial and tax advisors to be sure it's right for your specific situation.

Footnote: If you're serious about analysis, get your recent "Social Security Statement" (they send those out annually) and then go get the Indexing Factors for Earnings: http://www.ssa.gov/OACT/COLA/awifactors.html Enter your estimated retirement year, and you get the factors by which your earnings history is indexed to today's dollars. Multiply those factors by the respective years' earnings history. Then sort (descending) the resulting annually-adjusted amounts and total the best 35 years.

If you have viewpoint to share on this topic, please click "Comments" below and share those ideas with others.

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Terry Weaver


CEO
Chief Executive Boards International
http://www.chiefexecutiveboards.com/
TerryWeaver@ChiefExecutiveBoards.com

Chief Executive Boards International: Freedom for business owners & CEOs -- Less Work, More Money, More Freedom to enjoy it

Monday, June 1, 2009

3 Wealth Creation Systems -- Which One are You Betting on?



About 2 paragraphs into this article, you may wonder, "where's he going with this?" Stick with me -- there really is a meaningful point here.

In their book Revolutionary Wealth, Alvin and Heidi Toffler asserted that there have been only three basic systems of wealth creation since the dawn of mankind -- agriculture, industrial production and knowledge.

I recently experienced a 40-year reunion of my high school class in a small farm town in rural Kansas. The population when I lived there was 1400, and has now declined to about 900. I was awestruck by the decline in business activity and infrastructure.

Main Street is deserted on Saturday -- there were no cars parked on either side of a full city block in the central business district. The town used to be served by two rail lines, one on either end. One set of those tracks is completely gone, and both former stations are vacant lots. All three farm implement dealers --each of whose owners had kids in my class-- are out of business. The bowling alley is closed. There's only one small grocery store (used to be three). There isn't a restaurant open for breakfast. The former cattle auction complex is a vacant lot. And, finally, only 16 HS seniors graduated in 2009, only two of whom are headed to a 4-year college. This is for a consolidated high school serving half a county!

40 years before, the same high school graduated 44 seniors, with at least 20 continuing on to 4-year degrees. This "brain drain" fortells an under-educated future population -- something Kansas has never before dealt with.

Relating this to my brother last night, he asked "Why is it that the opportunities, earning power and standards of living appear to be higher for people leaving these small communities and moving to cities?" A very insightful question, I thought.

I'm no demographer or economist, but the answer I gave him was this: The economic system of agriculture is not leverageable by the addition of people. You can't throw more people or more money at a section (1 square mile, 640 acres) of land and grow more wheat (at least not much more). I use this term "leverage" a lot, and here's what I mean by "leverage" as applied to the traditional factors of production, land, labor and capital:

  • Land -- Required in massive amounts by agriculture. An acre (44,000 square feet) of land will produce about 40 bushels of wheat at a price of about $7/bushel -- $280 of annual output per acre.
    Imagine the productive capacity of 44,000 square feet of manufacturing, or 44,000 square feet of office space housing software developers. Or even 44,000 feet of warehouse space for a distributor.
    No contest -- land used for almost anything else produces thousands, perhaps millions of times the economic return per acre of agriculture. Much higher "leverage" for most any alternative use of land.

  • Labor -- You can't grow more wheat by throwing more labor at an acre. You generally can, however, increase the density of people in a plant, an office or a warehouse and increase output. In industrial or knowledge-based models, you leverage manpower by buying hours from employees and selling them for more than you pay for them. Easy to see in a service business -- In my IT services business, I used to buy hours for about $40 (payroll) from employees and sell them for about $125 (billing rate) to clients. Not a bad model. In manufacturing, the hourly cost is built into the manufacturing cost, which is supposed to be less than your selling price. And that's scalable -- if you can sell more, you can hire more and make more. This is leverage of labor -- not a choice in agriculture.

  • Capital -- Generally fixed assets, such as machinery and buildings. In manufacturing, you buy a machine that's capable of producing widgets in quantities far beyond the "per-unit" cost of the machinery (considering capital cost, operation, maintenance, depreciation, etc.) Or you expand a building and fill it with lots more such machines.
    In the farming model, most of the leverage over the past 100 years has been in machinery (replacing labor) -- massive harvesting combines allow one person to harvest all the wheat on a section of land in a few days. Add a couple of truck drivers and you have a harvesting crew. With the exception of irrigation (not so practical on a wheat farm), you can't produce more wheat per acre by throwing more machinery at it -- thus, leverage of machinery is not a choice in agriculture.
    Then, there's leverage of financial capital. You buy (borrow or invest) money at a cost (interest rate) far below the productive value of the money. With the exception of irrigation, you can't invest more money in an acre of land and produce more wheat -- thus, there's even limited leverage of money in agriculture. In fact, it's arguable that if you didn't inherit the land -- if you actually had to borrow money at the historical average prime rate of about 8%, you couldn't make money in wheat farming at all.

So, in answer to my brother's question, I'd say that agriculture, which is roughly 10,000 years old, has reached its limits as a wealth producing system, and has been eclipsed by both industrial production and knowledge work as systems far more effective in leveraging the traditional factors of production -- land, labor and capital. Unfortunately, those economic systems also argue for higher-density worker populations -- cities.

Thus it follows that people have been leaving and will continue to leave communities dependent upon agriculture as an economic system and migrate to communities able to leverage their "labor" far more highly.

This essay is admittedly limited to economic analysis, and completely ignores quality of life factors. Having grown up in a farm community, I can vouch for the fact that there isn't a much more comfortable, safe and relaxed place to live, work and raise kids. Those things have a value to many people, and are the intangibles that keep the still-needed people (although in smaller numbers) living and working in the small US communities that produce most of the world's food supply.

Toffler predicts that industrial production will be next to decline in importance as the third system of wealth creation, knowledge, asserts its intrinsic advantages.

So, are you betting on industrial production as your wealth-producing system? It has some limitations of its own, although not as pronounced as those limiting agriculture. Here's another chapter, comparing and contrasting the leverage of industrial production with that of knowledge.

If you've come to some realizations about the basic wealth-producing potential of your own business model, please click "Comments" below and share those ideas with others.

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Terry Weaver


CEO
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TerryWeaver@ChiefExecutiveBoards.com

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