With so many businesses at ownership or leadership crossroads, I could not be more passionate about helping them transition to their next chapter!

Many have no clear plan for succession or exit, and these companies don't realize that they will almost certainly sacrifice significant dollars, peace of mind, and ultimately, quality of life.

I know companies that cost themselves 8 figures, lost key employees, and even suffered health challenges. All because they refused to seek impartial advice and counsel.

This is difficult to watch, and a life-saving surgery made it even more clear that more work needed to be done.

I was given a second chance at life!

So I made the decision after 30+ years leading businesses and a nonprofit by growing revenue, optimizing profitability (or EBITDA), and developing leaders to help companies undergoing any form of transition.

But there's an important point here...

I am NOT a traditional consultant.

I am an execution-focused operator.

My sole focuses are on execution and results, because I've seen million-dollar consulting projects that were all theory and beautiful presentations--with NO execution--destroy proud 100-year-old businesses. And I've also seen much smaller engagements derail businesses because the project leaders believed (or at least pretended) that they had all the answers.

This doesn't have to happen!

An engagement with me (or my extended of vetted professionals) starts with an exploratory 30-60 minute call (or in-person meeting, depending on your location) so that we can discuss your most significant challenges and questions.

We'll talk openly and confidentially, so that we can determine together what a partnership could look like.

I use the term Transition Executive (TM). Transition takes many forms, and it encompasses all of these types of arrangements (and more):

• A Fractional (part-time) or Interim (temporary) CEO to guide your ship with an operator's focus. An executive who gets thing done!

• An unbiased review of your company's "transition-readiness," to include how prepared you are for an exit, succession, growth initiative, or turnaround--whichever is needed.

Outcomes that I've personally driven can include:

• Exit: selling to the right acquirer, and the one whose visions honors yours.

• Succession: choosing and preparing your next CEO, President, or General Manager to make decisions, defend them, adjust as needed, and lead the business. This sounds easy, but your need needs to be prepared--and not simply appointed!

• Employee Ownership models: including Employee Stock Ownership Programs (ESOPs), Employee Ownership Trusts (EOTs), and many more options that provide key or all employees with an opportunity to own your business.

My work is all about helping business owners avoid making costly mistakes and if you only consider exit and succession scenarios, I most often encounter businesses that are:

1. stuck with low growth or declining sales, often due to their inability (or sometimes, their unwillingness) to address significant internal/external challenges;

2. leaving tens of millions of dollars on the table when being acquired;

3. closing their doors because they either ignored or were unaware of the need for execution-focused succession planning;

4. transitioning with unprepared leaders and teams who were either poorly selected, or not given the tools they needed to succeed in roles with significantly more accountability; and

5. hiring future leaders with zero integrity (because on paper, these people often look good).

This is the "short" version of my story, and it boils down to helping companies and owners create their best life possible as they prepare for whatever they consider to be their "next chapter."

I welcome your comments and questions, so feel free to reach out on LinkedIn or via email (Jeff@TransitionYourBusiness.com) and think about:

- What's working for you?

- What's not working for you?

- What challenges are you facing?

- What keeps you up at night?

To your successful and "transition!"

Jeff

With so many businesses at ownership or leadership crossroads, I could not be more passionate about helping them transition to their next chapter!

Many have no clear plan for succession or exit, and these companies don't realize that they will almost certainly sacrifice significant dollars, peace of mind, and ultimately, quality of life.

I know companies that cost themselves 8 figures, lost key employees, and even suffered health challenges. All because they refused to seek impartial advice and counsel.

This is difficult to watch, and a life-saving surgery made it even more clear that more work needed to be done.

I was given a second chance at life!

So I made the decision after 30+ years leading businesses and a nonprofit by growing revenue, optimizing profitability (or EBITDA), and developing leaders to help companies undergoing any form of transition.

But there's an important point here...

I am NOT a traditional consultant.

I am an execution-focused operator.

My sole focuses are on execution and results, because I've seen million-dollar consulting projects that were all theory and beautiful presentations--with NO execution--destroy proud 100-year-old businesses. And I've also seen much smaller engagements derail businesses because the project leaders believed (or at least pretended) that they had all the answers.

This doesn't have to happen!

An engagement with me (or my extended of vetted professionals) starts with an exploratory 30-60 minute call (or in-person meeting, depending on your location) so that we can discuss your most significant challenges and questions.

We'll talk openly and confidentially, so that we can determine together what a partnership could look like.

I use the term Transition Executive (TM). Transition takes many forms, and it encompasses all of these types of arrangements (and more):

• A Fractional (part-time) or Interim (temporary) CEO to guide your ship with an operator's focus. An executive who gets thing done!

• An unbiased review of your company's "transition-readiness," to include how prepared you are for an exit, succession, growth initiative, or turnaround--whichever is needed.

Outcomes that I've personally driven can include:

• Exit: selling to the right acquirer, and the one whose visions honors yours.

• Succession: choosing and preparing your next CEO, President, or General Manager to make decisions, defend them, adjust as needed, and lead the business. This sounds easy, but your need needs to be prepared--and not simply appointed!

• Employee Ownership models: including Employee Stock Ownership Programs (ESOPs), Employee Ownership Trusts (EOTs), and many more options that provide key or all employees with an opportunity to own your business.

My work is all about helping business owners avoid making costly mistakes and if you only consider exit and succession scenarios, I most often encounter businesses that are:

1. stuck with low growth or declining sales, often due to their inability (or sometimes, their unwillingness) to address significant internal/external challenges;

2. leaving tens of millions of dollars on the table when being acquired;

3. closing their doors because they either ignored or were unaware of the need for execution-focused succession planning;

4. transitioning with unprepared leaders and teams who were either poorly selected, or not given the tools they needed to succeed in roles with significantly more accountability; and

5. hiring future leaders with zero integrity (because on paper, these people often look good).

This is the "short" version of my story, and it boils down to helping companies and owners create their best life possible as they prepare for whatever they consider to be their "next chapter."

I welcome your comments and questions, so feel free to reach out on LinkedIn or via email (Jeff@TransitionYourBusiness.com) and think about:

- What's working for you?

- What's not working for you?

- What challenges are you facing?

- What keeps you up at night?

To your successful and "transition!"

Jeff

With so many businesses at ownership or leadership crossroads, I could not be more passionate about helping them transition to their next chapter!

Many have no clear plan for succession or exit, and these companies don't realize that they will almost certainly sacrifice significant dollars, peace of mind, and ultimately, quality of life.

I know companies that cost themselves 8 figures, lost key employees, and even suffered health challenges. All because they refused to seek impartial advice and counsel.

This is difficult to watch, and a life-saving surgery made it even more clear that more work needed to be done.

I was given a second chance at life!

So I made the decision after 30+ years leading businesses and a nonprofit by growing revenue, optimizing profitability (or EBITDA), and developing leaders to help companies undergoing any form of transition.

But there's an important point here...

I am NOT a traditional consultant.

I am an execution-focused operator.

My sole focuses are on execution and results, because I've seen million-dollar consulting projects that were all theory and beautiful presentations--with NO execution--destroy proud 100-year-old businesses. And I've also seen much smaller engagements derail businesses because the project leaders believed (or at least pretended) that they had all the answers.

This doesn't have to happen!

An engagement with me (or my extended of vetted professionals) starts with an exploratory 30-60 minute call (or in-person meeting, depending on your location) so that we can discuss your most significant challenges and questions.

We'll talk openly and confidentially, so that we can determine together what a partnership could look like.

I use the term Transition Executive (TM). Transition takes many forms, and it encompasses all of these types of arrangements (and more):

• A Fractional (part-time) or Interim (temporary) CEO to guide your ship with an operator's focus. An executive who gets thing done!

• An unbiased review of your company's "transition-readiness," to include how prepared you are for an exit, succession, growth initiative, or turnaround--whichever is needed.

Outcomes that I've personally driven can include:

• Exit: selling to the right acquirer, and the one whose visions honors yours.

• Succession: choosing and preparing your next CEO, President, or General Manager to make decisions, defend them, adjust as needed, and lead the business. This sounds easy, but your need needs to be prepared--and not simply appointed!

• Employee Ownership models: including Employee Stock Ownership Programs (ESOPs), Employee Ownership Trusts (EOTs), and many more options that provide key or all employees with an opportunity to own your business.

My work is all about helping business owners avoid making costly mistakes and if you only consider exit and succession scenarios, I most often encounter businesses that are:

1. stuck with low growth or declining sales, often due to their inability (or sometimes, their unwillingness) to address significant internal/external challenges;

2. leaving tens of millions of dollars on the table when being acquired;

3. closing their doors because they either ignored or were unaware of the need for execution-focused succession planning;

4. transitioning with unprepared leaders and teams who were either poorly selected, or not given the tools they needed to succeed in roles with significantly more accountability; and

5. hiring future leaders with zero integrity (because on paper, these people often look good).

This is the "short" version of my story, and it boils down to helping companies and owners create their best life possible as they prepare for whatever they consider to be their "next chapter."

I welcome your comments and questions, so feel free to reach out on LinkedIn or via email (Jeff@TransitionYourBusiness.com) and think about:

- What's working for you?

- What's not working for you?

- What challenges are you facing?

- What keeps you up at night?

To your successful and "transition!"

Jeff

With so many businesses at ownership or leadership crossroads, I could not be more passionate about helping them transition to their next chapter!

Many have no clear plan for succession or exit, and these companies don't realize that they will almost certainly sacrifice significant dollars, peace of mind, and ultimately, quality of life.

I know companies that cost themselves 8 figures, lost key employees, and even suffered health challenges. All because they refused to seek impartial advice and counsel.

This is difficult to watch, and a life-saving surgery made it even more clear that more work needed to be done.

I was given a second chance at life!

So I made the decision after 30+ years leading businesses and a nonprofit by growing revenue, optimizing profitability (or EBITDA), and developing leaders to help companies undergoing any form of transition.

But there's an important point here...

I am NOT a traditional consultant.

I am an execution-focused operator.

My sole focuses are on execution and results, because I've seen million-dollar consulting projects that were all theory and beautiful presentations--with NO execution--destroy proud 100-year-old businesses. And I've also seen much smaller engagements derail businesses because the project leaders believed (or at least pretended) that they had all the answers.

This doesn't have to happen!

An engagement with me (or my extended of vetted professionals) starts with an exploratory 30-60 minute call (or in-person meeting, depending on your location) so that we can discuss your most significant challenges and questions.

We'll talk openly and confidentially, so that we can determine together what a partnership could look like.

I use the term Transition Executive (TM). Transition takes many forms, and it encompasses all of these types of arrangements (and more):

• A Fractional (part-time) or Interim (temporary) CEO to guide your ship with an operator's focus. An executive who gets thing done!

• An unbiased review of your company's "transition-readiness," to include how prepared you are for an exit, succession, growth initiative, or turnaround--whichever is needed.

Outcomes that I've personally driven can include:

• Exit: selling to the right acquirer, and the one whose visions honors yours.

• Succession: choosing and preparing your next CEO, President, or General Manager to make decisions, defend them, adjust as needed, and lead the business. This sounds easy, but your need needs to be prepared--and not simply appointed!

• Employee Ownership models: including Employee Stock Ownership Programs (ESOPs), Employee Ownership Trusts (EOTs), and many more options that provide key or all employees with an opportunity to own your business.

My work is all about helping business owners avoid making costly mistakes and if you only consider exit and succession scenarios, I most often encounter businesses that are:

1. stuck with low growth or declining sales, often due to their inability (or sometimes, their unwillingness) to address significant internal/external challenges;

2. leaving tens of millions of dollars on the table when being acquired;

3. closing their doors because they either ignored or were unaware of the need for execution-focused succession planning;

4. transitioning with unprepared leaders and teams who were either poorly selected, or not given the tools they needed to succeed in roles with significantly more accountability; and

5. hiring future leaders with zero integrity (because on paper, these people often look good).

This is the "short" version of my story, and it boils down to helping companies and owners create their best life possible as they prepare for whatever they consider to be their "next chapter."

I welcome your comments and questions, so feel free to reach out on LinkedIn or via email (Jeff@TransitionYourBusiness.com) and think about:

- What's working for you?

- What's not working for you?

- What challenges are you facing?

- What keeps you up at night?

To your successful and "transition!"

Jeff

With so many businesses at ownership or leadership crossroads, I could not be more passionate about helping them transition to their next chapter!

Many have no clear plan for succession or exit, and these companies don't realize that they will almost certainly sacrifice significant dollars, peace of mind, and ultimately, quality of life.

I know companies that cost themselves 8 figures, lost key employees, and even suffered health challenges. All because they refused to seek impartial advice and counsel.

This is difficult to watch, and a life-saving surgery made it even more clear that more work needed to be done.

I was given a second chance at life!

So I made the decision after 30+ years leading businesses and a nonprofit by growing revenue, optimizing profitability (or EBITDA), and developing leaders to help companies undergoing any form of transition.

But there's an important point here...

I am NOT a traditional consultant.

I am an execution-focused operator.

My sole focuses are on execution and results, because I've seen million-dollar consulting projects that were all theory and beautiful presentations--with NO execution--destroy proud 100-year-old businesses. And I've also seen much smaller engagements derail businesses because the project leaders believed (or at least pretended) that they had all the answers.

This doesn't have to happen!

An engagement with me (or my extended of vetted professionals) starts with an exploratory 30-60 minute call (or in-person meeting, depending on your location) so that we can discuss your most significant challenges and questions.

We'll talk openly and confidentially, so that we can determine together what a partnership could look like.

I use the term Transition Executive (TM). Transition takes many forms, and it encompasses all of these types of arrangements (and more):

• A Fractional (part-time) or Interim (temporary) CEO to guide your ship with an operator's focus. An executive who gets thing done!

• An unbiased review of your company's "transition-readiness," to include how prepared you are for an exit, succession, growth initiative, or turnaround--whichever is needed.

Outcomes that I've personally driven can include:

• Exit: selling to the right acquirer, and the one whose visions honors yours.

• Succession: choosing and preparing your next CEO, President, or General Manager to make decisions, defend them, adjust as needed, and lead the business. This sounds easy, but your need needs to be prepared--and not simply appointed!

• Employee Ownership models: including Employee Stock Ownership Programs (ESOPs), Employee Ownership Trusts (EOTs), and many more options that provide key or all employees with an opportunity to own your business.

My work is all about helping business owners avoid making costly mistakes and if you only consider exit and succession scenarios, I most often encounter businesses that are:

1. stuck with low growth or declining sales, often due to their inability (or sometimes, their unwillingness) to address significant internal/external challenges;

2. leaving tens of millions of dollars on the table when being acquired;

3. closing their doors because they either ignored or were unaware of the need for execution-focused succession planning;

4. transitioning with unprepared leaders and teams who were either poorly selected, or not given the tools they needed to succeed in roles with significantly more accountability; and

5. hiring future leaders with zero integrity (because on paper, these people often look good).

This is the "short" version of my story, and it boils down to helping companies and owners create their best life possible as they prepare for whatever they consider to be their "next chapter."

I welcome your comments and questions, so feel free to reach out on LinkedIn or via email (Jeff@TransitionYourBusiness.com) and think about:

- What's working for you?

- What's not working for you?

- What challenges are you facing?

- What keeps you up at night?

To your successful and "transition!"

Jeff