GQ Law

GQ Law/Coastal Estate Planning is a law firm based in San Diego and Orange County California. The firm specializes in estate planning, Wills and Trusts, Probate, and Trust Administration.

Analysis for Managers: Financial Ratios

Posted on May 31, 2017 by Gary

Analysis for Managers: Financial Ratios

Image result for financial ratios

If I were to tell you that someone weighs 75 lbs, you might say that he/she is a very light person. But what if I told you that person was a one-year-old? You would probably either fall off your chair, drop you phone on the ground or just flat out think I was bluffing.

And what if I told you that a certain company made a $1 million profit last year? Sounds like a big number, right? Does it change your perspective if I tell you that this company did $100 billion in sales last year? That’s only a 0.1% profit margin. Pretty slim in all reality.

The lesson here is a lesson on relativity. Measurement often becomes much more insightful when taken in context and shown with or in contrast to another measure. Weight to height, cost per square foot, profit to sales, short term assets to short term liabilities, etc.

Going along with our last post on cash flow, today we’re going to provide you with a quick list of places to go to find financial ratios that will help you dig a little deeper into your business’ financials. Here are three very useful sites on the subject:

Simple, easy to understand explanations of key financial ratios

Provides a quick reference guide separated by topic with easy calculation references

ZionsBank

A detailed guide to analyzing your small business financials—very helpful!

We hope these three resources, along with any others you find, will help you to do an even better job managing your business in order to keep serving your customers and taking care of you and yours.

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Analysis for Managers: Cash Flow

Posted on May 30, 2017 by Gary

Analysis for Managers: Cash Flow

Have you ever been confused at the fact that you can sit at your desk and wonder, “How on Earth am I going to make payroll?” and yet the P&L (Profit and Loss statement) your accountant or QuickBooks just showed you says that your company is turning a healthy profit?

Welcome to cash flow problems!

This won’t be a completely comprehensive article on the subject but it should be enough to at least get you started or pique your interest. And for many, this will just be a quick review.

Below are four key points regarding the ever important concept of cash flow.

First: Understanding why cash flow analysis is important

Jonathan Moreland put it well when he said:

“At least as important as a company’s profitability is its liquidity – whether or not it’s taking in enough money to meet its obligations. Companies, after all, go bankrupt because they cannot pay their bills, not because they are unprofitable. Now, that’s an obvious point. Even so, many investors routinely ignore it. How? By looking only at a firm’s income statement and not the cash flow statement.”

A cash flow statement removes the noise of accrual accounting and helps us talk in terms of money in the bank here and now. This is essential because in business, “cash is king.”

Second: Building a cash flow statement

In most cases your accountant will be able to do this for you (but you may need to request it!) and oftentimes your small business accounting software will build one automatically. Do some clicking to find out.

For those who want to take on the exercise themselves (which is a fantastic way to truly understand), here is a helpful link.

Third: Analyze the information

The cashflow statement will end up giving you four net figures:

Cash flows from operations – how much money your company brings in and out during it’s day-to-day operations
Cash flows from investing activities – how much money your company brings in and out as a result of investments such as capital expenditures, purchase of securities, etc.
Cash flows from financing activities – how much money your company brings in and out from loans, outside investor capital, issuance of dividends, etc.
Net cash flows – the sum of them all, or the total net cash in the door

In addition to a standalone look at these metrics, another key here is benchmarking. You can compare to previous periods, other areas of the business or against key competitors in your industry. Just make sure that you’re using strategic benchmarking, or benchmarking against the best-in-class, rather than just an industry average. A good place to find industry benchmarking data online is found here.

Fourth and finally: Take action!

Now that you see where you’re netting positively or negatively in a given timeframe, or that you tend to dip into the red during certain periods of the year (using multiple period comparisons) or perhaps that you have some headroom when considering best-in-class performance, take action!

One important action you can take is to manage a cash flow budget. This can be as simple as listing your actual cash inflows and outflows over future time periods to forecast where there might be trouble. Then, have the discipline to either wait to spend or bring in some more cash.

After all is said and done, profit is still important but understanding exactly the money flowing in and out the door is equally as such (if not more). We hope this information has been helpful and that with this new skill set (or quick refresh) you can avoid that awful feeling of not having enough to make payroll and that you can have the power to grow your business into the future.

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Analysis for Managers: Industry Analysis

Posted on March 31, 2017 by Gary

Analysis for Managers: Industry Analysis

The next important analysis to undertake around your business is an industry analysis. This is where we look at the entire landscape of the economic branch in which your business operates. To do this we’ll use a well-known and effective tool, called the “Porter’s Five Forces,” which helps a manager to understand the current and future profitability outlook of his/her business. Figuratively and literally, each of these “forces” presses/suppresses profit margins within a given industry.

So, grab some paper, a notepad, or a open new Word doc and let’s answer some questions.

Industry rivalry—How intense is the competition in your industry? Do you feel like you’re “one-of-a-kind” or are you working hard to get others’ customers?
Threat of substitutes —How easy is it for a customer to substitute your product or service for another and still get the job done?
Bargaining power of buyers—Do the buyers in your business hold the big stick?
Bargaining power of suppliers—Or do the suppliers hold the big stick?
Barriers to entry—How easy is it for someone to enter into your line of work? (i.e. start doing what you’re doing?)

Other important questions to ask include:

How is business changing in my industry? i.e. more online, demand for speed, lower prices, etc.
What do I see my customers wanting in 10 or 15 years?
Why are these changes occurring?

As you consider these questions, it’s essential to flex that analysis muscle and keep asking, why? Doing so helps us identify the true and fundamental trends that are occurring in our industries.

Industry analysis is a higher level and more future-centered analysis than others, and for that reason it is vital. A manager that analyzes his/her industry, looks to the future and makes investments/changes as a result is much more likely to stay profitable!

All our best in your journey to continue to seek future success.

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New Series: Analysis for Managers

Posted on February 28, 2017 by Gary

New Series: Analysis for Managers

An essential capability of managers is the ability to analyze. Analyze situations, numbers, markets, trends, products, people, financials, and more. For that reason, we’re excited to launch our newest series: Analysis for Managers.

This new series will feature posts on everything from the cognitive process of analysis to analyzing financial ratios and a business’ customer base.

But before you decide that you’re exempt from “this type of thing” and your not planning to read our upcoming posts because you “never liked math in school” or “you’re not a numbers person,” take heart from the famous statistician, Edward Tufte. He wisely taught: “If the statistics are boring, then you’ve got the wrong numbers.”

The numbers you read in high school about John approaching Jane at x miles/hour and Jane approaching John at y miles/hour were, most likely, “the wrong numbers” –and for that reason, you used to get bored. But when we start to discuss metrics such as your company’s income per employee, the dollar amount of liquid assets you need to operate your business (working capital) or time series analysis to understand market trends, you’ll start to be much more interested. Moreover–these posts won’t all be about numbers!

We look forward to discussing and learning together over these next few months and hope you join us in learning to be better, more analytical, managers. We promise the return on investment (ROI) of your time will be positive!

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Becoming a Coach

Posted on February 27, 2017 by Gary

Becoming a Coach

Thinking back to the most impactful people in your lives, who have they been?

For many, it’s family members, friends, bosses and undoubtedly–sports or other coaches. Coaches in particular tend to have a special place in peoples’ hearts as these coaches often expected the most of of them and gave them the most time and energy.

Likewise, it could be said that any good teacher, mentor or influencer is a “coach.” Today, we’re going to discuss Joseph Weintraub and James Hunt’s four reasons managers should spend more time not only receiving coaching but being a coach.

First: Coaching is essential for achieving business goals

Weitraub and Hunt in their May 2015 HBR article discuss how mangers that invest time in coaching see that coaching is not a “nice to have” aspect in the job force but a “must have.” They understand that talent needs to be worked, molded and grown and that talent is what will drive business results.

Second: Coaching can (and should be!) enjoyable

Few things are as rewarding as watching things grow. Think about it. Parents raising children, a gardner growing flowers, a businessperson growing their customer base–all rewarding, in their own right, because of growth.

Third: Coaching is satisfying for the curious

The writers share : “Coaching managers ask a lot of questions. They are genuinely interested in finding out more about how things are going, what kinds of problems people are running into, where the gaps and opportunities are, and what needs to be done better.” Learning about others and how to help them solve their problems can be immensely satisfying to the curious.

Finally: Coaching establishes connection

It is human nature to desire to be connected. And coaching is a fantastic way to facilitate it. As a coach shows empathy and works with a coachee, deep and lasting relationships can be formed; these can be something that grows to be more than a business transaction. These relationships can become something of value that creates bonds and builds a more meaningful sense of humanity in the workplace.

Overall, becoming a coach is a fantastic way to give back to those who have coached you. There is no sum of money and no praise worthy enough to repay a coaching debt, but becoming a great coach is perhaps the best and most desirable way to show appreciation to those who have gone before.

Now it’s your turn. Who do you know that needs a coach? Reach out, it’s time to give back!

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Leadership Series: Your Legacy

Posted on January 31, 2017 by Gary

Leadership Series: Your Legacy

18 articles later, we’ve reached the final post in the Leadership Series. We hope you feel empowered and inspired to build your legacy as a leader.

In our first post of the Leadership Series we wrote the following:

“What is the one skill that would dramatically change the quality of your life? It might be communication, empathy, diligence, financial acumen, or perhaps a technical skill like programming or product engineering.

But what if we told you that there is one skill that is the sum of all other skills–the culmination of them all? Well, there is. And it’s LEADERSHIP.”

So, do you believe it now? Do you see how leadership is the key? We most definitely do and that’s why we spent nine months with leadership as the focus.

But now we’d like to end this series with one last story. The story of Alfred Nobel.

In 1867, Alfred Nobel, a Swedish scientist, invented Dynamite, a substance found to be extremely useful in excavation, mining and railroad construction. However, it wasn’t long before this explosive and dangerous compound began to take interest in military applications, where it was used in warfare during the Spanish American War.

“When Nobel’s brother died, a newspaper ran a long obituary of Alfred Nobel, believing that it was he who had passed away. Thus, Nobel had an opportunity granted few people: to read his obituary while alive. What he read horrified him: The newspaper described him as a man who had made it possible to kill more people more quickly than anyone else who had ever lived.

At that moment, Nobel realized two things: that this was how he was going to be remembered, and that this was not how he wanted to be remembered (source).”

After feeling the pain of reading what legacy he was on track to leave, he made a change by funding something that honors superior men and women who have made outstanding to the world. Today, Alfred Nobel is best known as the founder of the Nobel prize.

Imagine you were reading your obituary. What would it say? How would you be remembered? Would it talk about how your were ruthless, but “got the job done?” Or that you were a workaholic who brought his business from nothing to greatness, only while leaving his family behind?

Make the change today. You can “rewrite” your own obituary. You are the leader of your legacy.

We believe in you and are grateful for your leadership. Thank you for leading our world to become a better place.

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Leadership Series: Negotiating

Posted on December 22, 2016 by Gary

Leadership Series: Negotiating

“Negotiating? Well, that’s not for me. I’m not a salesman, lawyer or politician. Surely negotiating isn’t important in leadership.”

The authors or “Getting to Yes” disagree. Their best seller starts:

“Like it or not, you’re a negotiator. Negotiation is a fact of life. You discuss a raise with your boss. You try to agree with a stranger on a price for his house.” You negotiate with your co-workers on where capital investment should be allocated and what new products to deploy. Or, to provide two more examples from Getting to Yes, perhaps you’re trying to mutually agree with your spouse on where to go for dinner or with you kids on what time they should go to bed (not so easy when the other party’s position is “never!“)

No matter in what situation you find yourself negotiating, the situation should not end up as a positional “haggle-fest.” An example of which would be opening up with a low ball offer that’s countered with a high ball rejection, only to whittle its way to somewhere in the middle or to end in no agreement at all. Just bitter feelings.

That’s when the authors of Getting to Yes suggest using “principled negotiation.” Principled negotiation is focused on four main things: 1) People – separating the people from the problem; 2) Interests – focusing on interests, not positions; 3) Options – developing multiple options for mutual gain, and; 4) Criteria – insisting that the result be based on some objective standard. Following is a brief discussion on each.

People:

Negotiations are always centered around some sort of problem but the person on the other side of the table is not that problem. We must neither be soft and weak in fear of hurting a relationship, which usually ends in feelings of unfairness on the part of the party who gives up most, nor should we take a brash, harsh, bullying approach. We must separate the people from the problem and address them both separately.

Interests:

When we focus on what both parties are interested in, we don’t need to take ego building positions that give a sense of winning or losing to each side. We can focus on mutual benefit and gain. And this step is essential to frame the next principle.

Options:

Rarely is there only one “perfect” option to agree upon. So, invent multiple and discuss them with the other party. This helps both sides know that the best option for mutual gain has been searched for and selected.

Criteria:

Finally, the result can’t be based on feeling or what is perceived to be fair but should be based off of some sort of what the authors call “objective standards.” This might be determined by “market value, expert opinion, custom, or law” or any other number of criteria that remove personal opinion and introduce facts, evidence or support.

Now, armed with these principles, you’re better prepared to separate the people from the problem, focus on the interests of both parties, come up with multiple options and base your negotiating on objective criteria.

Good luck and we wish you the best this holiday season.

Merry Christmas and Happy New Year!

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Leadership Series: Emotional Intelligence

Posted on December 1, 2016 by Gary

Leadership series: Emotional Intelligence

Image result for emotional intelligence

Today’s topic will be introduced by a thought provoking fact: people with average IQs outperform those with the highest IQs 70% of the time (source).

Wait, you got that backward, right?

So, if it isn’t smarts that drives success, what is it?

Research suggests that it’s emotional intelligence.

Emotional intelligence is “the capacity to be aware of, control, and express one’s emotions, and to handle interpersonal relationships judiciously and empathetically” (source).

This is an indispensable capability of any true leader. Leaders inspire, uplift, understand, guide, build and grow. They discover the natural strengths of others and invest in their success. And all of these things require emotional intelligence to make happen. A leader must be aware of his/her position and how they can help others along and know the delicate differences in those they work with.

If you don’t feel like you’re a very emotionally intelligent person, don’t worry, it’s not a “have or have not” like many might describe IQ. Emotional intelligence can be developed.

Here are two suggestions that you can start applying today:

Become self-aware

When you start to feel emotionally heightened, ask yourself, “What emotion am I experiencing.” Label the emotion with a specific term (i.e. I’m feeling…sad, frustrated, deceived, excited, happy, nervous, etc.) and accept the fact that you feel that way. At the same time, realize you don’t need to act out negatively (if you’re experiencing a negative emotion) according to how you’re feeling. As you do this you will feel empowered to address your emotions and control your own behavior. Denying the way you feel often evokes a more heightened sense of the emotion

Become aware of others

This step requires empathy, or “the ability to understand and share the feelings of another” (source). The ability to step back, put yourself in someone else’s shoes and feel how they feel is incredibly enabling and ennobling. It will help you to know what others need and feel empathically for them. This doesn’t mean that you’ll be soft on them, although you may need to, but it means that you’ll better address the situation with a more personal understanding because you have seen the situation from their eyes. You’ll then know if you need to be firm and direct or soft and encouraging.

As you begin to become self-aware and aware of others, you will develop emotional intelligence. And as you develop emotional intelligence you will become a more effective leader. We wish you the best in your pursuit of becoming the best you can be!

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Leadership Series: Change Management

Posted on November 30, 2016 by Gary

Leadership Series: Change Management

John F. Kennedy once taught an important principle:

“Change is the law of life. And those who look only to the past or present are certain the miss the future.”

Inviting change, handling change and perhaps most importantly leading change are essential capabilities of influential leaders. So today, we’ll discuss five principles of what business strategists and behavioral economists have called, “Change Management.” See more at http://www.strategy-business.com/article/rr00006?gko=643d0

Address the “human side” systematically

When change occurs, people react. Some react by embracing, others by waiting for others to move first and others reject change altogether. For this reason, it’s essential that leadership has a structured release of the change plan resulting implications across the board.

Involve every layer

Since organizational change requires support at all levels, it’s essential to identify key leadership and individuals at all levels of the organizations to initiate and sustain execution of changes from the top down. These people will serve as role models to inspire those near them and be a fast resource for trust and communication.

Make the formal case

People will not likely change unless they know why they should. Be sure to clearly and simply answer the three fundamental questions: What is being changed? How are these changes going to affect me and the organization? And, why is this change necessary. Always remember, “The ‘what’ informs and the ‘why’ transforms” (Dieter F. Uchtdorf).

Create ownership

When key leaders and individuals at every level begin to embrace change, it’s vital that there is more than mere agreement with the new direction—there must be ownership. As senior leaders seek for others to own the new organizational changes, these change owners begin to expand their influence and support others that are struggling and need support throughout the process—people that leadership won’t readily be able to reach.

Speak to the individual

Someone once said, “Organizations don’t change, people do.” This is the critical element of change management. No matter how “perfect” a strategy may be or how much capital has been invested, an organization will not change, unless the people do. With that in mind, it must be understood that people cannot be changed, they can only be invited or inspired to do so. The actual change must come through conscious decision and constant effort by the thoughts and actions of those that make up the organization. Focus on the individual and you will find the source of change.

In review: have and communicate a plan, involve people at all levels, teach the “why,” create ownership and speak to the individual. As you do so, you will have the depth and breadth of leadership needed to move forward into the future.

We hope this post has been insightful and inspiring and wish you the best as you and those in your organization embrace change, “the law of life.” We look forward to your success!

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Protecting Your Online Reputation for Entrepreneurs

Posted on August 12, 2014 by Gary

Protecting Your Online Reputation

As an entrepreneur or new business owner, protecting your online reputation is essential.

Whether or not you run your business online, in our tech savvy and internet dependent world, your online reputation is key to success as a business owner.

“Before the Internet connected the entire world, your business reputation was something that you built, not managed. Fallout from the customer complaints you couldn’t fix was of limited scope. Today, the Internet acts like a lens that magnifies every blemish, perceived insult and mistake—and then broadcasts it with a bullhorn.” Time.com

Just one negative review by a customer on a review site like Yelp or Google can seriously damage your reputation and eventually, your business’ bottom line.

Continue reading →