- Who Has DIBS On Your Company? - Part
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- March 16,
- By Eric M. Scharf
- DIBS – Empowered
While global, national, and local economic climates may conspire to
make business opportunities unpredictable, DIBS empowers you to make
the most of the opportunities you do receive.
You may already possess the vision, leadership, management, and
organizational skills necessary to run your own business. DIBS
empowers you to build a business structure into which you can insert
You may hail from a micro-focused background with a burning desire
to begin a big picture business. DIBS empowers you to perform the
due diligence and research necessary to gain multi-faceted guidance
and avoid a painful stop to your startup.
DIBS empowers you – from any level – to become the decision maker
for your business and the gatekeeper for your future.
DIBS empowers you to develop and follow a CTC based upon
forward-thinking, reasonable, and smart business decisions.
DIBS empowers you to utilize a traditional product development
approach such as Waterfall or an agile methodology such as Scrum.
- DIBS also empowers you to clearly understand these methodologies are
for product development only . . . and that management of your
overall business is a separate and equally important responsibility
that must be pursued in parallel. Time, after all, does not
wait for business
management while you are focused on product development.
DIBS empowers you to potentially use a Lean Sigma Six (LSS) approach
to managing your business. DIBS also empowers you to understand LSS
is not incredibly conducive to the unscheduled nature of
independence and innovation – thus requiring a customization to LSS
to allow and protect independence and innovation in your product
DIBS empowers you to be as innovative and original within that CTC as
your decisions allow. Your decisions determine the level and quality
of resources at your disposal. The depth at which you procure and
manage those resources determines the level of innovation and
originality your products display. If you are new to the ways
of being in business for yourself – no matter your age – your
relative inexperience behooves you to avoid the adlibs and do your
DIBS . . . so you can remove beginner bibs and be counted among established
and reliable businesses sooner than you ever dreamed.
DIBS empowers you to create
and maintain a prioritized balance and budget
for those resources –
– Office Space – You may be choosing
between one or more leased spaces in local, national,
and international locations, or you may just prefer the rent-free home-office
approach for you and your employees. "Rent-free" in this case
only refers to renting actual office space . . . versus converting a
spare room in your apartment or house for office space. You may even
be considering virtual office space – along with a powerful dose of
blind faith in the risks and rewards that come with remote employees.
– Parking Facilities
– You may be considering parking spaces for personnel, extra spaces for
visiting investors and contractors, or you may just prefer the
rent-free, park in front of your home-office approach for you and
your employees. Then, again, some employees may have to endure
parking permits where they live – for which you may or may not want
to provide a monthly stipend.
– You may be selecting services for electricity, water, natural gas,
exterior / interior property maintenance, waste disposal,
and an office cleaning crew, or you may just prefer using the
services you already established for your rent-free home office.
– You may be considering a variety of components when selecting and
pursuing your personnel:
Employee Skills – Admin,
biz dev, artists, content designers, engineers, audio technicians,
QA, web designers, producers, on-site marketing, field agents for
premium product support or on-site sales demonstrations, and many
Employee Types –
Full-time, part-time, contract, in-house, outsource, or a hybrid
Employee Benefit Depths –
Full, partial, or no benefits.
Employee Benefit Coverages
– Employee only, employee + dependent, or employee + family, and how
much of the monthly cost will be paid by your business versus the
out-of-pocket expense to your employees.
Employee Benefit Types –
Medical, prescription coverage, financial (bonus, royalty, stock,
deferred, or a hybrid combination).
Employee Benefit Qualities
– PPO, HMO, or POS – wellness services.
Employee Pay Rates / Status
– Hourly, per consultation, per project, salaried, on retainer.
Employee Relocation Assistance
– This may simply be "assistance" in which $1,000-2,000
USD is offered to an employment candidate as a taxable income
"signing bonus." You may also establish offer letter language
stipulating repayment of any relocation amount if a candidate is
terminated before 90 days of employment. Assistance may also
turn into a full blown relocation package of $10,000+ USD for
certain high production / high reward candidates. Each candidate
is unique on a professional and personal level, and your potential
approach to relocation can be an absolute deal-breaker if your
"chosen one" is being asked to move life, family, and belongings
across the country.
personnel choices – and their associated benefits / compensation
packages – will narrow or become more flexible as the
direction of your business matures and the depth of your product line grows.
– Hardware and
Software – It is a rare business that does not require some hardware and
software solutions, and you will be considering a potential combination of commercial
/ retail or custom, purchase or lease, individual units or site
licenses, and backup redundancy systems for one or more physical or
virtual office locations.
– Communication / Networking
Solutions / Security – You
may be considering a potential combination of an ADT-style security
system for your office space, access cards for employees (which are
rather expensive when lost), a full-blooded office phone system,
hard line and mobile Internet solutions, air cards for mobile demo
systems, and mobile hot spots (supporting multiple devices) for
off-site team meetings.
DIBS empowers you to create and maintain accelerated procedural
training (APT) plans for the emergency addition of resources
(in-house and outsource) in the unforeseen event of a truncated
schedule for an externally-funded project. Emergency resources
become even more apt when given a good APT.
DIBS empowers you to establish various company savings accounts, diversify your product lineup and services, and
repurpose your resources against the sometimes painful unknowns of
the future. Such an unknown could be the very possible loss of
external funding for one of your projects – due to outside forces
beyond the control of your strongest performances, most efficient
deliveries, and smartest decisions.
DIBS empowers you to consider
repurposing personnel associated with a suddenly unfunded project. You may have the opportunity to
continue paying full salaries with no benefits, paying partial
salaries with partial benefits, no salaries with full benefits, or
simply partial benefits to those employees. While not every
business owner is in a position to avoid non-performance-based
layoffs, your willingness to offer creative solutions will gain you
tremendous loyalty from employees who may be operating under a
variety of challenging personal circumstances.
DIBS empowers you to understand that your personnel resources – to a
great degree – are your suppliers . . . and your partners. Your
resources may not own a piece of your business, but their efforts,
their flexibility, their health have a profound effect on the health
of your products and destiny of your business. Depending on
your type of business and product line, good talent can be hard to
find, harder to keep, and painful to train when completely new to
DIBS empowers you to diversify from exclusively producing one type
of software to also producing additional products localized for any
number of countries for any number of hardware platforms – such as
game-based learning software for multiple age groups, medical
visualization applications, manufacturing operations software,
productivity software, banking software, and so on and so forth.
DIBS empowers you to perform due diligence to determine how quickly
and how well your business can diversify – identifying any necessary
alterations to your CTC and personnel skill set.
DIBS empowers you to embrace diversification as the ultimate
opportunity to better protect and grow your business – rather than
fearing it as a detour from the core products you live to produce.
DIBS empowers you to view diversification as a path towards greater
independence and stability for your business and resources – rather
than falling prey to boredom and believing you have no choice but to
jettison one perfectly viable business in pursuit of an entirely new
business venture every few years.
DIBS empowers you to make decisions by the numbers in building,
maintaining, and growing your business rather than taking
shortcuts – unless due diligence confirms you are making the
DIBS empowers you to take manageable risks rather than blind leaps
DIBS empowers you to follow a recovery
plan (repurposing personnel), rather than a restructuring plan
DIBS empowers you to be confident that you did everything you
reasonably could – with your CTC and resources – to establish a new
business, prepare for more business, or pursue the reinvention of
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