Aug. 18, 2025

Warren Rutherford, founder and President of Rutherford Advisors dba The Executive Suite

Warren Rutherford, founder and President of Rutherford Advisors dba The Executive Suite
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Returning guest Warren Rutherford brings decades of insight into executive leadership and strategic talent alignment.

He specializes in executive search for private and family-owned businesses across the U.S. and internationally.

His work goes far beyond recruitment, helping organizations reimagine their leadership teams in ways that drive long-term growth, cultural fit, and strategic execution, ensuring that leadership transitions align vision with the right talent to elevate performance.

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for choosing W four CY Radio.

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Churchill said, those who failed to learn from history are

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condemned to repeat it. Kevin helen n believes that certainly

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applies to business. Welcome to Winning Business Radio here at

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W four CY Radio. That's W four cy dot com

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and now your host, Kevin Helena.

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Thanks everybody for joining in today. I am Kevin Hallanan

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and welcome back to Winning Business TV and Radio on

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W four cy dot com. We are streaming live on

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Talk the number four tv dot com in addition to Facebook,

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and that's at Winning Business Radio. And of course we're

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available wherever you get your podcast content, YouTube by Heart Radio, Spotify, Apple.

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Then the list goes on the mission of winning business

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radio and TV, as regular viewers and listeners know, is

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to offer insights and advice to help people avoid the

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mistakes of others, right to learn best practices. Those are

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the how tos, the what toos, the what not tos,

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and to be challenged and hopefully to be inspired by

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the successes of others. Those consultants, coaches, advisors, authors, founders

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and owners and entrepreneurs, people with expertise. But you know,

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virtually every successful person I've ever talked to has said

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some form of failure in their lives and careers. So

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while we all have to get our knees skinned once

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in a while, I'm driven to keep those scrapes from

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needing major surgery. Let's endeavor to learn from history so

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we don't repeat it. I've spent the better part of

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my career equipping businesses to grow from solopreneurs to small

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and medium sized companies all the way up to the

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Fortune fifty. I've seen some of those companies win, and

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to varying degrees, I've seen some fail. I've had the

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opportunity to rub elbows with some of the highest performing

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people around and with some who probably should have found

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other professions and my own businesses. I've had lots of success,

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but some failures too. I like to think I've learned

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a lot from those experiences. So you're going to hear

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from me, but mostly you're going to hear from our guests.

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Those experts, consultants, coaches, advisors, authors, founders and owners and entrepreneurs.

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And today my guest is Warren Rutherford. He is founder

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and president of Rutherford Advisors DBA The Executive Suite, and

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here's his bio. Warren Rutherford returns for a second time

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to Winning Business Radio. He was here in twenty twenty,

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bringing with him decades of insight into executive leadership and

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such strategic talent alignment. Since founding Rutherford Advisors, Inc. DBA

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The Executive Suite in nineteen ninety seven, he has specialized

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in executive search for private and family owned businesses across

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the US and internationally. His work goes far beyond recruitment, though,

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helping organizations reimagine their leadership, team teams and ways that

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drive long term growth, cultural fit, and strategic execution. Warren

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partners with businesses to design growth driven executive search strategies

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rooted in a deep excuse me in a deep understanding

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of their strengths, opportunities, aspirations, and desire results. His approach

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ensures that leadership transition transitions I can Talk Warre are

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not just about filling roles, but about aligning vision with

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the right talent to elevate performance. As a one page

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business plan consultant, Warren works with business owners to develop

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strategic and actionable business plans. He also plays an active

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role in shaping the Cape Cod, Massachusetts business landscape. He

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currently chairs the Cape Cod Economic Development Council and has

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served as the founding board chair of Leadership cape Cod.

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His additional leadership and advisory roles include Provisors New England,

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the Exit Planning Exchange That's XPX, New England, Rotary International,

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and E for All Mentorship program. He holds a BA

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in Political Science from the un University of Massachusetts amherst

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Ura and a Master of Public Administration in Public Organization

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and Management from Northeastern University. He's provided leadership training to

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industry exits and Qualaum Poor Malaysia, run team building training,

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management and leadership training, customer service training to multiple organizations.

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He's published with others eight webinars on topics ranging from

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banking to business succession and planning. He's published an HRTech

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outlook as one of the top ten talent management Companies

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twenty twenty, identifying the best person future fit candidate made easy.

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A challenging aspect of Warren's executive search work involves working

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with business owners to equip their business with strategies that

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incorporate AI and digital modernization that can bridge the gap

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between retiring business owners and incoming entrepreneurs developing and excuse me,

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an effective bridge will require existing owners to prepare their

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businesses for executives who expect effective digital integration and modern

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operating system systems plural. Warren lives on Cape cod with

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his wife Carol. They have two adult kids, Kevin and

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Carrie Warren. Good to have you here, Welcome to Winning

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Business Radio and TV.

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Kevin, thank you very much and thanks for that overview.

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Based on what you've said, I guess I'll answer some

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questions from you, and it was pretty thorough. Thank you.

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Where's you? Let's start with background? Okay, I'd like to

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look at somebody's background so the audience really gets a

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flavor for how you got to where you are and

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kind of what makes you tick? Where'd you grow up?

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Grew up in Worcestern, Massachusetts.

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The center of the state, well little east of the center,

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but it's kind of the center of the state, right.

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Part of the commonwealth, Yes, but that's the logo school system.

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And then, as you mentioned earlier, went to you mass

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Amhurst and had fun doing that to bring Polly SI

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and went on to Northeastern at my MPa.

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Your MPa, you can and be a Masters in Public administration,

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right correct?

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Yeah, My focus all along was to be a city manager,

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and there's very few of those in Massachusetts, but I

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was on that management track and spent a good twenty

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five years in public management systems, so learned learned a

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good amount about how to manage and motivate people.

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How towns work. And you're all it's well, some paid staff,

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but a lot of volunteers on committees and working in

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the communities.

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Right yeah, and working with a lot of boards, which

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is very analogous to boards of directors and the owners

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executives of private companies.

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Hey, before we get too far, tell us about Carol

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and Kevin and Carey.

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Carol, I'm she's We've been married now thirty some plus years.

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Thirty yeah, yeah, now about thirty eight years and the kids.

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Kevin's thirty four, Carrie's thirty one. Carrie is creating a

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little bit of antsiness and Carol because she's vacationing in

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Hawaii and today she's trying snorkeling. Nice, that's on a

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sailboat for the first time. Well, that's fine, but good

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kid's great wife and lovable Golden retriever at home.

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What's Kevin up to?

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He's five eleven six feet.

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I've actually met jess Myran.

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Yeah, he's a good guy. He's in between public management situations.

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But he decided years ago that he wanted to be

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a city manager. And I always ascribe it to him

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sitting across my desk when he was little eating peanut

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butter and jelly sandwiches while I was running the town.

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That's pretty cool. What were your early interests and how

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did you get I know that's not your career now,

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but you spent quite a bit of time there. How

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did you get interested in public management?

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So when my first real job was when I was seven,

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delivered the morning Wester telegram. I had fifty some odd customers,

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so you know, you get up at four o'clock. You

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get the paper and you start deliver in them, and

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in between homes, I got to read the front page

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and more. And it always every other day there was

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an article headline about city manager Francis Mcroth. So I

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got initiated into what initiating into public management by just

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reading the paper every day.

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And you got your degree, Let's see, graduated UMass seventy eight.

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You're a very interested in political science, and so that

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makes sense. Let's see, you started working for a company

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called McKinnon Training Center. Tell us about mccrinan.

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So McKinnon Training Center. If for those who may remember,

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back in the name late nineteen seventies, the government, federal

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government put together a program called SITA Comprehensive Employment Training

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Act and as part of that, when I was with

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the McKinnon Center, we were responsible for thirteen communities in

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south central south central mass headquartered in Southbridge, and my

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job there as planner was to write manpower plans to

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take the unemployed people, train them, educate them, and get

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them work. So we did that. I did that for

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six years, worked with fifty other folks, and my job

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as planning director was to find out how we could

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improve our job placement rates. So when I started there,

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we were I laughed, Kevin, but we were placing one

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out of ten people in jobs. Wow, it was a

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great record. So I took eight months talked all my coworkers,

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found out what they did, why they did it, how

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they did it, what they'd like to do differently. I

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asked a lot of questions, which is part of what

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we know about each other. We asked questions, and based

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on that, I put together several manpower plans for the

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following year, and I projected weeds. At the end of

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the year, we placed four out of ten. So my

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boss didn't like that because he thought it was possible.

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But you know what, at the end of that first year,

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we placed forty five percent of the people we trained,

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and it was more than a four hundred percent increase

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and we kept that up. And the key the key

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to that, though, is real simple. I asked my coworkers

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what they wanted to achieve, and I wrote the plan

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around them. So I was only the vehicle to write it.

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They were the instruments to complete it. And I've continued

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that throughout my whole career. I've worked with every organization,

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private or public, asking my fellow employees what it was

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they wanted to achieve in their vision of excellence and success.

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So strategic planning, planning has always been part of my

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experience and asking employees and understanding what man what motivates them,

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helps them to manage themselves and may the manage the whole.

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That's outstanding. You were at a relatively young age when

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you became the town executory executive secretary for Canton UH

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and then that was about five years and then the

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town manager, the head guy for Barnstable. What do you

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attribute that to that you were still relatively young and

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you were a town manager when most of those guys

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are in their uh sort of mid career maybe later career.

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I had a vision, I had a purpose and as

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I said to the city council Town council in Barnstaol,

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I wanted to finally implement and do what I had

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been trained to do in my MPa program thirteen years before.

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So had an opportunity to do that, had a great

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staff to work with, and it's managing leading working with

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others is all communications. Listening and listening and listening and

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then doing and acting.

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So did Barnstable or does Barnsable have a select board

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or a mayor?

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No. I was their first town manager under a town

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council form. So they went from those who aren't familiar

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a representative town meeting, which was three hundred and fifty

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people elected by their peers out of ballot. They were

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the representative. They were the legislative body. And then it

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was governed on the executive level by three full time

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board of selectmen, no town manager at all. So I

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was the first and replaced the boards of selectmen the

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executive and then the town council City council replaced the

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town meeting. So it was a total change of government

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under a charter form. And I worked in Barnstville for

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seven years.

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So then in ninety seven you founded Rutherford Advisors. What

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was behind that move? And then I'll ask you, well,

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I'll hold that second question, what was behind that move?

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Ready for a change?

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Yep?

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Quite honestly, some would say I wore out my welcome,

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but most first time managers in a new form of

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government stay for about a year and a half. I

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stayed for seven years and implemented a number of different

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changes that are still being implemented today and followed through.

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I wanted to change. I wanted to break out on

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my own and be my own boss. I've been that

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way since ninety seven.

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Oh, you're still married. So just pointing out that carrolls

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in the mix somewhere there. Hopefully she's listening. I can

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call you up every day. She's in the mix. Now

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did Rutherford Advisors start out doing different work than you're

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doing right now? And if so, what was that?

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To some degree? Excuse me? To some degree, it was

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management consulting and coaching. And I worked for a bit

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of time in ninety seven ninety eight with the Mass

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Power Options helping It was a division of at the

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time Mass Healthy Education Facilities Authority, And what we did

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was we worked on with the legislature and then developing

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electric competitive electric supply and then selecting a supplier for

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all of the colleges, universities, hospitals and nonprofits in the state.

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So it was Power Options was the vehicle. And then

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during that time also I was working with other cities

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and towns do a lot of personnel work, writing job descriptions,

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developing compensation plans, and I carried on that work probably

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through about two thousand and two, and then the market

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shifted and I went away from municipal work and totally

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into private and nonprofit.

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All right, that's a good place to segue. It's time

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for our first break. We're gonna take a commercial. We'll

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be back in about one minute with Warren Rutherford.

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You're listening to Winning Business Radio with Kevin Helenet on

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W four CY Radio. That's W four cy dot com.

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00:16:25.799 --> 00:16:28.679
And now back to Winning Business Radio with Kevin Helenan

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00:16:28.840 --> 00:16:32.679
presenting exciting topics and expert guests with one goal in

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mind to help you succeed in business. Here once again

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is Kevin Helene.

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We're back with Warren Rutherford, founder and president of the

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Executive Suite, which was a bit of a transition in

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around nine am. I read about that.

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Correct. Yes, one of my one of my good friends,

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Elizabeth Harris Murrettz, contacted me in the end of two

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thousand and eight and we spent pretty much the whole

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friday in her office here in Hyenas trying to help

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her identify someone who could purchase her business so that

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she could retop sell it, retire and move out to

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the West Coast with her husband who was out there

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taking care of his mom.

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What kind of business.

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The Executive Suite which I acquired is a was a

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temp service and a little bit of contract placements, mostly

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temp service, and so I purchased that from her. At

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the end of that day, I said, look, Elizabeth, I

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can't think of anybody who would have an interest in

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buying your business. And as I was walking literally walking

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out the door, I turned and said to her, you know,

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I might consider it, but maybe we should talk about it.

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And she turned flush red and said, oh my god,

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you know, good friend, trying to help route. And I

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purchased the business April of nine and the interesting part

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of it was as you remember, the recession was going

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in full two till the rest of the country. On

295
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Cape Cott it hadn't hit yet, so we were building

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out on a weekly basis for temp employees, probably about

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four thousand hours a week. The interesting thing was the

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following we were paying four thousand hours a week, so

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the margins were fairly small, but it was a great

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start to the business. And then the recession hit us

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at the end of two thousand and nine twenty ten,

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and those four thousand hours went down to about one

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hundred hours. Employers couldn't afford to pay them in the employees,

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the temp employees wanted full time work, so there wasn't

305
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a match. So I just shifted toecutive search and contract search,

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and I've been doing that since twenty ten.

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So do you remember the first executive search? You did?

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Remember one of them? Yeah, I placed the so you

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may remember your readers listeners may remember the province town.

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There's a Pilgrim monument. Oh yeah, an odalisk. Actually the

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cornerstone was laid by Teddy Roosevelt and they needed an

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executive director. They had fired the former executive director, so

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the chairperson called me up. We did the search, put

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a guy in there for Nie stayed there for about

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five seven years. That was the first one and one

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of many.

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That's a nonprofit.

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That's yes, that's a nonprofit.

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And who I mean are they affiliated more with the

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town the state? It's not federal.

321
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Rights, it's neither.

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It's independent.

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Yeah, as an independent nonprofit boarder direc actors. And a

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beautiful facility. They actually put a I call it an elevator,

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but it's I forget the technical name for it, but

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they built an easier way to go from downtown right

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behind the town Hall in Provincetown up to the museum monument.

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Great facility.

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All right, So tell us the work that you do

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as the executive suite today.

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The work I do now is pretty cool. It gives

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me an opportunity to do executive search. So I'm working

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00:20:34.960 --> 00:20:38.640
with private business owners and their leadership teams. And what

334
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I do, it's two things I'm not, so I don't

335
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call myself an executive recruiter. So I do executive search

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and growth planning with business owners and their team. So

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that's the difference. If I was a recruiter, Okay, I

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00:20:53.279 --> 00:20:55.920
could do that with my eyes closed. But doing growth

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planning strategic planning, as I talked about earlier as a

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and a need for all businesses. I've yet to find

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00:21:03.920 --> 00:21:07.920
business owners except the larger businesses that have business plans,

342
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So do growth planning with them, help them reshape their

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leadership teams so the owners can move from my use

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this a car.

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I love, I love this phrase, go ahead.

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So they can move from the driver's seat to ride

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and shotgun. So I'm not asking the owners to leave

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the company. I'm encouraging them to structure their transition by

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staying with the company and shotgun giving advice to the

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executive team, whether it's a CEO or other C level members,

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and letting them know when the car is going to

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go maybe hit a curb, hit a pothole and needs

353
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a course correction. So they're not running the company actively,

354
00:21:51.160 --> 00:21:54.519
but they're exploring their transition succession options.

355
00:21:54.880 --> 00:21:57.440
So that's a key distinction. They're still exploring. They may

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end up selling, they may keep it, you know, for

357
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another generation maybe, but they've got the leadership team in place.

358
00:22:04.400 --> 00:22:06.680
So to your point, they're not in the driver's seat.

359
00:22:06.720 --> 00:22:10.519
They can start to enjoy some time off, some time away.

360
00:22:10.559 --> 00:22:12.880
They're not actively running the business, although they're still a

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00:22:12.880 --> 00:22:16.160
part of it and they're getting income stream.

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00:22:15.759 --> 00:22:20.720
Correct and they're investigating. What I like to say, Kevin,

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00:22:20.799 --> 00:22:23.880
that there's at least ten different ways you can get

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out of your business, one being dissolving it, which is

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00:22:27.960 --> 00:22:31.039
not desirable, but then there's nine other ones that they

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00:22:31.039 --> 00:22:35.079
can explore. And you give them that runway to explore

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00:22:35.119 --> 00:22:39.160
that and invite in other consultants and coaches and attorneys

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00:22:39.160 --> 00:22:42.400
and advisors to help them do that. But they're not

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00:22:42.640 --> 00:22:45.599
pressed with oh my gosh, now I have to approve

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00:22:45.640 --> 00:22:48.640
these payables. You know, I have to change the way

371
00:22:48.640 --> 00:22:52.039
operations is running. The IT systems all messed up. No,

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00:22:52.440 --> 00:22:56.559
that's handled by the hired pans and the owner owners

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just on their transition.

374
00:23:00.359 --> 00:23:00.480
Uh.

375
00:23:00.720 --> 00:23:03.279
And so you're building a growth plan. Talk about how

376
00:23:03.359 --> 00:23:07.400
you envision and build a growth plan around that company

377
00:23:07.559 --> 00:23:11.359
that that is uh, you know, tied into the new

378
00:23:11.400 --> 00:23:12.680
team or the new executive.

379
00:23:14.160 --> 00:23:17.440
So it's a not so simple formula. But part of

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00:23:17.480 --> 00:23:21.279
the process is you mentioned it earlier in the outset

381
00:23:21.839 --> 00:23:27.359
Sore looking at the company's strengths, it's opportunities, it's aspirations,

382
00:23:27.359 --> 00:23:30.240
where would it like to go? And then results focus

383
00:23:30.319 --> 00:23:32.960
how does it want to get there? So I work

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00:23:33.079 --> 00:23:38.240
with ownership the executive team to develop that sore analysis

385
00:23:38.640 --> 00:23:43.000
and then based on that, identify strengths within the company

386
00:23:43.440 --> 00:23:49.359
and also you know opportunities that need need improvements. So

387
00:23:49.440 --> 00:23:53.160
it could be poor operations, it could be pre financials,

388
00:23:54.400 --> 00:23:58.119
the organizational structure may need addressing. And what I'll do

389
00:23:58.240 --> 00:24:01.519
is I'll work with others in the consulting network. I

390
00:24:01.599 --> 00:24:05.480
have to bring them in into a high level analysis

391
00:24:05.640 --> 00:24:09.880
of all parts of the company and prepare that into

392
00:24:09.920 --> 00:24:14.319
the growth plan for presentation to ownership and the executive team.

393
00:24:14.720 --> 00:24:19.519
And then what we do is we apply that plan

394
00:24:19.880 --> 00:24:23.759
to recruitment of key members of the team that have

395
00:24:24.240 --> 00:24:29.000
KPI's performance standards in place for those members to achieve.

396
00:24:29.200 --> 00:24:35.079
So you know, today it's twenty twenty five, the planned

397
00:24:35.160 --> 00:24:39.000
exit maybe two thousand and thirty. So over the next

398
00:24:39.079 --> 00:24:43.519
five years, what type of growth strategy does the company

399
00:24:43.599 --> 00:24:47.559
want to increase its multiples, to increase its valuation, to

400
00:24:47.640 --> 00:24:51.200
increase its performance so that when the owner gets to

401
00:24:51.279 --> 00:24:54.960
that section of guess now I want to leave, he

402
00:24:55.079 --> 00:24:59.839
or she or they have a better running company that's

403
00:24:59.839 --> 00:25:00.759
more or attractive.

404
00:25:02.440 --> 00:25:05.480
And so it's not just replacing that owner. It's probably

405
00:25:05.680 --> 00:25:09.200
I'm envisioning that that it's really upgrading the skill set.

406
00:25:09.200 --> 00:25:11.920
It's off that I'm a company owner. I've been a

407
00:25:11.960 --> 00:25:13.720
company owner in the past. You're a company owner. We

408
00:25:13.759 --> 00:25:17.240
don't always have the right skills or the optimal skills, right,

409
00:25:17.680 --> 00:25:20.599
So that search allows you to bring in people that

410
00:25:20.640 --> 00:25:24.160
have skills for the future and growth versus just replacing

411
00:25:24.200 --> 00:25:25.319
the skill set of the owner.

412
00:25:26.000 --> 00:25:30.000
Correct. Yeah, And I know enough to know that I

413
00:25:30.039 --> 00:25:33.799
can do certain parts of the analysis. But a long

414
00:25:33.839 --> 00:25:36.960
time ago someone told me they know what they're great at,

415
00:25:37.119 --> 00:25:39.279
they know what they stink at, and they prefer to

416
00:25:39.400 --> 00:25:41.160
not do the things that they stink at. So you

417
00:25:41.240 --> 00:25:45.079
bring in experts to do those things. So, for instance,

418
00:25:45.119 --> 00:25:49.480
if they need a sales system, they call Kevin Hallant.

419
00:25:50.319 --> 00:25:54.480
They don't call Warrant. If they need an accounting system,

420
00:25:54.599 --> 00:25:56.640
please don't ask me for me.

421
00:25:58.519 --> 00:26:01.079
And you use a number of assessment it's along the

422
00:26:01.079 --> 00:26:06.119
way to talk about some of the assessments you use innermetrics.

423
00:26:05.640 --> 00:26:09.480
I don't know what axiology is.

424
00:26:08.759 --> 00:26:13.400
So in Metrics is the company. It's owned by j Niblick,

425
00:26:13.640 --> 00:26:18.440
and I gots certified actually as an executive coach back

426
00:26:18.480 --> 00:26:21.839
in two thousand and four when I was making that

427
00:26:21.920 --> 00:26:27.480
transition over to private consulting. So some of the assessments,

428
00:26:27.519 --> 00:26:31.319
psychometric assessments. We use DISK, which is what you're familiar

429
00:26:31.359 --> 00:26:37.200
with right, looking at behavioral personality preferences and profiles. In addition,

430
00:26:37.400 --> 00:26:43.240
we look at values index, which measures seven motivators, what

431
00:26:43.319 --> 00:26:45.960
I call the key things that get you up and

432
00:26:46.000 --> 00:26:48.000
out of the bed in the morning and maintain your

433
00:26:48.240 --> 00:26:50.200
vision and focus through the day, in the week, in

434
00:26:50.240 --> 00:26:54.039
the year. The last piece is the Attributes Index. In

435
00:26:54.200 --> 00:26:57.599
simple way to describe that, Kevin is that it helps

436
00:26:57.640 --> 00:27:03.000
identify an individual's decision making and thinking skill sets very precisely,

437
00:27:03.200 --> 00:27:08.000
very accurately. And that was created decades ago by a

438
00:27:08.920 --> 00:27:11.920
gentleman by the name of Robert Hartman, and it's had

439
00:27:12.119 --> 00:27:15.559
a number of different, I'm sorry, number of different iterations

440
00:27:15.559 --> 00:27:19.200
over the years by different researchers. The one that in

441
00:27:19.400 --> 00:27:24.079
Metrics use. I've been using that now for LASH twenty years,

442
00:27:24.119 --> 00:27:28.880
twenty one years, and I'm comfortable looking at that, looking

443
00:27:28.920 --> 00:27:34.559
at candidates, looking at clients, and trying to identify that

444
00:27:34.680 --> 00:27:39.599
person future fit. So yeah, it's a matchmaking effort, but

445
00:27:39.799 --> 00:27:42.480
I want to find out where the company wants to go.

446
00:27:42.880 --> 00:27:47.319
And now I'm charged with identifying individual or individuals who

447
00:27:47.400 --> 00:27:51.880
have the same outlook and passion and strategies that the

448
00:27:51.920 --> 00:27:55.640
company has. And I use those trio of assessments plus

449
00:27:55.839 --> 00:28:01.720
detailed interviews reference checks. Ticks a while, but I love

450
00:28:01.799 --> 00:28:02.200
doing it.

451
00:28:02.799 --> 00:28:04.519
Yeah. How long does the search typically take?

452
00:28:06.000 --> 00:28:08.720
Anywhere from ninety to one hundred days? One hundred and

453
00:28:08.759 --> 00:28:12.359
twenty days, I'm sorry, And usually the first month is

454
00:28:12.599 --> 00:28:16.200
where most of the work is done. So you're identifying candidates,

455
00:28:16.240 --> 00:28:20.039
you're interviewing them, You're screening and assessing them, and then

456
00:28:20.279 --> 00:28:23.160
trying to find out are they the fit that we need?

457
00:28:23.680 --> 00:28:27.839
Do they match up to the company's goal growth focus?

458
00:28:28.920 --> 00:28:32.079
Getting a little tongue tied here, And if they are,

459
00:28:32.440 --> 00:28:36.119
then I proceed to a second level of interviews with

460
00:28:36.200 --> 00:28:40.359
them and start challenging them towards the company goals. So

461
00:28:40.480 --> 00:28:45.000
before I introduce them to the ownership group, I'm trying

462
00:28:45.039 --> 00:28:47.319
to find out how much of a fit they are

463
00:28:47.720 --> 00:28:50.680
and how much of a motivation they have to work

464
00:28:50.720 --> 00:28:54.319
with my particular client, and after that go through the

465
00:28:54.359 --> 00:28:57.559
interview process and guiding process with the clients.

466
00:28:58.359 --> 00:29:00.799
Excellent, All right, that feels like another time a good time.

467
00:29:00.920 --> 00:29:03.079
We're right at bottom of the hour. Let's take our

468
00:29:03.119 --> 00:29:05.799
second break. We'll be back in about another minute with

469
00:29:05.839 --> 00:29:09.720
Warren Rutherford of the Executive Suite.

470
00:29:12.200 --> 00:29:16.119
You're listening to Winning Business Radio with Kevin Helene on

471
00:29:16.400 --> 00:29:20.359
W four CY Radio. That's W four cy dot com.

472
00:29:20.559 --> 00:29:23.200
Don't go away. More helpful information is coming right up

473
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right here on Winning Business Radio.

474
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The yp dot com website is your local search engine.

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the app to search local, find local, and save local.

485
00:30:02.039 --> 00:30:04.880
And now back to Winning Business Radio with Kevin Helene,

486
00:30:05.079 --> 00:30:08.920
presenting exciting topics and expert guests with one goal in

487
00:30:09.000 --> 00:30:12.480
mind to help you succeed in business. Here once again

488
00:30:12.799 --> 00:30:14.160
is Kevin helenet.

489
00:30:21.799 --> 00:30:24.759
We're back with Warren Rutherford, founder and president of the

490
00:30:24.839 --> 00:30:28.519
Executive Suite. Warren, what do you see or what have

491
00:30:28.599 --> 00:30:31.759
you observed that are the most common mistakes that business

492
00:30:31.759 --> 00:30:34.240
owners tend to make in the area of succession.

493
00:30:37.160 --> 00:30:42.640
They don't plan it. And there's a lot of statistics,

494
00:30:42.759 --> 00:30:48.640
but I'd say a good well most often a good

495
00:30:48.680 --> 00:30:53.480
fifty percent don't plan their exit. You know, a recent

496
00:30:53.599 --> 00:30:56.480
article I read from the Land down Under said that

497
00:30:56.920 --> 00:31:00.559
forty eight percent of baby boomer business owners, so that's

498
00:31:00.960 --> 00:31:07.240
sixty to seventy eight age timeframe, don't have a business

499
00:31:07.240 --> 00:31:14.160
plan at all. Yeah, that's that's shocking, shocking, and it's

500
00:31:14.480 --> 00:31:20.680
it's quite prevalent. And I call it a growth plan, Kevin,

501
00:31:21.160 --> 00:31:25.759
because anytime I've asked an owner about their business plan,

502
00:31:26.279 --> 00:31:28.799
they'll point up to the wall. So, yeah, it's right

503
00:31:28.839 --> 00:31:29.799
up there in the bookcase.

504
00:31:30.920 --> 00:31:34.319
Yeah. I used that for an NBA MBA, an SBA

505
00:31:34.400 --> 00:31:36.279
loan ten years ago or something, right.

506
00:31:36.440 --> 00:31:39.160
Yeah, And I can tell them the company that did it,

507
00:31:39.640 --> 00:31:42.839
how much they charged. And reform to page fifty two

508
00:31:43.640 --> 00:31:46.480
is say you know what their plan is and how

509
00:31:46.559 --> 00:31:48.359
do you know that? And I said, well, you and

510
00:31:48.480 --> 00:31:52.240
about ten thousand other companies have used the same template

511
00:31:52.319 --> 00:31:54.720
by this company. And I said, let me guess they

512
00:31:54.799 --> 00:31:58.119
probably charged about one hundred and fifty thousand dollars. Yeah,

513
00:31:58.200 --> 00:32:01.920
pretty darn clothes. And I said, and did you implement that? No,

514
00:32:02.079 --> 00:32:05.880
it was too big. It's a big three ringbinder three

515
00:32:06.079 --> 00:32:08.440
So it's not a business plan, it's a growth plan

516
00:32:09.599 --> 00:32:10.920
and it's action oriented.

517
00:32:11.519 --> 00:32:16.160
Well, tell us about your one page business plan. Well

518
00:32:16.200 --> 00:32:18.839
you can do. It may not be yours, but you

519
00:32:18.880 --> 00:32:21.319
know what is the one page business plan that you

520
00:32:21.559 --> 00:32:23.279
help people create and execute?

521
00:32:24.279 --> 00:32:28.400
So thank you A long time not a long time ago,

522
00:32:28.440 --> 00:32:35.839
about thirty years ago, more gentleman in Berkeley, California created

523
00:32:36.200 --> 00:32:38.640
a one page business plan. He was a former finance

524
00:32:38.720 --> 00:32:42.880
director Cfolks CPA, and what he wanted to be able

525
00:32:42.920 --> 00:32:46.759
to have business owners do his clients do was simply said,

526
00:32:47.160 --> 00:32:50.720
have a vision of where I want my company to

527
00:32:50.799 --> 00:32:54.680
go in three to five years. A mission that's timeless, right,

528
00:32:54.880 --> 00:32:58.400
I think big, little, big, So the mission is timeless.

529
00:32:58.640 --> 00:33:02.720
The vision is three to five five years, big goals

530
00:33:02.720 --> 00:33:07.559
and objectives up to nine of them, so accomplished within

531
00:33:07.599 --> 00:33:11.759
a year. Little strategies over three to five years that

532
00:33:11.920 --> 00:33:16.240
marry out to the objectives. You know, big and then

533
00:33:16.400 --> 00:33:19.880
action plans up to nine of them accomplished within a year,

534
00:33:20.160 --> 00:33:24.480
but measured and set by quarters, so very action focused.

535
00:33:24.480 --> 00:33:29.880
They're very action oriented, and it uses a couple of

536
00:33:29.920 --> 00:33:37.079
different vehicles. What I like about it, Kevin, is it's online.

537
00:33:37.200 --> 00:33:40.279
It's a planning and performance system. When I work with

538
00:33:40.319 --> 00:33:43.519
my clients on it, they're able to, whether it's over

539
00:33:43.680 --> 00:33:48.960
zoom or in person, work with me to establish what

540
00:33:49.000 --> 00:33:52.279
we call use the balanced scorecard. You're probably familiar with

541
00:33:52.400 --> 00:33:56.640
Norton's Balanced Scorecard out of Harvard. They adapted that to

542
00:33:57.599 --> 00:34:03.440
the one page business plan. So we have objectives on people, process, finance,

543
00:34:03.599 --> 00:34:07.039
and customers. Those are the full legs of the balanced

544
00:34:07.039 --> 00:34:11.159
scorecard that are reflected in the objectives and in the strategies.

545
00:34:11.440 --> 00:34:15.960
So your focus the business owners on that. They've never

546
00:34:16.000 --> 00:34:19.360
heard of this before, but you help them on a

547
00:34:19.400 --> 00:34:24.039
monthly basis implement and in every instance over the course

548
00:34:24.079 --> 00:34:28.920
of the year, they're overachieving their objectives. They're overachieving their

549
00:34:29.000 --> 00:34:33.960
goal for this next year, and they are doing business planning.

550
00:34:34.119 --> 00:34:41.239
But it's fun and I've been doing that probably two

551
00:34:41.320 --> 00:34:42.039
thousand and six.

552
00:34:42.320 --> 00:34:45.239
Well, I want to take you back to that article

553
00:34:45.519 --> 00:34:50.599
you reference the title is Australia's trillion dollar succession problem

554
00:34:50.679 --> 00:34:53.960
nobody's talking about. And one of the quotes was research

555
00:34:54.000 --> 00:34:58.519
suggests that proactive succession planning combined with digital modernization Cambridge

556
00:34:58.559 --> 00:35:01.400
the gap between retiring busines owners and this is intriguing

557
00:35:01.719 --> 00:35:04.760
and incoming entrepreneurs because I wouldn't expect an entrepreneurs going

558
00:35:04.800 --> 00:35:08.000
to work for somebody. Successful depend on whether existing owners

559
00:35:08.039 --> 00:35:10.480
recognize the need to prepare their business for a generation

560
00:35:10.559 --> 00:35:15.880
that expects seamless digital integration and modern operational systems. Because

561
00:35:16.239 --> 00:35:20.000
and this is now me editorializing, because those new people

562
00:35:20.000 --> 00:35:21.880
coming in are much younger than that founder and owner

563
00:35:21.960 --> 00:35:24.480
probably mm and much.

564
00:35:24.320 --> 00:35:31.360
More technologically savvy. Picture of the young entrepreneur that gen

565
00:35:31.480 --> 00:35:37.320
Z person into your company, my company, and where's my

566
00:35:37.760 --> 00:35:40.079
you know, where are my accounts? How they set up,

567
00:35:40.559 --> 00:35:45.159
how decisions are made or not made, and very rapidly.

568
00:35:45.280 --> 00:35:47.440
I think the research showed that they could get very

569
00:35:47.440 --> 00:35:52.800
frustrated that traditional baby boom business owners don't have what

570
00:35:52.920 --> 00:35:58.000
they call digitalization systems set up within the business and

571
00:35:58.039 --> 00:36:02.719
it can become and is become impactful in an adverse

572
00:36:02.800 --> 00:36:08.440
way on entrepreneurial people being able to acquire businesses and

573
00:36:08.639 --> 00:36:13.960
over the past five years, I've encountered talked to a

574
00:36:14.079 --> 00:36:19.679
number of Gen Z entrepreneurs who have received funding from

575
00:36:19.760 --> 00:36:24.920
private investors to buy companies. And so their charge with it,

576
00:36:25.079 --> 00:36:28.079
you know, from these investors is find a company to

577
00:36:28.119 --> 00:36:32.480
purchase that has particular criteria we want to invest in.

578
00:36:32.760 --> 00:36:34.920
You can run it once you buy it. We buy it.

579
00:36:36.280 --> 00:36:40.039
And their frustration, as they've expressed to me, is why

580
00:36:40.079 --> 00:36:45.079
aren't these owners with it quote unquote, And my comment

581
00:36:45.119 --> 00:36:49.199
to them was, well, it's an educational process. How long

582
00:36:49.239 --> 00:36:52.880
are you willing to wait? And the comment usually comes

583
00:36:52.920 --> 00:36:57.199
back to my investors want results. That's right, I want

584
00:36:57.360 --> 00:37:00.920
results it And it comes down to digitalizedation. And there's

585
00:37:00.960 --> 00:37:04.880
a growing divide with those entrepreneurs and how do we

586
00:37:05.039 --> 00:37:09.239
educate the Gen Z and the baby boomers and as

587
00:37:09.239 --> 00:37:12.599
well as the next generation down from the boomers the

588
00:37:12.679 --> 00:37:17.400
Gen X as to the need to become digitally savvy

589
00:37:17.440 --> 00:37:22.800
to help their businesses compete. Otherwise they could die, you know,

590
00:37:23.119 --> 00:37:26.760
and by not having a viable succession plan that embrace

591
00:37:26.920 --> 00:37:28.519
embraces digitalization.

592
00:37:29.400 --> 00:37:31.000
All right, so I'm going to ask you about AI.

593
00:37:31.079 --> 00:37:37.320
But this digitalization is not not AI. Okay, right, It's

594
00:37:37.360 --> 00:37:42.519
not yeah, so what is it for the audiences.

595
00:37:44.360 --> 00:37:46.960
The Okay, so clarify the question.

596
00:37:47.440 --> 00:37:50.199
Yes, so it's not AI. We're going to ask about that,

597
00:37:51.239 --> 00:37:56.119
but digitalization is. Okay, So what what is digitalization in

598
00:37:56.159 --> 00:37:56.760
a program?

599
00:37:58.039 --> 00:38:03.519
In a practical sense, it's using using open source material,

600
00:38:03.719 --> 00:38:09.400
using the internet, using the cloud, cloud based software, making

601
00:38:09.480 --> 00:38:16.039
more dynamic decisions, uh, interactive, whether it's hybrid, remote in person,

602
00:38:17.119 --> 00:38:23.480
but using digital tools, including in this instance, including AI tools,

603
00:38:23.480 --> 00:38:31.519
which are increasingly impacting business decisions. The digitalization You and I,

604
00:38:31.679 --> 00:38:34.480
to a small degree, I think are using it. You know,

605
00:38:34.519 --> 00:38:39.199
we're using this platform here for the TV program zoom teams.

606
00:38:39.840 --> 00:38:43.559
But beyond that, how are we sending our messages to

607
00:38:43.639 --> 00:38:48.960
our customers? Some people would say to me Facebook, that's

608
00:38:49.000 --> 00:38:52.480
old fashioned, and then they'll rattle off a number of

609
00:38:52.559 --> 00:38:56.800
different marketing platforms, some of which I know the name of.

610
00:38:57.280 --> 00:38:59.920
You know, I know about TikTok, I know about Instagram.

611
00:39:00.360 --> 00:39:03.519
Do I use it in my marketing? No, it's beyond me.

612
00:39:04.639 --> 00:39:06.639
You know, my son and my daughter look at me

613
00:39:06.679 --> 00:39:10.119
and go, you are old. Thank you for the compliment,

614
00:39:11.159 --> 00:39:15.679
but it's you know, how much bandwidth do we have

615
00:39:16.079 --> 00:39:19.760
as boomers to be able to embrace that as business owners,

616
00:39:20.079 --> 00:39:22.719
do we have the talent on board in our businesses

617
00:39:23.000 --> 00:39:27.920
to utilize those tools to make more effective decisions to

618
00:39:28.159 --> 00:39:32.039
access markets that need to be access to get our

619
00:39:32.079 --> 00:39:36.559
products and services. And unless we have staff on board

620
00:39:36.679 --> 00:39:40.159
that are gen Z or millennials, right, it's going to

621
00:39:40.159 --> 00:39:40.880
be a challenge.

622
00:39:41.519 --> 00:39:44.719
Well, even business intelligence. I mean, companies have so much

623
00:39:44.800 --> 00:39:47.239
information they've collected over the years, but it's all on paper,

624
00:39:47.280 --> 00:39:50.239
it's not digitized, and therefore they can't crunch it, crunch

625
00:39:50.280 --> 00:39:54.199
it and make more strategic decisions about what to your point,

626
00:39:54.239 --> 00:39:56.719
what markets they might go in, what additional services or

627
00:39:56.719 --> 00:39:59.760
products they can offer it.

628
00:40:01.559 --> 00:40:05.639
I just as a good example, I just hired operations

629
00:40:05.679 --> 00:40:10.239
director for a company here and it was the owner

630
00:40:10.280 --> 00:40:15.719
in forty nine other people, very flat organization, an OPS manager,

631
00:40:15.800 --> 00:40:20.000
ops direction and two weeks ago, yeah, last week and

632
00:40:20.000 --> 00:40:24.239
the week before last, I got a net promoter score survey.

633
00:40:24.400 --> 00:40:27.800
Now I don't use the company services, but they sent

634
00:40:27.880 --> 00:40:30.800
out the first time a net promoter score How would

635
00:40:30.800 --> 00:40:33.519
you rate the company services? That was two weeks ago.

636
00:40:33.599 --> 00:40:36.559
Last week it was a more detailed survey, detailed that

637
00:40:36.639 --> 00:40:40.519
took me thirty seconds to complete. Again, just reaching out

638
00:40:40.840 --> 00:40:44.360
and getting feedback from their customers had never done it before.

639
00:40:46.119 --> 00:40:47.920
All right, now let's talk about AI, because I know

640
00:40:47.960 --> 00:40:52.159
you're starting to see, well, you're starting to advise clients

641
00:40:52.159 --> 00:40:54.679
around AI. Tell us what that looks like.

642
00:40:57.400 --> 00:40:58.880
I'm hoping they know more than I do.

643
00:40:59.039 --> 00:41:01.960
Yeah, that's for sure, that's for sure. Let me let

644
00:41:01.960 --> 00:41:04.679
me say this. I'll add this too. AI is not

645
00:41:04.719 --> 00:41:08.920
really the best tool for executive search, but it.

646
00:41:08.960 --> 00:41:12.920
Is a tool, and it's it's it's a growing tool.

647
00:41:13.239 --> 00:41:18.039
What I'm finding not so much with the owners myself perhaps,

648
00:41:19.000 --> 00:41:24.239
but many of their key staff on an operations basis.

649
00:41:24.599 --> 00:41:29.880
Artificial intelligence, machine learning and manufacturing industries has been in

650
00:41:30.079 --> 00:41:34.039
use for over a dozen years. Many people don't realize it,

651
00:41:34.079 --> 00:41:36.320
but if they walk into a well, let's just say

652
00:41:36.320 --> 00:41:42.559
Amazon's facility, they've cut down their use of employees and

653
00:41:42.599 --> 00:41:47.400
the use of robotics is very, very sharp. You know that.

654
00:41:47.960 --> 00:41:53.000
I've seen films. I've seen activities within distribution facilities like

655
00:41:53.039 --> 00:41:58.880
an Amazon warehouse where there's a large computer bank. But

656
00:41:59.000 --> 00:42:03.719
it's managing that the activities of all these robots to

657
00:42:03.920 --> 00:42:08.760
pick and pack everything, I mean everything, and it's very

658
00:42:08.840 --> 00:42:13.039
efficient and very pervasive. That's just one example, and then

659
00:42:13.119 --> 00:42:18.039
if you look at the use of robotics in developing products,

660
00:42:18.280 --> 00:42:23.199
it's also very pervasive. So the research that's been going

661
00:42:23.280 --> 00:42:28.800
on in artificial intelligence, just in manufacturing, distribution, transportation, we've

662
00:42:28.840 --> 00:42:33.239
heard about driver list trucks and along Big Texas highways.

663
00:42:33.239 --> 00:42:38.960
I think it works. Well, that's here, and it's just

664
00:42:39.039 --> 00:42:42.760
going to continue the experimentation and use of it. So

665
00:42:43.760 --> 00:42:45.400
we need to I don't want to say we need

666
00:42:45.440 --> 00:42:47.480
to get used to it, but we need to embrace

667
00:42:47.559 --> 00:42:51.079
how we can with our knowledge of business, help move

668
00:42:51.119 --> 00:42:54.840
the change and move those chains forward a little bit.

669
00:42:55.719 --> 00:43:00.239
What AI, I don't want to say it's lacking. What

670
00:43:00.280 --> 00:43:06.320
it needs is business owner, business leader, business executive inputs

671
00:43:06.360 --> 00:43:09.119
to make it more effective and make it more efficient.

672
00:43:09.480 --> 00:43:14.119
So you know, one of the standards within AI is

673
00:43:14.159 --> 00:43:18.079
being able to give your knowledge to it and then

674
00:43:18.119 --> 00:43:22.239
it shared across their platforms, depend on which ones you're using,

675
00:43:22.800 --> 00:43:29.199
and it just increases its knowledge instantaneously. So it's it's huge.

676
00:43:30.599 --> 00:43:34.400
There's the next wave, I guess is artificial general intelligence,

677
00:43:34.880 --> 00:43:38.199
and you know some people get scared by its capacities.

678
00:43:38.599 --> 00:43:40.519
I look at it and say, I need to learn

679
00:43:40.599 --> 00:43:43.960
more about what it's able to do and see how

680
00:43:44.000 --> 00:43:48.440
it can improve my search process. Someone said to me, well,

681
00:43:49.760 --> 00:43:52.079
do you use software to scan resumes?

682
00:43:52.119 --> 00:43:55.440
And I said, no, that's what I was referencing, by

683
00:43:55.440 --> 00:43:56.119
the way, a momentary.

684
00:43:56.119 --> 00:43:59.920
Okay, Well, most of the companies that I get candidates,

685
00:44:00.360 --> 00:44:04.320
candidates come to me and they'll say, here's my resume.

686
00:44:04.639 --> 00:44:08.079
I hope you don't scan it. And when I've said

687
00:44:08.079 --> 00:44:11.480
to clients and what I've said to candidates is I

688
00:44:11.519 --> 00:44:14.480
still open the resumes, I still review them, I still

689
00:44:14.519 --> 00:44:17.079
call you back and email you, I said. But for

690
00:44:17.119 --> 00:44:22.079
more often than not, companies use scanning software which like

691
00:44:22.559 --> 00:44:27.239
Google or you know, any of the platforms out there,

692
00:44:27.800 --> 00:44:30.760
and they'll look at long tail keywords in your resume.

693
00:44:31.159 --> 00:44:35.559
So if someone's applying for a job at Winning Business TV,

694
00:44:36.159 --> 00:44:38.840
it's going to be looking for an executive producer and

695
00:44:38.880 --> 00:44:42.039
it's going to lay out in at advertisement exactly what

696
00:44:42.119 --> 00:44:45.840
they want. If you don't have those keywords in your

697
00:44:45.920 --> 00:44:51.079
resume reflected right up top and an executive summary, your

698
00:44:51.559 --> 00:44:55.039
resume will not be opened. So it's going into the

699
00:44:55.159 --> 00:44:59.119
digital file thirteen. And I have candidates call me all

700
00:44:59.159 --> 00:45:03.199
the time, calling me back, and I'll send me a

701
00:45:03.280 --> 00:45:07.480
resume and it's it's a nice resume, but it's never

702
00:45:07.519 --> 00:45:10.079
going to get open, so I'll just coach them to

703
00:45:10.199 --> 00:45:10.519
change it.

704
00:45:13.480 --> 00:45:16.559
Uh where was I there?

705
00:45:16.800 --> 00:45:19.239
Uh?

706
00:45:19.519 --> 00:45:22.559
All right? Your you work with clients all over I

707
00:45:22.599 --> 00:45:25.079
know your Cape God based just because that's where your home,

708
00:45:25.119 --> 00:45:27.039
where you you know your home and life are. But

709
00:45:27.079 --> 00:45:30.199
you're certainly not exclusive to Cape cut.

710
00:45:29.639 --> 00:45:32.440
Oh gosh, no. Yeah, I prefer to have most of

711
00:45:32.440 --> 00:45:35.199
my bridge over, most of my bridge over the water.

712
00:45:35.559 --> 00:45:38.199
Yeah, mostly your bridge. I like bridges over the water too.

713
00:45:38.440 --> 00:45:40.960
Tunnel's going on, Yeah, I know.

714
00:45:41.119 --> 00:45:44.800
My I'm an hour away from reality, so almost all

715
00:45:44.840 --> 00:45:48.119
my work I want to have off Cape Cod. Yeah.

716
00:45:48.239 --> 00:45:51.000
I don't market here. I get business here on a

717
00:45:51.000 --> 00:45:51.880
regular basis.

718
00:45:51.880 --> 00:45:53.599
But that's word of mouth people that know you and

719
00:45:53.639 --> 00:45:54.519
who work with you in the past.

720
00:45:54.599 --> 00:45:58.480
You have a lot of rhetorically. Yeah, sometimes I say unfortunately,

721
00:45:58.559 --> 00:46:01.519
but I'm still referred to as first time manager in Barnstable.

722
00:46:02.119 --> 00:46:07.159
It's name recognition, don't different A twelve foot.

723
00:46:08.239 --> 00:46:11.800
Yeah, I've done I've done work for a UK based

724
00:46:11.800 --> 00:46:15.599
company to hire a right senior executive in California in

725
00:46:15.679 --> 00:46:18.400
New York City, So it's and that was all done

726
00:46:18.480 --> 00:46:21.519
via video, So it's it's I don't want to say

727
00:46:21.559 --> 00:46:24.840
it's easy to do, but it's fun, all right.

728
00:46:25.480 --> 00:46:28.880
A couple last things. You're big and volunteering. I'll just

729
00:46:28.920 --> 00:46:30.960
ask you about one organization it's close to my heart.

730
00:46:31.039 --> 00:46:33.400
I know you know this, but you've been a Rotarian,

731
00:46:33.480 --> 00:46:37.880
you're you're a past president of Rotary. Tell the listeners

732
00:46:37.920 --> 00:46:40.400
and viewers what Rotary is and why they should check

733
00:46:40.440 --> 00:46:40.719
it out.

734
00:46:42.880 --> 00:46:48.519
Rotary's the best volunteer service organization in the world. Barnett.

735
00:46:51.199 --> 00:46:53.719
The cool thing about Rotary and I was I was

736
00:46:53.760 --> 00:47:00.480
in Rotary here in Hyannas for thirty two years. We

737
00:47:00.559 --> 00:47:03.239
have fundraisers during the course of the year, usually one

738
00:47:03.280 --> 00:47:06.239
major one. And the nice thing about Rotary is we

739
00:47:05.760 --> 00:47:07.280
give all that money away.

740
00:47:08.039 --> 00:47:09.800
That's exactly how I describe it as well.

741
00:47:10.480 --> 00:47:16.079
And you know, whether it's local projects, whether it's international projects.

742
00:47:16.519 --> 00:47:19.000
What a lot of folks don't understand but I know

743
00:47:19.079 --> 00:47:23.159
you do is Back in nineteen eighty eight, even before

744
00:47:23.199 --> 00:47:28.639
I joined Rotary, Rotary International established a goal to with

745
00:47:28.719 --> 00:47:32.239
the World Health Organization to eradicate polio from the face

746
00:47:32.239 --> 00:47:37.559
of this earth, and that was taken up with the

747
00:47:37.599 --> 00:47:41.679
Gates Foundation over the years along with Rotary and the

748
00:47:41.719 --> 00:47:46.639
World Health organization and they've got I think at least

749
00:47:46.639 --> 00:47:52.679
two pakistanis Afghanistan and maybe one African country that have

750
00:47:52.840 --> 00:48:02.480
not eradicated polio. Why because of conflicts and religion. But yeah, yeah, so.

751
00:48:04.000 --> 00:48:06.599
And the vaccine is oral. It's not a shot, No,

752
00:48:06.760 --> 00:48:08.159
it's for people, know that.

753
00:48:08.320 --> 00:48:11.639
Yeah, So that's that was the one of the main

754
00:48:11.719 --> 00:48:16.599
reasons I joined. We actually we had an international conference

755
00:48:16.639 --> 00:48:20.519
in Australia that that Carol and I attended. And it's

756
00:48:20.639 --> 00:48:24.000
inspirational to think about all the money we raised and

757
00:48:24.039 --> 00:48:27.679
then used for causes like that. Instill yours.

758
00:48:27.840 --> 00:48:31.559
So my my club in Dedham Norwood in the Ponset Valley,

759
00:48:31.559 --> 00:48:34.159
we support uh, you know, local organizations, but we also

760
00:48:34.159 --> 00:48:37.119
have done a number of water projects and you'd be amazed.

761
00:48:37.639 --> 00:48:41.559
A sustainable well that costs well if you filter people

762
00:48:41.559 --> 00:48:44.079
out of that because we partner in this case with

763
00:48:44.400 --> 00:48:48.440
engineers without borders. They're like doctors and boarders. But you know,

764
00:48:48.480 --> 00:48:51.000
for about ten grand you can you can put on

765
00:48:51.039 --> 00:48:54.960
the ground a sustainable well. It just takes minimal cleaning, uh,

766
00:48:55.000 --> 00:48:58.320
and it supports it supports a population of kids that

767
00:48:58.519 --> 00:49:01.920
otherwise families but the otherwise couldn't go to school because

768
00:49:01.960 --> 00:49:05.000
they get sick from drinking bad water, and if healthy

769
00:49:05.000 --> 00:49:08.360
water just changes everything, it's amazing. So just a quick plug,

770
00:49:08.400 --> 00:49:11.119
all right, Last question, Uh, we're out of time. What's

771
00:49:11.159 --> 00:49:13.960
the what Why should people reach out to you first

772
00:49:13.960 --> 00:49:15.760
of all? And then what's the best way.

773
00:49:17.000 --> 00:49:19.559
Well, they should reach out to me to if they're

774
00:49:19.599 --> 00:49:24.199
business owners and business executives where they're located, to talk

775
00:49:24.239 --> 00:49:30.400
about the need to update change, improve their business planning process,

776
00:49:30.480 --> 00:49:35.199
growth planning process, because that most likely will involve recruiting

777
00:49:35.559 --> 00:49:40.480
senior executives and helping the business owners chart their succession

778
00:49:40.519 --> 00:49:41.360
transition plan.

779
00:49:42.639 --> 00:49:46.719
Excellent, and the best way is the best way is.

780
00:49:48.639 --> 00:49:54.360
Email, phone, ye, go on, emails, email, across several times.

781
00:49:54.519 --> 00:49:57.719
I'll just say it over time. WJR. At theexecutive suite

782
00:49:57.760 --> 00:50:01.800
dot com. The website is the executive Suite dot com.

783
00:50:02.079 --> 00:50:08.199
He's Warren Rutherford. Warren go ahead. Last thought, Well, thank

784
00:50:08.199 --> 00:50:10.079
you Kevin for having me on my pleasure.

785
00:50:10.079 --> 00:50:13.440
I thoroughly enjoyed it, and I hope that I've helped

786
00:50:13.519 --> 00:50:17.920
the listeners answer some of the questions that I'll be

787
00:50:17.960 --> 00:50:19.239
asking them when they call me.

788
00:50:19.599 --> 00:50:23.000
Excellent, excellent, Well, thanks for being here, and thanks everybody

789
00:50:23.000 --> 00:50:25.480
for watching and listening. This is a show about business

790
00:50:25.480 --> 00:50:29.199
and business challenges. Often, if you've got concerns, as Warren

791
00:50:29.400 --> 00:50:32.159
alluded to, about the sales effectiveness of your company, whether

792
00:50:32.199 --> 00:50:34.199
your sales team is you or really small or it's

793
00:50:34.239 --> 00:50:36.880
really large, feel free to reach out to me on

794
00:50:36.920 --> 00:50:40.280
Facebook or LinkedIn that's at Winning Business Radio, or drop

795
00:50:40.280 --> 00:50:42.119
me a note one of my many email addresses. I

796
00:50:42.159 --> 00:50:46.079
always say Kevin at Winning Business Radio dot com. Our

797
00:50:46.119 --> 00:50:49.000
company is Winning Incorporated. We're part of Sandler Training. We

798
00:50:49.079 --> 00:50:53.199
developed sales teams into high achievers and sales leaders into

799
00:50:53.239 --> 00:50:55.800
true coaches and mentors. We're not a fit for everybody,

800
00:50:55.840 --> 00:50:58.320
but hey, maybe we should have a conversation. Thank you

801
00:50:58.400 --> 00:51:00.880
to producer and engineer one their job well, don I

802
00:51:00.880 --> 00:51:03.760
appreciate you. Be sure to join us next week Monday,

803
00:51:03.840 --> 00:51:06.079
August twenty fifth. We'll do it all over again. Until then,

804
00:51:06.159 --> 00:51:08.760
this is Kevin Helena.

805
00:51:09.199 --> 00:51:12.000
You have been listening to Winning Business Radio with your host,

806
00:51:12.119 --> 00:51:15.159
Kevin Helene. If you missed any part of this episode,

807
00:51:15.280 --> 00:51:19.440
the podcast is available on Talk for podcasting and iHeartRadio.

808
00:51:19.920 --> 00:51:23.599
For more information and questions, go to Winning Business Radio

809
00:51:23.719 --> 00:51:26.760
dot com or check us out on social media. Tune

810
00:51:26.800 --> 00:51:28.880
in again next week and every Monday at four pm

811
00:51:28.880 --> 00:51:32.440
Eastern Time to listen live to Winning Business Radio on

812
00:51:32.679 --> 00:51:36.920
W four CY Radio, w fourcy dot com. Until then,

813
00:51:37.280 --> 00:51:40.880
let's succeed where others have failed and win in business

814
00:51:41.159 --> 00:51:45.000
with Kevin Helenan and Winning Business Radio