Pricing objections - what they really mean

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Pricing is perhaps one of the most misunderstood issues in business, if used properly it's one of the simplest ways to help you maximise your profits. Easy then, so what's the problem?

The problem with owner managed business is that they assume that they must be the cheapest to survive and are often very reluctant to raise prices, even in the face of ever rising overheads, just think of energy, fuel and courier(UPS) costs to mention a few. If I had a £1 for every time I've heard a company owner say "if I raise my prices I'll lose all my customers so I have to keep them as they are" I'd be very rich – sadly I'm not.

Gas Prices Are Up!!! Feelin' the Pinch... (Photo credit: Clan UiBriain)

Why do so many people think like this? Much of it is conditioning, whenever we are not satisfied with a company for whatever reason we complain about the price. 

Let me give you some examples:

You're visited by a salesman who can't articulate the benefits of his product. 
What do you tell him when he asks for the business,"I'm sorry but I don't see a reason to buy this" or do you say "I'm sorry but it's too expensive".

You're visited by a salesman who you just don't like. What do you tell him when he asks for the business,or do you say "I'm sorry but I just don't think you're trustworthy" or do you say "I'm sorry but it's too expensive".

You're visited by a salesman who just doesn't get the point you're trying to make. What do you tell him when he asks for the business, "I'm sorry but you don't understand my problem so I'm not interested" or do you say "I'm sorry but it's too expensive"

You're visited by a salesman who's too pushy. What do you tell him when he asks for the business, "I'm sorry but you're the last person I'd buy anything from" or do you say "I'm sorry but it's too expensive"

You should be getting a message by now pricing is rarely the issue, price objections are mostly a cover for some other objection. So what does this tell us? The first thing is that raising your price is nothing to be afraid of. The second is that if pricing is seldom the real issue, raising your prices even in a recession wont frighten off your customers. Why? because the reason they are staying with you are not price related, it could be that you're convenient, they like you, they love your brand, you've helped their business, you are reliable, and so on....

So now you know let's look at what you can do. Well one thing you could try is to increase all your prices by 1% immediately. Why, because you can; if you're selling something for £100 pounds people aren't going to stop buying it because it now costs £101.

"I can't we're in the middle of the worst recession in living memory you must be nuts" – you say.

I say "no, its your conditioning that says that". 

I can in all honesty say that in almost every company I work with; one of the first things I do is to get them to increase their prices and having done so they are surprised that they don't lose any customers in the process. Yes even in the worst recession in living memory. Why? Am I a genius – I hope so – but no. Am I a magician – no. The answer is almost invariably, because most small companies are selling their product or service too cheaply because they've been conditioned to this as those people who don't want to buy from him use price as the objection.

Realistically as a small business owner you should understand that price is only factor among many people assess before purchasing and its by no means the main factor. Your price should reflect your costs and be sufficient to give you a decent profit. In order to price correctly you should have a detailed analysis and understanding of your costs. This is something that many businesses don't have. Only by understanding what and how your costs are made up in detail can you accurately set your prices over the long term. Whilst the general rule with pricing is that your sales price is 2.4 time manufacture costs, it's still a rule of thumb and likely to lead to a guess-timate of costs which will almost always be less than the real costs.

You should be increasing your price at a minimum annually to keep in step with the inevitable rise in your costs and additionally if there is a major change in the price of components. Don't worry if you are not the cheapest because it is rare that you will be as there is always likely to be a business with a lower price. Anyway you don't want to be the cheapest because down there is no customer loyalty.

So remember that pricing objections are more likely a cover up for other deficiencies, so don't be afraid to raise your prices and ask those price objectors what they're really unhappy about.

Exigent Consulting provides specialist services for High Growth Business , Business Turnaround, and Mentoring to the Small and Medium Business. We help business owners improve the profit performance of their business. 

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The Stresses and Challenges of Managing a High Growth Business

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Choosing to follow a path of high growth is not always a conscious decision. I have met many businesses who find themselves in a phase of high growth and whose owners are looking around wondering how they got there. However in order to continue to achieve high growth they must get to grips with the business and understand why they are successful. This can be stressful in its own right because, if they don’t know why they are successful, they won’t know what to do to rectify the situation if things suddenly start to go wrong.

Operating in a high growth environment is living with relentless pressure, as high growth will seek out any weakness in a business and magnify its defects until resolved. The pressure for all high growth businesses owners is akin to that of patrolling the perimeter of a large defensive position, where one is constantly on the lookout for breaches and attempting to repair them as quickly as possible to prevent further problems later.

One of the most common causes of stress is where the owner is not in full control of the business. I often recognise this when the owner comes out with statements like “I feel the business is running me” or “I’m running through treacle, the harder I work the less progress I make”. As decisions and issues pile up, the business owner starts to become more and more reactive and as such, loses the ability to direct the business. Sadly this situation, if left unchecked, has only one result. There will come a point where the backlog of issues create a tipping point and the wheels come off; often in the most spectacular way, with growth hitting a virtual brick wall resulting in little, none or even negative growth in the following 12-18 months.

Another common reason for stress in high growth businesses is that the underlying rate of growth in the business tends to towards a similar rate of change as new positions, recruitment, and management structures are implemented to support the underlying growth. This means a lot of decisions have to be made to drive the business forward and the business owner will, without doubt, make some bad decisions. This in itself creates the need to take more decisions to correct mistakes. Many business owners need to realise that it is more important to make a decision even though it might be wrong, than to sit on it and hope the problem goes away. It never does, and like many things in life, consciously doing nothing only makes the situation worse.

The key challenge for any high growth business is for the management to be able to look forward and foresee potential issues and problems. In order to do this effectively a number of things need to be in place, the business needs sufficiently detailed information to understand and monitor the key linkages in its business and that this information is available in a timely manner. By that, I mean very quickly. In the business I worked in, for example, we had what we called a flash (rough cut) sales figure for the previous month available on 1^st of the following month. Detailed management accounts were available by the end of the first week of the following month.  For many businesses this might either been seen as the Holy Grail or unnecessary, but it is fundamental to the success of a high growth businesses.

One of the less obvious but nonetheless significant challenges to assist management to look forward and make the appropriate decisions is one of culture. A healthy culture is absolutely fundamental to a successful high growth strategy, as individuals and teams need to grow rapidly to support and continue to promote the strategy of business growth. Staff and management will be in an almost continuous state of learning and development – that means more mistakes. In order to learn and develop, the culture must promote a team approach and not condemn people for getting things wrong. In a recent article I explained at last that there were hard numbers which reinforce what we always suspected; that healthy cultures deliver better business performance.

This article might have given you the impression that you would have to be slightly mad to want to choose a high growth strategy. There is no doubt that a high growth environment is a challenging place to be, it does however have its rewards for those who successfully master the conditions. Those who succeed in a high growth environment represent the best of business leaders and managers and whilst successful high growth businesses represent only 6% of all businesses in the UK, they contribute 45% of UK employment growth. Such companies are a vital resource, that need to be supported and encouraged and whilst difficulties are many the potential rewards are much greater.

Exigent Consulting provides specialist services for High Growth Business, Business Turnaround, and Mentoring to the Small and Medium Business. We help business owners improve the profit performance of their business. 

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Make Better Management Decisions In a High Growth Business

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The most common issue that business owners and managers face in a high growth business is the lack of time to make decisions or consider situations. As I have repeated on many occasions business owners as managers find ways to make time not by working harder but by working smarter. We all know that high growth puts relentless pressure on a business and it will seek out any weakness in management or the business and mercilessly exploit that weakness until it is fixed or it ruins the business.

The problem for management in this environment is that decisions and problems arrive all to frequently and they can't be left to fester. How does management cope with this onslaught. The answer is to try to grade the importance of the decisions they have to make. The problem with many firms is that the management team will tend to deal with the issues with giving much thought to priority. This often that means the easy decisions are made quickly but those more difficult and complex decisions are left, this results in a backlog, of often, very important issues.

Having faced this problem myself I have of found this simple chart has enabled me to get to the most important decision first, and not to get distracted by the constant stream of the quick and easy.

I give this diagram to all my clients although it is most relevant to those managing high growth businesses. The objective is to get you to think about the type of tasks you undertake and if they are really necessary.

Taking the two left hand boxes it is obvious that undertaking urgent and important tasks are necessary, and it should also be clear that items that are neither important or urgent should be ignored. However we commonly find that a surprising number of people are doing work in this category; because it tends to be full of quick, easy and repetitive tasks so that it can appear that you've got through a lot of work, unfortunately they are of little value. You should avoid these type of tasks at all costs as they are time wasters.

Of the two right hand boxes the Urgent but not Important quadrant is where we spend too much of our time. We tend to assume that if something is urgent it is naturally important. This is not the case. You should try asking yourself “what are the consequences if I don’t do this”? In a surprising number of cases the answer is not much. If that’s your conclusion then focus on tasks that are really important.

The Important but not Urgent category, is by contrast, where we spend less time than we should. A typical example is creating a strategic plan or a marketing or business plan. Yes it’s important but somehow we never get around to it soon enough because it is rarely urgent, and so we fill our time up will urgent tasks instead.

I have had many clients who have found that using this analysis before launching into their activities has transformed the effectiveness of their effort enabling them to make a much stronger contribution to the business by focusing on what is really important rather an what is urgent.

Exigent Consulting provides specialist services for High Growth Business , Business Turnaround, and Mentoring to the Small and Medium Business. We help business owners improve the profit performance of their business. 

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Do You Get Business From Social Networking?

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Back in January of 2011 I released the figures from a poll which asked users a simple question; Do you get business from social networking? The figures were interesting. The biggest category was those who would like to get business from social networking but had not some 43% of all respondents. At the beginning of this year I thought it would be the right time to see what if anything had changed. Like my 2011 survey I put it out through a number of social networking channels, including my blog, a survey on Linked In in some of the bigger groups in which I was a member, and I regularly asked for responses via Twitter and Facebook updates. I've ended up with a similar number of responses about 200 which in itself is interesting as my own social media footprint is substantially larger now than it was in 2011 when I first ran it.

What struck me was how similar the results were only now it seems its even harder to make Social Networking pay with 50% of respondents saying that "no they had not yet got any business from social networking although they would like to do so".

It seems that even the must use channels take a lot more effort and a lot more time than people realise to generate business. I recognise that the sample is small and potentially unreliable. I would argue that, if anything, my results are biased toward the social media world because that was the community into which I put the survey.

Let me have your comments.

Exigent Consulting provides specialist services for High Growth Business , Business Turnaround, and Mentoring to the Small and Medium Business. We help business owners improve the profit performance of their business. 

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How Not to Lose Money on Fixed Price Work

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Fixed price work seem to be a problem for many of you. In recent discussions with a variety of professional services businesses, ranging from accountants, through consultants, to IT businesses it is clear that for you fixed price work is rarely profitable, and often a source of problems and most times a situation where you lose money. Yet despite this you seem to ignore your experiences and through gritted teeth continue to offer fixed priced work to clients.

Fixed Price tariffs: are they still a good deal? (Photo credit: uSwitch)

Lets be honest fixed price work is very appealing to your clients and prospects; it gives them confidence because they get a firm price for delivery of a project (web site) (IT system) or a combination of services ( accountants, consultants). So why is it so easy to lose money on this type of work? Simply as a result of three problems, first most businesses and especially professional services businesses aren't sufficiently detailed in their analysis of what work needs to be done, secondly as a result of poor communication and management of client expectations and last a lack of commercial awareness. Following a few simple steps you can turn these troublesome children which lose money into profitable business with happy clients.

The first problem is is not having a handle on the amount of effort involved in providing the service you are offering. This is often the root cause of you losing money fixed price work. Why? because you tend to be too optimistic about how long it will actually take to complete the work. Also as there is no clarity on what effort it will take because there is no detailed scope work. Not doing this basic estimating first creates a problem for you because you cant clearly define the limits of what you will do for the price and as a result your customer can drag you into doing much more work than you expected but all within the original quote for the fixed price work.

The second problem comes from that dangerous word "assume". That is you assume that your customer understands the basis on which you are quoting and how much effort you are going to put into your fixed price work. Your customer by contrast assumes that you can read his mind and understands his assumptions, which of course only come to light when you think you've finished the work and he thinks there is a lot more for you to do. So stop putting yourself in a position to lose money by writing down exactly what you will do and to what level of detail. This is a particular problem if you are a professional services business because it is very rare for you to consider the depth to which you will undertake a service rather just saying it will be addressed. So don't assume anything, let you client or prospect know IN WRITING clearly and up front what you will be doing and in how much detail . Then get them to sign that off. Once you've done this you have an agreed baseline.

The third problem is lack of commercial awareness. I'm surprised how many professional services companies for example will offer fixed price work more cheaply than you would charge on a time sheet basis. This makes no sense; ask yourself this. Who is taking the risk, well in fixed price work it is you! so you should be charging a premium not a discount. For many of the larger professional services businesses this would be anything from 15 to 33% depending on the level of risk. 


The other issue is stage payments. So many professional services businesses offer something like 50% up front and 50% on completion. Its great for you to get 50% up front but stupid to leave 50% of the fees on the table when you will have completed all the work. It is particularly bad because it puts you in a week negotiating position as when you get to the end you'll really want that 50% so you'll end up giving in to every little demand and variance your client wants to include and believe me with a commercially astute client there will be plenty of them. I suggest, actually i'd like to insist, instead that you ask for stage payments that give you 80-90% of your fixed fees before work is completed. For example 30% up front 30% when design or other milestone is agreed 30% on delivery of the work and 10% after acceptance or when the report etc is accepted.

Its easy not to lose money on fixed price work, you just need to be a little more organised in your approach to your prospects.

Exigent Consulting provides specialist services for High Growth Business , Business Turnaround, and Mentoring to the Small and Medium Business. We help business owners improve the profit performance of their business. 

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Healthy Culture Delivers Better Business Performance

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Business performance and culture have always been linked, although its tended to be anecdotal evidence rather than hard statistics. I myself as part of our High Growth Programme spend some time on the importance of understanding your culture and analysing if it is suitable and desirable for your business going forward. I wrote about these issues on using culture as a support to high growth and culture as a weapon for competitive advantage. Whilst there is little doubt the having the right culture is an important factor in improving your business performance it remains an area that most smaller business owners tend to avoid. It is fair to say that much of this is because business advice and support tends to look at the process driven solutions for business rather than addressing the more difficult area of people, their values and motivations. 


It has always been my contention that getting your organisational culture right will improve your competitive performance and support a company's high growth aspirations because they empower people to be courageous and offer sultions and challenge norms without fear of reprisals or blame. 

Up until now there has not been any hard numbers to support this view. However last June an article was published in McKinseys Quarterly which had actually put numbers to the importance of culture in business performance. As can be seen in the diagram above business performance addressing change plus a healthy culture outperformed poor cultures by as much as 2.2x. This is I expect the first of many such studies as the recognition thart culture plays an important part in supporting a companys success becomes a topic at the centre of a CEO's radar.

Exigent Consulting provides specialist services for High Growth Business , Business Turnaround, and Mentoring to the Small and Medium Business. We help business owners improve the profit performance of their business. 

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Culture - Finding Out What You have

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Recently I wrote about the importance of culture in supporting high growth persistent businesses. I've had a couple of requests from business owners if there was somewhere they could get a sample list of questions which they could use as a starting point for a survey on culture. Not having found anything immediately available I put together a list of 20 sample questions that I thought might be useful.

The question on culture are as follows, fell free to use them as you wish. The most important factor to consider is that answers should be anonymous otherwise your employees will be too busy trying to second guess what they think the answer should be rather than what is the truth.


1. Is the pressure to perform unreasonable?

2. Are targets set by managers unreasonable?

3. Would you prefer to work for a fast moving innovative company or a slow moving cautious company?

4. Is it sometimes difficult to ask questions or raise concerns?

5. Are we a  quality company?

6. Is bad conduct rewarded, tolerated or punished?

7. Is there a close tie between performance and rewards?

8. Do employees consider that the company understands and sufficiently care about the needs of its customers?

9. Is the quality of products and/or services a high priority?

10. Are employees proud of our products and/or services?

11. Do we sell our products based on price or quality?

12. Would you get more criticism for violating an ethical principle than not meeting a deadline or target?

13. It is safe to voice your opinion…true or false?

14. The company turns a blind eye to unethical behaviour if it means getting a sale...true or false?

15. There is one code of ethics for everyone....true or false?

16. We are encouraged to admit mistakes and learn from them...true or false?

17. Are you asked to perform tasks that your mangers would not be prepared to do?

18. Do you ever feel let down by your colleagues?

19. Are your mangers supportive?

20. Which words do you think best describes the company culture as Open, Oppressive, a Meritocracy, Political, Supportive or other?... please specify.

Once you have this information you can follow the steps from my article Culture - getting the one you want on how you can implement changes.

Exigent Consulting provides specialist services for High Growth Business , Business Turnaround, and Mentoring to the Small and Medium Business. We help business owners improve the profit performance of their business. 

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The Board Meeting How a Functioning Board Works

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Having recently written about the problems of dysfunctional board meetings it seemed logical to put together an article about what functioning board looks like. Without stating the obvious a functioning board meetings are the opposite of a dysfunctional board.

Lets remind ourselves that a board meeting is about strategy and policy its about looking out and forward. Operational management issues are kept for the management meeting. 

Typically a fully functioning company board will have developed a clear strategy for moving the business forward. Strategic planning will have been evidence based and discussed and agreed. This give the board meeting a common purpose and a framework and context in which to hold discussions.

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Attendees come fully prepared for the board meeting. This means that reports on topics of interest or key issues for the business will have been prepared and published in advance of the meeting ideally at least 48 hours before. This allows other board members to review the information prior to the board meeting. The benefit is that the discussions now focus around the issues rather than simply seeking information about the issue.

The board meeting will have a standing agenda, which typically includes a report from the Chief Executive and each functional executive director. Often fully functioning board meetings will have standing agenda issues to be reviewed on a semi annual or annual basis, for example salary policy, marketing plan, budgets, and health and safety. These agenda items support good governance of the business and keep the discussions at strategy level.

Clearly a strategy is nothing without implementation and a functioning company board will exhibit confidence in their management team and delegate implementation to them but with director oversight. 

It is importance that companies use board meetings as an opportunity to get an external view of their business; external advisers or non executive directors are a valuable addition. Their role is to provide knowledge of  the industry or extensive business knowledge that can be used to support or challenge the executive members of the company board. This kind of expertise is extremely valuable especially for owner managed business where there tends to be a shortage of trained management. It does not have to be a formal appointment it needs to be some who you trust and from who you would accept criticism. 

The key to a successful company board meeting is open discussion. This allows all issues to be aired and all proposals properly challenged.  In this environment healthy respect of each members position is vital. Board meetings work best when there is a consensus view of the actions going forward and to do this it requires open discussion.

Another obvious but often overlooked matter is the need for a minute taker at the board meeting who is tasked with publishing the minutes and actions arising from the meeting in good time. Normally less than a week after the meeting.

So to sum up board meetings should be about strategy and not operational matters. They should be open and drive actions for the rest of the business.

Exigent Consulting provides specialist services for High Growth Business , Business Turnaround, and Mentoring to the Small and Medium Business. We help business owners improve the profit performance of their business. 

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Culture - Getting the One You Want

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This short article will give you practical steps to identify the culture you have now and the culture you would like to have to support you as a high growth business.  We have talked earlier about the importance of a strong company culture in a high growth business and how it should be a critical part of your business strategy as it can provide real competitive advantage.

Whilst many owners in high growth businesses understand the need for a strong company culture, their business have developed without any clear focus on this aspect. There is a need therefore for a simple process to identify he differences between the culture you have now to the culture you want, and identify how to go from one to the other.

It is worth repeating that if you run a business you will have a culture. You get this by default, your company culture will be created by your values and the values of your employees. Those with the strongest personality or who are the most vocal will tend to create a dominant culture. To enable you as an owner of high growth businesses to grow faster for longer getting the right culture is a must.

Step 1 Find out what you have now. 

The simplest way to do this is for you to identify the 3 to five words which you think together describe your company culture, so for example; honesty, reliability, easy to do business with, supportive, positive.

Step 2 Find out if your staff agree

Produce a list of maybe 15 to 20 words and include you 5 initial words in that list. Ask your staff to highlight 5 words which they think best describes the company culture. By the way make sure the response to this survey is anonymous otherwise you'll have staff telling what they think you want to hear, rather than what they really think.

Step 3 Analyse the results

You are most likely to get one of three results

(a) there is a lot of similarity between your view of your company culture and that of your staff

(b) there doesn't seem to be any prevailing view of your culture amongst your employees. This suggests what ever your culture is, it is weak.

(c) your employees have a completely different view of your company's culture from you.

Step 4 Identify the culture you want

Using the same technique as in step 1. Find a few keywords that will identify your new culture.

Step 5 Create culture champions

As a busy owner of a high growth business you don't have either the time or the capability on your own to change your staffs attitudes. You will need the help of other key members of the team to become "cultural champions" to keep reinforcing the new cultural message. 

Step 6 Implement your new culture

Encourage and support your cultural champions to work with your staff to implement those changes into you company culture. Where are you most likely to be successful? Recruitment is great starting point as you can filter out those potential staff who like and agree with your culture. As I have stated before this is especially important in a high growth business as new recruits become productive faster.

This last step may take some time depending on how different it its from your current culture. Don't let that put you off as evidence has shown that a high growth business with a strong supportive culture will grow faster and for longer than a business which has not.

Exigent Consulting provides specialist services for High Growth Business , Business Turnaround, and Mentoring to the Small and Medium Business. We help business owners improve the profit performance of their business. 

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Managing High Growth: Using Your Culture for Competitive Advantage

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In my earlier piece about the importance of culture in high growth businesses I talked about how culture is considered a soft skill and that most business people tend to ignore it, mostly because there is no imm

Aleutian Cultures (Photo credit: Travis S.)

ediate quantifiable benefit and of course because it involves dealing with people. That's for HR people isn't it?

What I wanted to share in this post was the idea that culture can be a potent weapon by giving you an important competitive advantage. If implemented and understood it can help significantly in promoting a company's growth. Your culture establishes how your company and its staff interact with one another and with the outside world (your customers and prospects). It reflects your core values and your ethics.

So how is this a competitive weapon? Well lets look at two areas where High Growth Businesses experience problems. Finding and keeping the right staff and dealing with new problems. 

All high growth businesses face many challenges which are outside the experience of the owners or the senior staff. There is naturally a high degree of risk involved in making decisions in this environment. However as a business owner you don't want to be the only person who makes these decisions and by getting your staff to face these issues it in turn develops their skills. In order for your staff to be confident about making these decisions you must have the right culture in place. That is firstly to allow them to make decisions and not be afraid of making mistakes; and secondly a culture which support risk management so decision making can be shared across the management team and moves away from blaming individuals. Having the kind of culture which supports this kind of decision making will give you a real competitive advantage.

The other area is the strength of your culture. One of the major growth inhibitors is not getting enough of the right kind of people together with the time taken to integrate them  into your business to become fully productive. Having a strong culture creates what I have termed a cultural wall it works like this.

A company'as cultural wall uses a strong culture to ensure that only those potential employees who align with your culture will stay with the company. Those who are not fully committed or are trying to change it will bounce off the wall. That is either deliberately not join or leave soon after joining. Those who align with your culture will cross the wall and feel protected. This affinity leads to significantly lower attrition and a quicker absorption of new staff bringing them up to full productivity quicker, not to mention the increased likelihood of staff putting in more effort and extra hours into something to which they feel fully committed. 

By contrast those organisations with a weak or poorly developed culture suffer from inherently higher attrition as left unchecked people develop pockets of competing cultures, which results in a generally high level of attrition, and an increased chance that new employees will take longer to get up to speed. 

It should be obvious from the above how important Culture is to a business, the quicker companies get to grips with this the better their chance of longer term high growth.

Exigent Consulting provides specialist services for High Growth Business , Business Turnaround, and Mentoring to the Small and Medium Business. We help business owners improve the profit performance of their business. 

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The Problems of Managing High Growth

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I am departing from my usual form of posting to include a link to an excerpt from a recent Webinar on managing high growth businesses. This short section, about 5 minutes, explores the problems of managing high growth and the consequences if not managed properly. 

As this is not my usual form I am especially interested in our feedback as it will help me decide i this approach is worth adopting for future posts.

Exigent Consulting provides specialist services for High Growth Business , Business Turnaround, and Mentoring to the Small and Medium Business. We help business owners improve the profit performance of their business. 

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The 6 Signs of Dysfunctional Company Boards

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I have written in the past few weeks about the problem with board meetings and the problem with sales meetings. It was suggested to me that it might be helpful if I explained what particular issues with a dysfunctional company board and how a well run company board would operate. In this article I intend to concentrate on dysfunctional boards or boards in crisis. 

Image via Wikipedia

So lets remind ourselves what issues should be addressed at board meetings? They’re the meeting that set the direction for the company, confirm policy, and directs the business response to unforeseen events either external like for example a significant change in market conditions or the arrival of a new or stronger competitor. The unforeseen events maybe internal like the loss of key staff or a major issue with sales or production. To get the best out of these meetings they should be held regularly and it should involve a review of the company’s performance.  

So, if that's what a Board meeting should cover what do we typically see in a dysfunctional or crisis board.

Number 1 is not understanding the importance of a board meeting. As individuals and owners we tend work and think at an operational or detail level and it takes some effort and often some training to start to look at strategic and policy issues at a high level. Because operational issues tend to be more immediate and therefore urgent they get in the way of longer term but no less important considerations. Boards meetings are vital to the long term health of a business and are a necessary condition if you want a business to be successful over the long run. I have seen many situations where Board Meetings have gradually been dropped because well meaning owners and managers confuse them with operations or management meeting. Often its only when a crisis hits the business that the management team understand its importance and by then it can be too late.

Number 2 is where day-to-day operations dominate meetings. This is the most common situation and is a result of the first symptom.   Typically the meeting will have no agenda and the participants will have made little or no preparation, consequently what gets discussed is what is on peoples minds at the time (management issues).

Number 3 is not having external advisers. In order to understand and address strategic issues, and probably any issue, it is beneficial to get external advice from people who are not intimately involved in the business. These people can be Non Executive Directors or external advisers.  This separation gives them the ability to make key insights  about the business and its relative performance that would not be possible from internal managers and directors, who often "cant sees the woods for the trees".


Number 4 is hearsay management. This is a situation where the business owner/ CEO makes decisions based on their gut instinct or impulse and without proper evidence. In these situations boards are often seen as a hindrance because board meetings are a forum where   members can question and review key decisions. This type of situation is often coupled with number 5 where the CEO/MD has a low opinion of the management team and doesn't see great value in their input or they don't want to be challenged. I have found this later situation common in family run businesses where the control is kept within the family irrespective of capability and the unwanted scrutiny of a board meeting is something to avoid.


Number 6 the  festering issue/disruptive director. These two often go hand in hand and the disruptive director is often a result of a long running issue that has been ignored, where he or they consider that a poor or no decision has been taken on a subject of great importance to them and despite numerous attempts the problem is avoided leaving a disgruntled board member. The result is that they will go to great lengths to try to raise the issue whilst everyone else will do their best to avoid it, as a result issue and those connected issues are not properly discussed and frequently board meetings are delayed or cancelled as part of the avoidance process. This situation is especially common where you have strong characters who will be persistent in the cause to the point of absurdity and in the long run is very damaging to a team. Often a climate of distrust will develop and worsen team relations the longer the issue is not openly discussed and some form of conclusion reached.


Whilst there are many issues surrounding board meetings don't let this list put you off, many companies have a well functioning board. My next blog post will look at what a properly functioning board look like. I would also like to take the opportunity to give my thanks to Ivor Middleton who assisted in the preparation of this article.

Exigent Consulting provides specialist services for High Growth Business , Business Turnaround, and Mentoring to the Small and Medium Business. We help Business Owners improve the profit performance of their business. 

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