C-Suite Network™

Health and Wellness Human Resources Management


38.4% of Men and Women in the United States will be diagnosed with cancer at some point during their lifetime.

Worrying about the ability to pay the bills is top of mind for everyone, and the fact is Health Insurance does cover the TRUE COST of a family member who gets cancer.

Your employees worry, and you can help. You can pay foor this benefit or offer it as a PAYROLL DEDUCTION!


Cancer can bring about various hidden costs beyond the direct medical expenses associated with diagnosis and treatment. Some of these hidden costs may include:

  1. Lost income: Many cancer patients and their caregivers may need to take time off work or reduce their working hours to accommodate treatment and recovery. This can result in lost income, impacting their financial stability.
  2. Transportation and lodging: Depending on the location of treatment centers and the need for specialized care, patients and their families may incur significant expenses for transportation and accommodations.
  3. Caregiver expenses: Family members or friends who provide care and support for cancer patients may face their own financial burdens, including taking time off work, travel costs, and purchasing additional supplies.
  4. Copayments and deductibles: Even with health insurance, cancer patients may still face out-of-pocket expenses, such as copayments, deductibles, and prescription costs.
  5. Home modifications: Some patients may need to make modifications to their homes to accommodate their medical needs, such as installing ramps, handrails, or lifts, which can be costly.
  6. Psychological support: Emotional and psychological support is essential for cancer patients, and counseling or therapy services may not always be covered by insurance, leading to additional expenses.
  7. Complementary therapies: Some individuals explore complementary therapies like acupuncture, massage, or dietary supplements to manage cancer-related symptoms, which may not be covered by insurance.
  8. Childcare and household help: For parents with cancer, arranging childcare and household assistance during treatment can add to the financial burden.
  9. Health-related quality of life: Cancer survivors may require ongoing care, medications, and surveillance, all of which contribute to long-term healthcare costs.
  10. End-of-life care: For those in advanced stages of cancer, end-of-life care and hospice services can be expensive.
  11. Travel for specialized care: In some cases, patients may need to travel to access specialized cancer treatments or clinical trials, incurring travel and accommodation costs.

It’s important for individuals and families facing cancer to carefully consider these hidden costs and plan accordingly. Financial counselors, social workers, and support organizations can often provide guidance and resources to help manage these financial challenges. Additionally, health insurance coverage and assistance programs may be available to help alleviate some of the financial burdens associated with cancer care.

Estimated Costs of Cancer not covered by Health Insurance

Certainly, here’s a simplified chart format listing the estimated hidden costs associated with cancer:

Hidden Cost Categories Description
Lost Income (Months – Years) Impact on patients and caregivers’ earnings
Transportation and Lodging ($18,000) Travel and accommodation expenses for treatment
Caregiver Expenses ($34000) Financial burdens on those providing care
Copayments and Deductibles. ($1000-$10,000) Out-of-pocket medical expenses
Home Modifications-TBD upwards of $17,000 Costs for adapting the home for medical needs
Psychological Support (25,000) Counseling and therapy expenses
Complementary Therapies ($12,000) Expenses for alternative treatments
Childcare and Household Help ($24,000) Additional support for parents with cancer
Health-Related Quality of Life-Priceless Ongoing healthcare costs for survivors
End-of-Life Care (25,000) Expenses for hospice and end-of-life services
Travel for Specialized Care ($7500) Costs related to seeking specialized treatment

Please note that the actual costs can vary significantly depending on individual circumstances, types of cancer, and available resources. It’s essential to consult with healthcare providers, financial counselors, and support organizations to assess and address specific financial challenges related to cancer.

Group Cancer Insurance

Providing Cancer Insurance as a benefit is a huge benefit, at a very low cost to your orginization.

Group cancer insurance is a type of insurance policy that is typically offered by employers or organizations as part of their employee benefits package. It is designed to provide financial protection to individuals and their families in the event of a cancer diagnosis. Here are some key points about group cancer insurance:

  1. Employer-Sponsored Coverage: Group cancer insurance is often provided by employers to their employees, either fully paid by the employer or offered as a voluntary benefit that employees can choose to purchase.
  2. Supplemental Coverage: It is considered a supplemental insurance policy, which means it complements the primary health insurance coverage. It is not a replacement for comprehensive health insurance.
  3. Lump-Sum Payout: In the event of a cancer diagnosis, group cancer insurance policies typically provide a lump-sum cash benefit to the policyholder. This benefit can be used to cover various expenses related to cancer treatment and recovery.
  4. Use of Funds: Policyholders can use the lump-sum payment for a variety of purposes, including medical bills not covered by health insurance, transportation, lodging, childcare, household bills, and other non-medical expenses.
  5. No Network Restrictions: Unlike traditional health insurance, group cancer insurance policies usually do not have network restrictions. Policyholders can choose any healthcare provider or facility for their cancer treatment.
  6. Premium Costs: The cost of group cancer insurance premiums may be shared between the employer and the employee, or employees may have the option to pay the entire premium themselves. Premiums can vary based on the level of coverage chosen.
  7. Pre-Existing Conditions: Group cancer insurance policies may have waiting periods and restrictions related to pre-existing cancer conditions. It’s important to review the policy terms and conditions carefully.
  8. Portability: In some cases, employees may have the option to continue their group cancer insurance coverage if they leave their job, although the premium may increase.
  9. Tax Considerations: The tax treatment of group cancer insurance benefits can vary depending on whether the premiums are paid by the employer or the employee. Consult with a tax professional for specific guidance.

Group cancer insurance can be a valuable addition to an employee benefits package, providing financial support during a challenging time. However, it’s crucial for individuals to review the terms and coverage limits of the policy to understand its benefits and limitations fully. Additionally, individuals with group cancer insurance should also maintain comprehensive health insurance for broader medical coverage.

Individual Cancer Insurance

If you do not have a group plan, you may look at individual plans for your Supplemental Cancer Insurance by calling 1-800-MEDIGAP

Individual cancer insurance, also known as cancer insurance or cancer-specific insurance, is a type of insurance policy designed to provide financial protection to individuals in the event of a cancer diagnosis. Unlike group cancer insurance, which is typically offered through employers as part of employee benefits, individual cancer insurance is purchased directly by an individual or family. Here are some key points about individual cancer insurance:

  1. Specific Coverage: Individual cancer insurance policies focus exclusively on cancer-related expenses. They provide a lump-sum cash benefit to the policyholder upon a confirmed cancer diagnosis.
  2. Lump-Sum Payment: In the event of a cancer diagnosis covered by the policy, the insured individual receives a lump-sum payment. This payment can be used at their discretion to cover various expenses associated with cancer, such as medical bills, transportation, childcare, and non-medical costs.
  3. Supplemental Coverage: Individual cancer insurance is considered a supplemental insurance policy, which means it is meant to complement existing health insurance coverage. It is not a substitute for comprehensive health insurance.
  4. Flexibility: Policyholders have flexibility in how they use the lump-sum payment, whether for medical treatments, experimental therapies, or other needs not covered by their health insurance.
  5. No Network Restrictions: Individual cancer insurance policies typically do not have network restrictions, allowing policyholders to choose any healthcare provider or facility for their cancer treatment.
  6. Premium Costs: The cost of individual cancer insurance premiums can vary based on factors such as the insured person’s age, health, chosen coverage amount, and the specific insurance provider.
  7. Waiting Periods: Some policies may have waiting periods before they become effective, during which time cancer-related claims may not be covered.
  8. Pre-Existing Conditions: Pre-existing cancer conditions may be excluded from coverage, so it’s important to review the policy terms carefully.
  9. Portability: Individual cancer insurance policies are typically portable, meaning they can be maintained even if the policyholder changes jobs or insurance providers. Premiums may increase with age.

Individual cancer insurance can offer peace of mind by providing financial support during a cancer diagnosis, helping individuals and their families manage the financial impact of cancer treatment and recovery. However, it’s essential to carefully review the terms and conditions of the policy, understand the coverage limits, and assess whether it fits your specific needs alongside comprehensive health insurance.

Lump Sum Cancer Insurance

Lump-sum cancer insurance is a type of insurance policy that provides a predetermined lump-sum cash benefit to the policyholder in the event of a cancer diagnosis. Here’s how it typically works:

  1. Purchase of the Policy: An individual or policyholder purchases a lump-sum cancer insurance policy directly from an insurance company. The policyholder pays regular premiums to maintain coverage.
  2. Diagnosis of Cancer: If the policyholder is diagnosed with cancer that meets the policy’s criteria (such as specific types and stages of cancer), they must follow the policy’s claim process. This usually involves notifying the insurance company and providing the necessary medical documentation and diagnosis confirmation.
  3. Claim Verification: The insurance company will review the policyholder’s claim to ensure it meets the policy’s requirements for a covered cancer diagnosis. This may involve reviewing medical records and reports from healthcare providers.
  4. Payment of Lump Sum: If the cancer diagnosis is confirmed and meets the policy’s criteria, the insurance company will make a lump-sum payment directly to the policyholder. This payment is not tied to the actual medical expenses incurred and can be used at the policyholder’s discretion.
  5. Use of Funds: The policyholder can use the lump-sum payment for a variety of purposes, including but not limited to:
    • Covering medical bills not covered by health insurance.
    • Paying for cancer treatments, such as surgery, chemotherapy, or radiation therapy.
    • Covering transportation and lodging expenses related to treatment.
    • Supporting household bills and daily living expenses.
    • Paying for childcare or caregiving services.
    • Exploring alternative or experimental treatments.
  6. Policy Premiums: The policyholder is responsible for paying regular premiums to maintain the insurance coverage. Premiums may vary depending on factors such as the insured person’s age, health, chosen coverage amount, and the specific insurance provider.
  7. Policy Terms and Conditions: It’s essential for the policyholder to carefully review the terms and conditions of the lump-sum cancer insurance policy to understand the specific coverage limits, waiting periods, exclusions, and any other policy details.
  8. Portability: In many cases, lump-sum cancer insurance policies are portable, meaning they can be maintained even if the policyholder changes jobs or insurance providers. Premiums may increase with age.

Lump-sum cancer insurance is designed to provide financial support and flexibility to individuals facing a cancer diagnosis. It can help cover various expenses related to cancer treatment and recovery, as well as non-medical costs. However, it’s crucial to choose a policy that aligns with your specific needs and to fully understand the policy’s terms and limitations before purchasing it.


What Cancer Diagnosis Triggers the Lump Sum Payout?

Neuroendocrine Cancer

Neuroendocrine cancer, also known as neuroendocrine tumors (NETs), is a type of cancer that originates in the neuroendocrine cells. These cells are found throughout the body and have characteristics of both nerve cells and endocrine cells. Neuroendocrine tumors can develop in various organs, but they are most commonly found in the gastrointestinal tract, pancreas, and lungs. Here are some key points about neuroendocrine cancer:

  1. Types: Neuroendocrine tumors can be classified into two main categories based on their behavior:
    • Benign (Non-Cancerous): Some neuroendocrine tumors are slow-growing and do not spread aggressively. They are considered benign and may not require extensive treatment.
    • Malignant (Cancerous): Malignant neuroendocrine tumors can be aggressive and have the potential to metastasize (spread) to other parts of the body.
  2. Symptoms: The symptoms of neuroendocrine cancer can vary depending on the location and size of the tumor. Common symptoms may include abdominal pain, diarrhea, flushing, wheezing, skin rashes, and unexplained weight loss.
  3. Diagnosis: Diagnosis typically involves a combination of imaging tests (such as CT scans, MRI, or PET scans), blood tests to measure specific biomarkers, and a biopsy to confirm the presence of neuroendocrine cancer.
  4. Treatment: Treatment options for neuroendocrine cancer depend on several factors, including the tumor’s location, grade, stage, and the patient’s overall health. Treatment may include:
    • Surgery to remove the tumor.
    • Radiation therapy to target and kill cancer cells.
    • Chemotherapy to destroy cancer cells or slow their growth.
    • Targeted therapy drugs that specifically target the cancer cells.
    • Somatostatin analogs to control symptoms and slow tumor growth.
    • Peptide receptor radionuclide therapy (PRRT) for some advanced cases.
    • Immunotherapy in certain situations.
  5. Prognosis: The prognosis for neuroendocrine cancer varies widely depending on factors such as the tumor’s grade, stage, and location. Some neuroendocrine tumors are slow-growing and have a better prognosis, while others may be more aggressive and challenging to treat.
  6. Follow-Up Care: Patients with neuroendocrine cancer typically require long-term follow-up care to monitor the tumor’s progression, manage symptoms, and assess the need for additional treatment.

It’s important for individuals diagnosed with neuroendocrine cancer to work closely with a healthcare team specializing in cancer care. Treatment plans should be tailored to the specific characteristics of the tumor and the patient’s individual circumstances. Advances in treatment options and ongoing research continue to improve the outlook for individuals with neuroendocrine cancer.

Cancer-causing dry shampoos

Yes , even if you get cancer from cancer causing dry shampoos your benefit will be covered by most of the cancer insurance companies.

Cancer Insurance Companies

Here’s a chart with the names of some insurance companies that commonly offer cancer insurance. You can visit their official websites or contact them directly for their specific addresses based on your location:

Insurance Company Website
Aflac www.aflac.com
Colonial Life www.coloniallife.com
MetLife www.metlife.com
Mutual of Omaha www.mutualofomaha.com
Transamerica www.transamerica.com
Allstate www.allstate.com
Cigna www.cigna.com
State Farm www.statefarm.com
Prudential www.prudential.com
Aetna www.aetna.com

To find the nearest office or agent for these companies visit their site, or work with a specialist over the phone by calling 1-800-MEDIGAP. or 1-800-633-4427

Cancer Insurance Group Plans?

Call 972-800-6670 to speak with a group specialist.

Cancer Survival Rates

Cancer survival rates can vary widely depending on the type and stage of cancer, the individual’s overall health, and the effectiveness of treatment. Here are some common types of cancer along with approximate survival rates based on my knowledge as of January 2022:

  1. Breast Cancer:
    • 5-year survival rate: Around 90% for localized stage (cancer has not spread beyond the breast), 27% for distant stage (cancer has spread to distant organs).
  2. Prostate Cancer:
    • 5-year survival rate: Nearly 100% for localized stage, 31% for distant stage.
  3. Lung Cancer:
    • 5-year survival rate: Approximately 56% for localized stage, 6% for distant stage.
  4. Colorectal Cancer (Colon and Rectal Cancer):
    • 5-year survival rate: About 91% for localized stage, 14% for distant stage.
  5. Pancreatic Cancer:
    • 5-year survival rate: Approximately 10% for all stages combined.
  6. Ovarian Cancer:
    • 5-year survival rate: Around 94% for localized stage, 29% for distant stage.
  7. Skin Cancer (Melanoma):
    • 5-year survival rate: About 92% for localized stage, 23% for distant stage.
  8. Cervical Cancer:
    • 5-year survival rate: Approximately 92% for localized stage, 17% for distant stage.
  9. Bladder Cancer:
    • 5-year survival rate: Around 77% for localized stage, 5% for distant stage.
  10. Thyroid Cancer:
    • 5-year survival rate: Nearly 100% for localized stage, 63% for distant stage.

Please note that these survival rates are approximate and can vary depending on various factors, including advances in medical treatments, individual health, and access to healthcare. Survival rates are typically reported in terms of the percentage of people who survive for at least 5 years after diagnosis. It’s essential to consult with healthcare professionals for specific information about a particular cancer diagnosis and prognosis. Additionally, ongoing research and advancements in cancer treatment can lead to changes in survival rates over time.

Cancer Insurance Payroll Deduction

Payroll deduction is a process through which an employer deducts certain amounts from an employee’s paycheck to cover various expenses or contributions. These deductions are typically automatic and are subtracted from the employee’s gross pay before the net pay (take-home pay) is calculated. Here’s how payroll deduction works:

  1. Identifying Deductions: Employers and employees agree on the types of deductions that will be taken from the employee’s paycheck. These deductions can include taxes, retirement contributions, insurance premiums, and other benefits or obligations.
  2. Tax Withholding: The most common type of payroll deduction is for taxes. Employers are required to withhold federal, state, and, in some cases, local income taxes from the employee’s paycheck based on the information provided by the employee on their Form W-4.
  3. Social Security and Medicare: Payroll deductions also include Social Security and Medicare taxes, which are required by law. These deductions are based on a percentage of the employee’s gross income, and the employer also contributes a matching amount.
  4. Voluntary Deductions: Employees may choose to have additional deductions from their paycheck for various voluntary benefits, such as health insurance premiums, retirement contributions (like 401(k) or IRA), life insurance, flexible spending accounts (FSA), and charitable donations.
  5. Garnishments: In some cases, the employer may be required to withhold money from an employee’s paycheck due to legal orders, such as child support or court-ordered wage garnishments.
  6. Calculation: Payroll software or systems calculate the total deductions based on the predetermined amounts or percentages and subtract them from the employee’s gross earnings.
  7. Net Pay: After all deductions are subtracted, the remaining amount is the employee’s net pay or take-home pay. This is the amount the employee receives in their paycheck.
  8. Pay Stub: Employers typically provide employees with a pay stub or earnings statement that details the gross pay, deductions, and net pay for each pay period. This allows employees to see how their pay is calculated and where the deductions are going.
  9. Direct Deposit: Many employers offer direct deposit, where the net pay is electronically transferred to the employee’s bank account. In this case, employees receive an electronic pay stub instead of a physical paycheck.

Payroll deduction is an essential part of the payroll process, ensuring that employees’ obligations and contributions are accurately handled. Employers are responsible for withholding and remitting the deducted amounts to the appropriate authorities or entities, such as tax agencies, insurance providers, or retirement plan administrators, on behalf of the employees.






Case Studies Leadership Management

Why Training Plays a Critical Role in Hiring and Retention

Keeping employees from quitting their jobs after only a year or two is becoming a big challenge for many businesses across the country. Is it a problem for you?

“The New Reality of Employee Loyalty,” an article that Peter K. Murdock wrote for Forbes, suggests that to keep new employees, companies should discuss their career futures with them and have three-year development plans in place. “If you can’t see where your employee will be in three years within your organization, assume they will be working for someone else,” Murdock writes. And he is probably right.

And here is a secret for building employee loyalty . . .

Offer top-notch, comprehensive training for new employees

Why is training a secret for both hiring and keeping new hires? Here are some of the reasons we have seen.

  • Great training convinces new hires that you care about keeping them with you in the years ahead. If you demonstrate your willingness to invest in training employees, they realize that you believe in them and want them to be with you for the long term.
  • Great training sets your company apart from others. When job-hunters are given the choice of working for a company with a comprehensive training program and one that does not, they consistently decide to work for the company that does. It only makes sense.
  • A comprehensive onboarding program that brings in a wide variety of your new hires demonstrates that you are not a company that discriminates on the basis of background, religion, ethnicity, lifestyle or other factors. Your training program can be a vibrant and engaging experience that tells everyone, “This is a company where you belong.”
  • Training that teaches your company history and values increases the perceived worth of working for you. It shows that you are not only training people to perform specific tasks, but to join a company that stands for something. Note that videos that tell the history of your organization and that profile your leaders and customers are a low-cost way to create a compelling, value-added training experience that lays the foundation for employee satisfaction and long-term employment.

Another Way to Use Training to Encourage Retention . . .

As Peter K. Murdoch notes in his Forbes article, it is important to take the extra step of using training as a time to create long-term development plans for every new hire you bring on board. If you offer management training programs for employees, for example, talk about them. If you can identify certain hires for specific promotional tracks, talk about those opportunities during onboarding training. New retail salespeople can enter training programs to become future store managers, for example, and IT technicians can take additional training to join your team of digital marketers.

If you want your new employees to envision a bright future working for you, remember that training is the place to start.

About Evan Hackel

As author, speaker and entrepreneur, Evan Hackel has been instrumental in launching more than 20 businesses and has managed a portfolio of brands with systemwide sales of more than $5 billion. He is the creator of Ingaged Leadership, is author of the book Ingaging Leadership Meets the Younger Generation and is a thought leader in the fields of leadership and success.

Evan is the CEO of Ingage Consulting, Delta Payment Systems, and an advisor to Tortal Training. Reach Evan at ehackel@ingage.net, 781-820 7609 or visit www.evanhackelspeaks.com



Advice Management

What is the Qualified Business Income Deduction?

The Qualified Business Income Deduction (QBI), also known as Section 199A, is a tax provision of the Tax Cuts and Jobs Act of 2017. This deduction allows businesses to reduce their taxable income by up to 20% of the business’s qualified business income. QBI applies to certain pass-through entities such as sole proprietorships, partnerships, S corporations, and some trusts and estates.

How does the QBI Deduction Work? In order to qualify for the QBI deduction, first you must have an eligible trade or business. Qualified trades or businesses include those that earn money through income from services performed in fields such as health, law, consulting, athletics, financial services, and more. The deduction can only be used in relation to taxable income generated by these types of services; it cannot be applied to wages earned from a job or other forms of passive income. 

Once you have confirmed that your trade or business qualifies for the QBI deduction, you must then calculate your total qualified business income. To do this, first you need to add up all regular and capital gains net incomes earned by your trade or business throughout the year. Once you have determined your total qualified business income amount, you can subtract 20% of this amount from your taxable income for that year. 

Why would this benefit my business? The QBI deduction offers tangible benefits for small businesses owners who qualify for it. The main advantage is that it helps reduce overall tax liability at the end of each year. A lower tax burden can mean more funds available for reinvestment into your business or other investments such as retirement accounts. Additionally, if you are filing taxes jointly with a spouse who also has qualifying trades or businesses, both parties may be able to take advantage of the full 20% deduction – which could potentially double the savings! 

Schedule a call today with one of my experts http://www.calendly.com/Stephan-controllers or call my office at 775-384-8124. 

Much Success, 

Scott L. Arden, CEO Controllers, Ltd www.controllersltd.com 

Advice Best Practices Management

New Delegation Strategies for Franchise Success

All successful business owners have to learn to delegate. But I would argue that delegation is especially critical for franchise owners who want to own more than one franchise location, and who would like to see all their franchises succeed and grow.

I would also argue that many franchise owners have an especially difficult time learning to delegate to others. Many tend to fall into a pattern like this . . .

An owner starts by buying one franchise, and works extra hard to make it successful. That owner learns that in order to succeed, it is necessary to stay on top of every detail of running the business. That owner can have a very difficult time transitioning from being the owner of just one location to being the owner of several or many. And similar difficulties can emerge even in one location if it starts to grow.

One supervisor cannot be hands-on in multiple locations, or in one location when it reaches a certain size. At a certain point, the owner has to hire competent employees, trust them, and delegate responsibility and work to them.

That poses a contradiction for many owners, because the same style of supervision that brought success earlier on has to be left behind.

Steps to More Successful Delegation

First, have a clear vision and expectation of the roles you are hiring for. Perhaps you’re hiring a person whose job will be to open up new locations. Or perhaps you’re hiring a person whose job will be to hire and help you staff up – in other words, to be your HR manager. Or maybe you’re hiring someone who will be a retail and sales manager. To succeed, you need to hire people who have the experience, aptitude and skills to handle the specific tasks you need done. You can then delegate those tasks to them and loosen your control over many details. You can then stop micromanaging and start to concentrate on bigger issues of expanding your business.

As the expression says, you can stop working in your business and start working on your business.

Second, hire people who can be delegated to. Does their experience indicate that they have been in the past, and that they are open to input and suggestions? During interviews and screening, do they demonstrate the kind of a cooperative, personable and enthusiastic attitude that tells you they will be open to being delegated to?

Third, hire people who understand and communicate well. You can get a sense of this in interviews. When you explain a current challenge or set of expectations, is the candidate quick to understand and grasp the essence of what you are saying? Is he or she able to listen well and to ask questions until a solid level of understanding is achieved? Pay attention to this issue. Hiring managers and then having to explain things repetitively to them is a frustration that can convince you that it is necessary to micromanage. And that is something to avoid.

Fourth, provide excellent training in the critically important skills the job will require. Often, franchise owners like to hire managers and other employees who have lots of prior, applicable experience. Those owners expect that a new employee’s previous experience will take the place of training – in essence, that the employee will arrive on the job “pre-trained.” There may be some truth in that. However, it is always more effective to carefully define the skills your new hires should have, develop metrics to measure them, and to train those abilities.

And Think about Relatability

As you meet with possible hires, ask yourself, “Is this someone I can relate to . . . someone I can see working with closely in the years ahead?”

One way to increase the likelihood of productive, long relationships is to consider offering very promising employees an opportunity to work their way toward limited partnerships in your franchise.

Evan Hackel, Entrepreneur, Author, Speaker, Podcaster

As author, speaker and entrepreneur, Evan Hackel has been instrumental in launching more than 20 businesses and has managed a portfolio of brands with systemwide sales of more than $5 billion. He is the creator of Ingaged Leadership, is author of the book Ingaging Leadership Meets the Younger Generation and is a thought leader in the fields of leadership and success.

Evan is the CEO of Ingage Consulting, Delta Payment Systems, and an advisor to Tortal Training. Reach Evan at ehackel@ingage.net, 781-820 7609 or visit www.evanhackelspeaks.com


Advice Management Strategy

Minimizing Liability Risks: Leveraging an LLC to Lease Vehicles to Your Operating Companies


When it comes to protecting your business and its assets, mitigating liability risks is of paramount importance. One strategy that entrepreneurs and business owners can employ to safeguard their cash flow and shield their operating companies from potential liabilities is utilizing a Limited Liability Company (LLC) to own and lease vehicles. This approach offers a dual benefit: it allows companies to write off vehicle expenses while keeping potential liability issues separate from the core business. In this article, we will explore the advantages and considerations of using an LLC to own vehicles and lease them back to your operating companies. 

The Role of an LLC 

An LLC is a popular legal structure that provides personal liability protection for its members while offering flexibility in terms of taxation and management. By creating an LLC specifically for vehicle ownership, entrepreneurs can effectively separate the liabilities associated with their business operations from those related to vehicle usage. 

Advantages of Using an LLC for Vehicle Ownership 

1. Asset Protection: By establishing an LLC as the owner of vehicles, you create a legal barrier between your operating companies and potential liability claims arising from accidents involving those vehicles. This arrangement can help safeguard your business’s assets and shield them from claims or lawsuits that may arise from a vehicular incident. 

2. Tax Benefits: Leasing vehicles from an LLC allows your operating companies to write off all vehicle-related expenses, including depreciation, maintenance, insurance, and fuel costs. This can result in significant tax savings, as these expenses are considered legitimate business deductions. By maximizing tax benefits, you can optimize your company’s financial position and improve its bottom line. 

3. Enhanced Control: Centralizing vehicle ownership within an LLC provides better control and oversight. You can implement strict policies and guidelines for vehicle usage, maintenance, and safety, ensuring compliance across all operating companies. This control mechanism helps maintain consistency in operations, reduce risks, and streamline management processes. 

Considerations and Best Practices 

While utilizing an LLC for vehicle ownership and leasing presents several advantages, it is important to consider the following points: 

1. Proper Legal Structuring: Ensure that the LLC is established as a separate legal entity with its own operating agreement, finances, and tax records. Commingling funds or neglecting the legal formalities of the LLC can jeopardize the protection it offers and potentially expose your operating companies to liability risks. 

2. Adequate Insurance Coverage: Although an LLC can shield your operating companies from direct liability, it is crucial to obtain comprehensive insurance coverage for the leased vehicles. Consult with an insurance professional to determine the appropriate coverage levels, including liability, collision, and comprehensive insurance, to address potential risks adequately. 

3. Compliance with State Laws: Be aware of specific state regulations regarding vehicle ownership and leasing structures. Consult with one of our experts who is familiar with your jurisdiction’s laws to ensure compliance and avoid any legal issues. 

4. Professional Guidance: Given the complexity of legal and tax matters, seeking guidance from an expert is advisable. Controllers, Ltd can help you establish and maintain the proper structures and documentation required for an LLC-owned vehicle leasing arrangement. 


Employing an LLC to own vehicles and lease them back to your operating companies offers a practical solution for reducing liability risks and maximizing tax benefits. By separating vehicle ownership from your core business, you can protect your assets while enabling your operating companies to deduct vehicle-related expenses. However, it is essential to follow proper legal and financial procedures, maintain adequate insurance coverage, and comply with state regulations to ensure the effectiveness of this strategy. 

Consult with one of my Experts who will provide the necessary guidance to implement this approach effectively and safeguard your business from potential liability issues. Book a complimentary appointment today at www.calendly.com/stephan-controllers or give us a call at (775) 384-8124. 

Advice Best Practices Case Studies Entrepreneurship Growth Human Resources Leadership Management Operations Strategy

Break Free From Founder Dependence: Strategies for Business Success?

How to Overcome Founder Dependence as a Start-up?

Commencing a business is an exhilarating voyage. As an entrepreneur, you invest your passion and dedication into transforming your start-up from an idea into a tangible reality. However, as your business expands, there is a risk of excessive reliance on you, the founder. Founder dependence can impede scalability, hinder decision-making processes, and limit overall growth potential.

This article delves into the challenges posed by founder dependence and explores effective strategies to overcome this obstacle.


Three Dangers of Founder Dependence

When a start-up heavily relies on the founder’s expertise, connections, and decision-making, it becomes vulnerable to various risks. Let’s closely examine some of the perils associated with founder dependence.

  1. Limited Scalability

Founder dependence can hinder the scalability of a start-up. When all critical decisions and operations flow solely through the founder, it creates a bottleneck that restricts growth. As the workload increases, the founder may struggle to delegate effectively, leading to burnout and inefficiency.

Scaling the business becomes challenging without a well-structured and empowered team.

  1. Challenges in Decision-Making

When a start-up excessively depends on the founder for decision-making, it can slow down the entire process. The founder may become overwhelmed by the sheer volume of decisions they need to make, resulting in delays and missed opportunities.

Additionally, decision-making becomes subjective, heavily influenced by the founder’s biases and perspectives.


  1. Single Point of Failure

Founder dependence creates a single point of failure within the organization. If the founder is unable to work due to illness, personal circumstances, or other reasons, the entire business can suffer.

This vulnerability puts the start-up at significant risk, jeopardizing its continuity and survival.


5 Strategies to Overcome Founder Dependence

Now that we comprehend the challenges posed by founder dependence, let’s explore effective strategies to mitigate this risk and foster a sustainable and scalable business.

  1. Cultivate a Strong Leadership Team

Building a robust leadership team is crucial to reduce founder dependence. Identify individuals who complement your skills and share your passion for the business. Delegate responsibilities to them, empowering them to make decisions and take ownership of their respective areas.

Cultivate a culture of trust and collaboration within the team, encouraging open communication and idea-sharing.

  1. Document Processes and Systems

To minimize reliance on the founder’s expertise, document key processes and systems within the organization. Create clear guidelines, standard operating procedures (SOPs), and knowledge repositories that outline how tasks are performed.

This documentation facilitates knowledge transfer, enables new hires to quickly get up to speed, and ensures consistency in operations even when the founder is not directly involved.

  1. Implement Effective Training Programs

Invest in comprehensive training programs for your employees to enhance their skills and knowledge. By equipping your team with the necessary tools and expertise, you empower them to handle complex tasks and make informed decisions independently.

Encourage continuous learning and professional development, fostering a growth mindset within the organization.

  1. Foster a Culture of Innovation and Collaboration

To overcome founder dependence, nurture a culture of innovation and collaboration. Encourage your team members to think creatively, share ideas, and take ownership of projects. Emphasize the importance of cross-functional collaboration and create platforms for brainstorming and knowledge-sharing.

By involving the entire team in the decision-making process, you can harness diverse perspectives and drive the business forward.

  1. Continuously Evaluate and Improve

Regularly evaluate your processes, systems, and team dynamics to identify areas for improvement. Solicit feedback from your team members and stakeholders, encouraging open dialogue.

Adapt and refine your strategies based on these insights, ensuring that your business remains agile and responsive to market changes.


Embracing Growth and Sustainability

Overcoming founder dependence is vital for the long-term success and sustainability of a start-up. By developing a strong leadership team, documenting processes, implementing training programs, fostering innovation and collaboration, and continuously evaluating and improving, you can reduce reliance on the founder and unlock the full potential of your business.

Remember, building a business is a collective effort. Embrace the growth opportunities that come with empowering your team and trust in their abilities.

With the right strategies in place, you can navigate the challenges of founder dependence and steer your start-up towards a prosperous future.





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The Gentle Leader’s Playbook: Mastering Employee Performance Without Being a Jerk


If you’re a manager or a business owner, you comprehend the significance of monitoring employee productivity in order to maintain a high-performing team. However, it is equally important to approach this task with empathy and respect, avoiding the perception of constant surveillance and becoming the manager that everyone loves to hate (just like the boss from the Office Space).

Establishing clear expectations forms the foundation of respectful productivity. Employees need to comprehend what is expected of them and how their performance will be assessed.

By precisely defining goals, deadlines, and key performance indicators (KPIs), you provide a transparent and equitable framework for tracking productivity.



The Key to Lasting Bonds: Open and Transparent Communication

Open communication is crucial when it comes to monitoring employee productivity respectfully. Foster an environment where employees feel at ease discussing challenges, seeking guidance, and sharing progress. Encourage regular check-ins, one-on-one meetings, and team discussions to offer support, address concerns, and celebrate achievements.

Remember, effective communication entails active listening and providing constructive feedback.


Utilizing Technological Tools

In today’s digital era, numerous tools are available to help efficiently and unobtrusively track productivity. Here are a few popular options:

1. Time Tracking Software:

Employ time tracking applications that allow employees to log their hours and monitor the time spent on specific tasks or projects. This provides valuable insights into productivity without excessive micromanagement.

2. Project Management Platforms:

Platforms like Trello, Asana, or Jira enable teams to collaborate, assign tasks, and monitor progress. These tools offer transparency and accountability while respecting employees’ autonomy.

3. Employee Monitoring Software:

While controversial, some organizations find value in monitoring software, like Acti Trak,  that tracks employees’ computer usage and internet activity. However, it is crucial to implement such tools with clear communication and consent from employees.

Remember, technology should complement human connection rather than replace it. Strive for a balance that empowers employees instead of making them feel excessively scrutinized.


Providing Training and Development Opportunities

Investing in the growth and development of your employees not only enhances productivity but also nurtures a positive work environment. Offer training programs, workshops, and resources to enhance their skills and knowledge. When employees feel valued and supported, they are more likely to be motivated and engaged, resulting in increased productivity.



Acknowledging and Rewarding Performance

Recognizing and rewarding your employees’ hard work and accomplishments is crucial for maintaining motivation and morale. When employees feel appreciated, they are more inclined to go the extra mile. Implement an employee recognition program that acknowledges exceptional performance, whether through verbal praise, team shout-outs, or tangible rewards.

Celebrating successes together creates a positive atmosphere and encourages sustained productivity.


Balancing Autonomy and Accountability

Finding the right balance between autonomy and accountability is essential for tracking productivity without being intrusive. While it is important to hold employees responsible for their work, excessively micromanaging every aspect of their day can be demotivating and counterproductive. Trust your team members to manage their own time and tasks while providing support and guidance when necessary.

This approach fosters a sense of ownership and empowerment, resulting in higher productivity levels.


Cultivating a Supportive Work Culture

A supportive work culture plays a significant role in effectively tracking employee productivity. Foster an environment that encourages teamwork, collaboration, and mutual respect. Encourage employees to openly share their ideas, concerns, and feedback. When individuals feel safe and supported, they are more likely to be engaged and productive.



And there you have it! Monitoring employee productivity can be accomplished respectfully without resorting to intrusive methods. By establishing clear expectations, promoting transparent communication, utilizing technology wisely, providing training, and rewarding performance, organizations can foster a productive work environment while maintaining employee trust and morale.

By adopting these strategies, employers can strike a balance between accountability and respect, ultimately leading to improved productivity, stronger employee relationships, and overall organizational success. Remember, a harmonious workplace built on trust and open communication paves the way for both individual and collective growth.

So, let’s embrace these practices and create a thriving work culture where productivity and respect go hand in hand.


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How to Create Better Training Programs for Younger Millennial Workers

The so-called millennial generation (also called “Generation Y”) includes people born between 1980 and 1998.  Many older millennials, now in their early to mid-30s, are already established in their careers. Chances are that many of them are already working throughout the ranks of your organization. They have taken part in your training, maybe even designed parts of your training, and chances are very good that you already understand their learning preferences well.

Let’s take a closer look at younger working millennials – people born between about 1990 and 1995. These are the younger workers who might be applying for their first “real” post-college jobs with your organization right now.  They’re young and fresh-faced, yet if you’re a a generation or two older than they are, chances are that you’ve hit some roadblocks when creating training programs that work well for them.

Key Traits of Younger Millennials

Although generalizations tend to be flawed, here are some attitudes that we have found to be shared by significant members of this cohort.

  • An entrepreneurial mindset – They want to stake out a business identity and space for themselves – even in larger companies.
  • Risk tolerance – Many are self-confident and are willing to help their employers take risks.
  • A love of technology – They tend to be highly mobile and like to access information and training on smartphones and tablets.
  • Social consciousness – They tend to be compassionate and respond positively to working for companies that embrace and support social causes and “doing good in the world.”
  • Openness – Many welcome being part of diverse workforces. Furthermore, they are more welcoming of alternative lifestyles than preceding generations were.
  • Career mobility – Many do not have a lot of company loyalty – they will change jobs often as a way to achieve personal goals and success.

Critical Steps to Take when Training Millennials

As you develop and improve your training programs, here are some ways to make them more compelling and effective with younger millennial workers:

  • Keep it short – Present learning lessons and modules in small “digestible” chunks that millennials can absorb quickly. They are a fast-moving cohort and often become uninterested as soon as training seems irrelevant.
  • Use animations, WAV files and other moving images to deliver key concepts. They work better than words or text to convey big concepts to millennials.
  • Deliver training on platforms that millennials prefer and already use, including smartphones and tablets. They are the mobile-friendly generation.
  • Ask for their ideas and suggestions during training, because millennials think like entrepreneurs, value autonomy, and like to shape the content of their jobs.
  • Express your company values in your training. You can explain, for example, that your organization is trying not just to generate profits, but to support employees and do good in the world. When younger millennials see that their work supports those objectives, they are more likely to believe in company leaders and initiatives – and more likely to experience levels of satisfaction that make them want to continue working for you in the long term.
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Rise To The Challenge: How Business Owners Navigate Expectations


Business owners across the world wake up every morning to confront a new day filled with new and increasing challenges and opportunities.

The dawn of the digital age has not only transformed the way we live but has also revolutionized the very fabric of the modern workforce. As such, the time for mastering the art of adapting to new workforce expectations has finally arrived and it doesn’t appear to be go away any time soon.


Mastering the Art of Adapting to New Workforce Expectations:

Long gone are the days of the yellow pages, fax machines, and life-long employees. The world we live in today is vastly different from what it was just a few decades ago. Technological advancements and the advent of interconnectedness have spawned a generation of employees who possess unique aspirations, desires, and ambitions that can be both obstacles and opportunities for modern employers.

Traditional notions of job security and stability have given way to a quest for purpose, fulfillment, and work-life integration. If we want to find and keep a talented workforce engaged, the evolution in employee expectations demands a complete reevaluation of the employer-employee relationship, while adopting a flexible and compassionate approach to attract and retain new talent.

In this era of rapid change, we must learn to first recognize the importance of fostering a culture of continued learning and growth within our organizations. Employees now seek more than just a paycheck; they crave opportunities for professional development and personal enrichment.

As business owners, it falls upon our shoulders to cultivate an environment that nurtures curiosity and constant pursuit of knowledge. Embracing this paradigm shift not only enhances the skill sets of our teams but also empowers them to face future challenges head-on.

Moreover, the changing dynamics of the workforce demand a departure from the traditional hierarchical structures that once defined organizations. Today’s employees desire a sense of autonomy, empowerment, and purpose in their roles. As leaders, it is imperative to align your company’s values and objectives with the individual aspirations of your employees. And, to successfully extract the best of every team member every single time.


Unlocking the True Potential of Your Workforce:

The rise of the gig economy and remote work has further reshaped the expectations of today’s B2B workforce. Flexibility and work-life integration have become paramount in the pursuit of professional happiness. Every business has adapted their policies and practices to accommodate these shifting dynamics. Embracing remote work options, implementing flexible scheduling arrangements, and leveraging technology to foster seamless collaboration in meeting the evolving expectations of a global and digital work environment.

However, it’s also important to note that navigating this complex landscape is not without its challenges among the mountain of other demands we all face on a daily basis.

One of the biggest obstacles we face is resistance to change, skepticism, or even apprehension from employees accustomed to the traditional ways of working. This is where you need to ensure everyone’s onboarding by fully aligning your mission, vision and values with your overall strategy, goals, and outcomes. Share your vision of where you want to be and empower each team member to make decisions.

If they’re wrong, so what? No one will die.

If they feel empowered to act, instead of forced to do something, you will have moved them from a negative viewpoint, to a positive, more productive one.


How to Use Your Secret Weapon:

Communication, transparency, and understanding are key in appeasing the concerns of potential new hires and current employees. By clearly articulating the vision and path forward, engaging in open dialogue, and involving employees in the decision-making process, you can build a culture of trust and resilience that will withstand the test of time.

Rising to the challenge requires embracing change, adapting your strategies, and nurturing a workplace environment that values growth, purpose, and flexibility.

By recognizing the unique aspirations of your employees, fostering a culture of continual learning, and reimagining traditional structures, you can navigate these evolving expectations with ease and ingenuity. Remember, the path to success lies not in resisting change but in harnessing its transformative power to create a workplace that is both fulfilling and prosperous for all.

Here are a few effective ways to attract and retain top talent.


Embracing Workplace Flexibility: The Power of Choice

One of the most significant shifts in workforce expectations revolves around the increasing demand for workplace flexibility. According to a New World of Work survey, almost half (45 percent) of businesses cited staggered or flexible work schedule as a major change in their operations. The traditional 9-to-5 is a thing of the past.

Nowadays, individuals seek a better work-life integration and greatly value the ability to have more control over when, where, and how they work.

It is mission critical to recognize the benefits of embracing workplace flexibility. By offering flexible work arrangements, such as remote work options or flexible hours, you can enhance employee satisfaction, boost productivity, and attract a broader pool of talent. By placing trust in your employees and focusing on outcomes rather than rigid work hours, you create an environment where individuals can thrive and achieve their best work.

Cultivating a Culture of Continuous Learning

Another vital aspect is emphasizing continuous learning and professional development. Today’s employees highly value opportunities for growth, expanding their skill sets, and staying ahead in a fast-paced and competitive market.

Encourage employees to pursue professional development opportunities, provide access to training programs, and support their desire to learn and acquire new skills.

By investing in their growth, you not only empower your teams to reach their full potential but also demonstrate your commitment to their long-term success.


Prioritizing Diversity and Inclusion: Building a Stronger Team

Diversity and inclusion have emerged as integral components of workforce expectations in recent years. People now value organizations that prioritize diversity and inclusion and actively create an inclusive work environment where everyone feels valued, respected, and heard. The key word is inclusion. Include your team on making some of the big decisions and bring more ideas to the table so they feel heard and appreciated.

It is critical to use diversity and inclusion to gain a competitive advantage. Actively seek diverse talent during recruitment processes, implement policies that promote equal opportunities that foster an inclusive workplace culture. By embracing diversity of thoughts and ideas, you can tap into a wealth of perspectives, experiences, knowledge, and ideas that drive innovation and ultimately lead to better business outcomes.

After all, adapting to today’s digital world, takes an ‘all hands on deck’ approach.


Adapting to Technological Advancements: Embracing the Digital Age

Technological advancements continue to reshape the way we work, and businesses must adapt to remain competitive. From automation and artificial intelligence to cloud computing and data analytics, the digital age offers a multitude of opportunities for businesses to streamline operations, improve efficiency, and drive growth.

Staying informed about the latest technological trends and identifying ways to leverage them to your advantage is what will help us thrive. Let’s add embracing digital transformation, investing in a robust IT infrastructure, and providing your employees with the tools and resources they need to succeed – that’s the formula for success.

Embracing technology to optimize processes, unlocks new possibilities, and positions your business as a forward-thinking industry leader.

Also, promote your organization’s forward thinking, modern digital approach in your job listings. This will attract the type of talent you want on your team to create long-term success.

Last but not least, look after the well-being of your team. Being a manager is not just about giving orders, it’s about taking care of your people.


Nurturing Employee Well-Being: The Key to Sustainable Success

Amidst the changing workforce expectations, one critical aspect that should never be overlooked is employee well-being, both mental and physical. Your employees are the lifeblood of your organization and your most valuable asset. Their well-being directly impacts the overall success and productivity of your business.

Take a proactive approach to prioritize employee well-being. Implement initiatives that support work-life integration, mental health, and physical wellness. Encourage open communication, provide opportunities for relaxation and rejuvenation, and create a supportive and inclusive work environment.



In conclusion, the world of business is in a perpetual state of flux, driven by technological advancements and the changing expectations of the modern workforce. As a business owner, rising to the challenge requires embracing change, adapting your strategies and business models, and nurturing a workplace environment that values growth, purpose, and flexibility.

The path to success lies not in resisting change but in harnessing its transformative power to create a workplace that is both fulfilling and prosperous for all.




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Leading Through Future Uncertainty


It’s often said by thought leaders and business gurus that “it’s never been easier to start a business than today”. While that may be true it’s also never been more confusing time to run one in today’s uncertain business climate.

Running a business is a thrilling journey filled with highs and lows, triumphs and challenges, joys and stress. Business owners experience stress of all kinds. When it comes to stress, you can say we’re experts at it.

But there is one kind of stress I want to talk about today – dealing the stress of uncertainty.

The Massive Elephant in Every Boardroom: Uncertainty

It’s widely acknowledged that uncertainty is a common concern among business owners. And for good reason. Market fluctuations can come out of nowhere like a tornado and destroy us at any time. Regulatory changes and technological advancements are forcing everyone to digitize every aspect of their organization as fast as possible just to stay one step ahead of getting left behind.

If that weren’t enough to worry about, competitors are breading and populating like rabbits. Not to mention the giant Microsoft sized looming recession-fueled financial crisis and rising interest rates.

Uncertainty is everywhere, and left unchecked, it can destroy even the most seasoned business leaders and teams.

Time and again, I have witnessed doubt, uncertainty, and fear. They possess the capability to annihilate a company and, at times, even an entire industry. What prevents companies from making the necessary changes crucial for their prosperity?

In the world of business, failing to act at all, is the riskiest move one can make.

Throughout history, countless companies have vanished because their leaders were reluctant to embrace change when clear warning signs were evident. Fear, apathy, and a lack of personal accountability, these fundamental human flaws can transform a promising company into a lifeless entity. Ultimately, it all boils down to the cancerous nature of uncertainty.

This is why it is imperative to address the elephant in the room…

The unknown can be overwhelming and emotionally exhausting, that’s why it is vital to take time to develop effective strategies to navigate the stress of uncertainty so you can conquer it before it conquers you and potentially your business.


Mastering Uncertainty: 10 Foolproof Steps to Secure Your Business’s Future

Uncertainty is an inherent part of entrepreneurship. The future is unpredictable, and as a business owner, it’s essential to acknowledge and accept this reality. Moreover, uncertainty can take an emotional toll, leading to unwanted anxiety and stress.

By addressing the emotional challenges associated with uncertainty, you can build resilience and find opportunities even in the face of ambiguity.


9 Steps to Master Uncertainty:

1. Acknowledge the Uncertainty as a Friend Instead of a Foe

The first step in dealing with uncertainty is acknowledging its presence. Understand that the future is not set in stone, and unexpected events can occur. By accepting this reality, you can shift your focus from trying to predict the future like some Nostradamus but rather develop strategies that can adapt to any scenario life throws at you.

Embrace the Socratic idea that uncertainty is not a hindrance but an invitation to innovate and grow. Life would be boring without uncertainty and continual growth.


2. Embracing a Growth Mindset

To navigate uncertainty successfully, cultivating an abundance, growth mindset is the only way to overcome self-doubt. A growth mindset enables you to view challenges as opportunities for learning and development. Embrace the belief that you can adapt, learn, and improve, regardless of the circumstances keeping you up at night. By fostering a positive attitude towards change, you can remain agile and resilient in the face of indecision.

Remember, the most dangerous move in business is the failure to make a move at all. It’s better to make the wrong move quickly and move on that wait too long to make the right decision. It comes down to mindset.


3. Dig a Mote Around Your Business Foundation

Build a solid fortifications around your business like the enemy is about to siege your castle. Dig a mote, build more weapons, and get your team ready for battle war. Conduct thorough market research to gain a deep understanding of your target audience, industry trends, and competitors, and software to make you more operationally efficient. This knowledge will allow you to make informed decisions and adapt your business strategies accordingly. Deeping your relationships with your existing customers. Keeping your current customer base during hard times can be easier than ignoring them and trying to find new ones. Having a clear roadmap in place will provide guidance during uncertain times.

PS. For more details on how to navigate your business during a recession, access my free eBook here.

4. Diversification and Flexibility

When uncertainty raises it’s ugly head, diversification and flexibility are become your secret weapons like a playbook out of The Art of War. Expand your product or service offerings to cater to a broader customer base. By focusing on diversifying your revenue streams, you can mitigate risks and adapt to changing market conditions. Explore new markets and customer segments to tap into untapped opportunities. Being open to change and willing to embrace new ideas will help you navigate uncertainty with confidence.

For Example, An IT consulting firm: During a uncertain economic times, businesses may scale back on IT infrastructure investments. To diversify its product offerings, a small IT consulting firm could expand into cost-effective solutions like cloud computing, software-as-a-service (SaaS) implementations, or cybersecurity services. This diversification allows the firm to offer more flexible and budget-friendly IT solutions to businesses looking to optimize their operations.

Don’t get stuck in a corner, have a plan b ready before you even need one.


5. Establish and Build a Strong Network

The strength of your network is the heart of your business. Building a network of mentors, advisors, and like-minded business owners can provide valuable support during uncertain times. Connect with experienced individuals who have successfully navigated similar challenges. Their insights and guidance can offer you a fresh perspective and help you make informed decisions. Collaborating with other business owners can also lead to partnerships and opportunities for mutual growth.

For help building your professional network look for private networks like the C-Suite Network where you can gain new connections and insights on your business from other seasoned executives.


6. Continuous Learning and Innovation

In a rapidly evolving business landscape, continuous learning and innovation are key to survival. Stay updated with industry trends, advancements, and technological developments. Encourage your team to engage in professional development and provide them with opportunities to enhance their skills.

By fostering a culture of innovation, you can adapt quickly to changes and seize emerging opportunities by multiply the brainstorming of innovation to your entire team and alleviate some of the pressure off your shoulders.


7. Effective Risk Management

Uncertainty often brings along potential risks. Identifying and managing these risks is crucial for business owners. Conduct a thorough risk assessment to identify potential threats to your business. Develop contingency plans to mitigate these risks and ensure business continuity.

Regularly review and reassess your risk management strategies to adapt to changing circumstances.


8. Seeking Support and Guidance

During uncertain times, seeking support and guidance can make a significant difference. Join business associations and communities where you can connect with fellow entrepreneurs facing similar challenges. These networks provide opportunities for collaboration, sharing experiences, and seeking advice. Additionally, don’t hesitate to seek professional help from consultants or business coaches who can offer objective insights and help you navigate uncertainty effectively.


9. Emphasizing Self-Care

Running a business amidst uncertainty can be a mental and emotional rollercoaster. It’s vital to prioritize self-care to maintain your well-being. Manage stress and anxiety through activities such as exercise, meditation, or spending time with loved ones. Maintain a healthy work-life balance to prevent burnout.

Taking care of yourself allows you to approach challenges with a clear mind and renewed energy.



Uncertainty is an unfortunate coast of doing business an owner or executive . But acknowledging any self-doubt and embracing a growth mindset, you can navigate the unpredictable future with resilience and adaptability. Hell, you might even learn to love it.

Building a solid foundation, diversifying your business, establishing strong networks, and continuously learning and innovating are key strategies to thrive amidst uncertainty. Effective risk management, seeking support and guidance, and emphasizing self-care are also essential for maintaining emotional well-being and achieving long-term success.

In my book, Running the Gauntlet, Essential Lessons to Lead, Drive Change, & Grow Profits I put the following in the Dedication:

“To all the naysayers, opportunists, and obstructionists who do their best to stop the progress of change in an organization. Note: We will beat you.”

While we are living in uncertain times, remember that these are the moments when people need leaders to step up the most.