C-Suite Network™

Best Practices Management Skills

Mid-Year Business Check-Up: Why July is the Perfect Time to Re-evaluate Your Corporation or LLC

Mid-Year Business Check-Up: Why July is the Perfect Time to Re-evaluate Your Corporation or LLC

Mid-year evaluations are crucial for business success. Just like a regular health check-up ensures your well-being, a thorough mid-year business check-up can determine the health and direction of your Corporation or LLC. July is the perfect time to reassess your business structure, financial health, compliance, and growth strategies to ensure you’re on the right track for the rest of the year.

The Importance of a Mid-Year Check-Up

**Why July is Strategic:**

July marks the midpoint of the year, offering a unique vantage point to review your business’s progress and make necessary adjustments. Conducting a mid-year check-up allows you to address potential issues before they escalate, ensuring that you meet your year-end goals and avoid last-minute scrambles.

**Benefits of Proactive Review:**

By taking a proactive approach, you can identify and resolve inefficiencies, capitalize on opportunities, and make informed decisions that benefit your bottom line. This mid-year review helps you stay agile and responsive in a dynamic business environment.

Reviewing Your Corporate Structure

**Evaluating Current Needs:**

Your business evolves, and so should your corporate structure. Regularly assessing whether your current setup still aligns with your business goals is essential. For instance, if you started as a Sole Proprietorship, it might be time to consider transitioning to an LLC or Corporation to better protect your assets and optimize tax benefits.

**Scenarios for Change:**

If your business has grown, you may benefit from the liability protection and tax advantages that come with forming an LLC or Corporation. These structures can also enhance your credibility and make it easier to secure financing.

Financial Health and Tax Planning

**Review Financial Statements:**

A mid-year financial review involves scrutinizing your financial statements and cash flow. This assessment helps you understand your financial health, identify trends, and make informed decisions about budgeting and investments.

**Mid-Year Tax Planning:**

Mid-year is also an ideal time for tax planning. By reviewing your tax strategies now, you can maximize deductions and minimize liabilities, setting your business up for a more favorable tax situation at year-end.

Compliance and Documentation

**Staying Compliant:**

Ensuring all necessary filings and compliance documents are up-to-date is crucial for maintaining your legal status and protecting your assets. Regularly updating your records helps you avoid penalties and legal issues.

**Role of Documentation:**

Proper documentation is key to demonstrating your business’s legitimacy and operational integrity. It also plays a vital role in asset protection and can be crucial in legal disputes.

Asset Protection Strategies

**Review and Update:**

Your asset protection strategies should be reviewed and updated regularly to ensure they remain effective. This might involve reassessing your insurance coverage, estate planning, and the use of trusts.

**Benefits of LLCs and Corporations:**

Using LLCs and Corporations provides liability protection, separating your personal assets from your business liabilities. This structure can shield you from personal financial risk in case of legal issues or debts.

Planning for Growth

**Evaluate Goals:**

Mid-year is the perfect time to evaluate your business goals and strategies for the second half of the year. Are you on track to meet your targets? Do you need to adjust your plans?

**Support for Expansion:**

The right business structure can support your growth and expansion plans. Whether you’re looking to scale operations, enter new markets, or attract investors, a solid corporate structure lays the foundation for sustainable growth.

A mid-year business check-up is essential for proactive management and long-term success. By reassessing your corporate structure, financial health, compliance, asset protection, and growth strategies, you can make informed decisions that set your business up for a prosperous second half of the year. Don’t wait until it’s too late—take action now and ensure your business is on the path to success.

Is your business structure optimized for success? Take advantage of our mid-year business check-up and ensure your Corporation or LLC is on the right track for the rest of the year. Schedule your complimentary consultation with our Sr. Strategist Stephan today by calling 775-384-8124 or visiting our website. Let’s build a solid foundation for your business’s future!

By performing a mid-year business check-up, you’re not only safeguarding your current success but also paving the way for future growth and stability. Make the smart move and reassess your business today.

Management Marketing Mergers & Acquisition

Fractional CMO

The Evolution of the CMO Role in the Age of AI: Integrating Technical Expertise and Revenue Generation


The role of the Chief Marketing Officer (CMO) has undergone significant transformation in recent years, driven by advancements in artificial intelligence (AI) and digital technologies. This thesis explores how the CMO’s responsibilities have expanded to encompass duties traditionally associated with the Chief Technology Officer (CTO), the future trajectory of the CMO role, and the challenges in finding CMOs with the necessary technical acumen to operate effectively at the Chief Revenue Officer (CRO) level making many companies OutSource SEO and SEM to more technical CMO’s


The digital revolution and the rise of AI have profoundly impacted business operations and marketing strategies. As a result, the role of the CMO has evolved beyond traditional marketing functions to include technical and data-driven responsibilities. This paper examines the key factors driving this evolution, the emerging hybrid role of the CMO, and the implications for organizations seeking to leverage AI and digital technologies for competitive advantage.

The Changing Role of the CMO

Integration of AI and Digital Technologies

  1. Data-Driven Marketing
    • The proliferation of data analytics tools and AI technologies has enabled CMOs to adopt a data-driven approach to marketing. This involves leveraging big data to gain insights into customer behavior, preferences, and trends, allowing for more targeted and personalized marketing campaigns.
  2. AI-Powered Automation
    • AI-driven automation tools have revolutionized marketing operations, from customer segmentation and content creation to campaign management and performance analysis. CMOs now oversee the implementation and optimization of these technologies to enhance marketing efficiency and effectiveness.
  3. Digital Transformation
    • The digital transformation of businesses has blurred the lines between marketing and technology functions. CMOs are increasingly responsible for driving digital initiatives, ensuring seamless integration of digital channels, and enhancing the overall customer experience through technology.

Expansion into Technical Responsibilities

  1. Tech-Savvy Leadership
    • The modern CMO is expected to possess a deep understanding of digital technologies, including AI, machine learning, blockchain, and cybersecurity. This technical expertise is crucial for making informed decisions about technology investments and strategy.
  2. Collaboration with IT and Data Teams
    • Effective collaboration with IT and data teams is essential for implementing and managing sophisticated marketing technologies. CMOs must bridge the gap between marketing and technology functions, fostering cross-functional collaboration to achieve business objectives.
  3. Cybersecurity and Data Privacy
    • As guardians of customer data, CMOs must ensure robust data privacy and cybersecurity measures are in place. This includes compliance with regulations such as GDPR and CCPA, as well as protecting the organization from data breaches and cyber threats.

The Future of the CMO Role

Emergence of the Chief Revenue Officer (CRO)

  1. Revenue Generation Focus
    • The future CMO will increasingly be measured by their ability to drive revenue growth. This shift requires a comprehensive understanding of the entire customer journey, from acquisition and engagement to retention and conversion.
  2. Sales and Marketing Alignment
    • Aligning sales and marketing efforts is critical for maximizing revenue potential. CMOs will play a pivotal role in fostering collaboration between these functions, leveraging data and technology to create a unified strategy.
  3. Customer Experience (CX) Leadership
    • Enhancing the customer experience is a key driver of revenue growth. CMOs must take ownership of CX initiatives, ensuring that every touchpoint aligns with the brand promise and meets customer expectations.

Challenges in Finding Technically Proficient CMOs

Skill Set Evolution

  1. Technical Expertise Gap
    • The rapid pace of technological advancements has created a skills gap, making it challenging to find CMOs with the necessary technical expertise. Traditional marketing backgrounds often do not include extensive training in AI, data analytics, and digital technologies.
  2. Cross-Functional Competence
    • The hybrid nature of the modern CMO role requires a unique blend of marketing, technology, and business acumen. Finding candidates who possess this cross-functional competence is difficult, as it requires both breadth and depth of knowledge.

Market Demand and Supply Imbalance

  1. High Demand for Tech-Savvy Leaders
    • The increasing demand for tech-savvy marketing leaders has intensified competition for top talent. Organizations across industries are vying for CMOs who can drive digital transformation and revenue growth, leading to a shortage of qualified candidates.
  2. Retention Challenges
    • The evolving role and heightened expectations place significant pressure on CMOs, contributing to high turnover rates. Retaining top talent requires offering competitive compensation, opportunities for professional growth, and a supportive work environment.


The role of the CMO is evolving to encompass technical responsibilities traditionally associated with the CTO, driven by the integration of AI and digital technologies. This transformation positions the CMO as a key player in driving revenue growth and digital transformation. However, finding CMOs with the requisite technical skills and cross-functional competence remains a challenge. Organizations must invest in talent development and create a conducive environment to attract and retain the next generation of marketing leaders. As the CMO role continues to evolve, its strategic importance in the C-suite will only increase, underscoring the need for a new breed of tech-savvy, revenue-focused marketing executives.

What is a Fractional Chief Marketing Officer (CMO)?

A fractional Chief Marketing Officer (CMO) is a senior marketing executive who works with a company on a part-time, contractual, or interim basis. Unlike a full-time CMO, a fractional CMO provides high-level marketing expertise and strategic leadership without the long-term commitment or financial burden of a full-time executive. This role is ideal for companies that need seasoned marketing leadership but may not have the budget, need, or organizational structure to support a full-time CMO.

Roles and Responsibilities of a Fractional CMO

  1. Strategic Planning: Develop and execute comprehensive marketing strategies aligned with the company’s business goals.
  2. Brand Management: Enhance and maintain the company’s brand identity and positioning in the market.
  3. Market Research: Conduct market analysis to identify opportunities, trends, and competitive landscapes.
  4. Campaign Management: Oversee the creation, execution, and performance of marketing campaigns across various channels.
  5. Team Leadership: Lead and mentor the marketing team, providing guidance and fostering professional growth.
  6. Budget Management: Allocate and manage the marketing budget to ensure optimal use of resources.
  7. Performance Metrics: Establish and track key performance indicators (KPIs) to measure the success of marketing initiatives.
  8. Digital Marketing: Develop and implement digital marketing strategies, including SEO, social media, email marketing, and content marketing.
  9. Customer Engagement: Enhance customer acquisition, retention, and loyalty through targeted marketing efforts.

How to Get the Most Out of a Fractional CMO

To maximize the benefits of hiring a fractional CMO, companies should follow these best practices:

1. Clearly Define Goals and Expectations

  • Set Clear Objectives: Outline specific, measurable, achievable, relevant, and time-bound (SMART) goals for the fractional CMO.
  • Align on KPIs: Agree on key performance indicators (KPIs) to track progress and measure success.
  • Communicate Expectations: Ensure that both parties have a clear understanding of the role, responsibilities, and expected outcomes.

2. Provide Access to Resources and Information

  • Internal Resources: Give the fractional CMO access to necessary internal resources, including the marketing team, tools, and budget.
  • Company Data: Share relevant company data, historical performance metrics, and market research to inform strategy development.
  • Stakeholder Access: Facilitate introductions and regular communication with key stakeholders across the organization.

3. Foster Collaboration and Integration

  • Team Integration: Integrate the fractional CMO into the existing team to foster collaboration and ensure alignment with overall business goals.
  • Regular Meetings: Schedule regular meetings to discuss progress, address challenges, and refine strategies.
  • Cross-Functional Collaboration: Encourage collaboration between the fractional CMO and other departments, such as sales, product development, and customer service.

4. Leverage Their Expertise

  • Strategic Insights: Utilize the fractional CMO’s expertise to gain strategic insights and recommendations for improving marketing performance.
  • Innovative Approaches: Be open to innovative ideas and approaches that the fractional CMO may bring from their diverse experience.
  • Professional Development: Encourage the fractional CMO to mentor and develop the existing marketing team, enhancing their skills and capabilities.

5. Monitor and Adjust

  • Performance Tracking: Regularly review performance metrics to assess the effectiveness of marketing initiatives.
  • Flexibility: Be flexible and willing to adjust strategies based on performance data and market changes.
  • Feedback Loop: Establish a feedback loop to continuously improve collaboration and strategy execution.

What Does a Fractional CMO Agency Do?

A fractional CMO agency provides businesses with access to high-level marketing leadership and strategic expertise on a part-time, contractual, or interim basis. These agencies are designed to offer the benefits of an experienced Chief Marketing Officer without the need for a full-time commitment. They typically serve small to medium-sized businesses, startups, or larger organizations looking for specialized marketing leadership for specific projects or periods of transition.

Services Offered by a Fractional CMO Agency

1. Strategic Marketing Planning

  • Market Analysis: Conduct in-depth market research to understand industry trends, competitor activities, and customer behavior.
  • Strategy Development: Formulate comprehensive marketing strategies that align with business objectives and target market needs.
  • Positioning and Messaging: Develop clear brand positioning and messaging frameworks to ensure consistent communication across all channels.

2. Brand Management

  • Brand Identity: Create or refine the brand identity, including logo design, brand guidelines, and visual assets.
  • Brand Positioning: Establish and maintain a strong brand positioning in the market to differentiate from competitors.
  • Rebranding: Manage rebranding initiatives to refresh or reposition the brand as needed.

3. Digital Marketing

  • SEO (Search Engine Optimization): Optimize website content and structure to improve search engine rankings and drive organic traffic.
  • PPC (Pay-Per-Click) Advertising: Plan and execute paid search campaigns to generate targeted traffic and leads.
  • Content Marketing: Develop and distribute valuable, relevant content to attract and engage target audiences.
  • Social Media Marketing: Manage social media profiles, create engaging content, and run targeted campaigns to build a strong online presence.
  • Email Marketing: Design and implement email marketing campaigns to nurture leads and drive conversions.

4. Campaign Management

  • Campaign Planning: Develop and execute multi-channel marketing campaigns to achieve specific business goals.
  • Creative Development: Produce compelling creative assets, including copywriting, graphic design, and video production.
  • Performance Tracking: Monitor and analyze campaign performance to optimize results and ROI.

5. Lead Generation and Conversion Optimization

  • Lead Generation: Implement strategies to generate high-quality leads through various online and offline channels.
  • Conversion Rate Optimization (CRO): Analyze user behavior and optimize landing pages, websites, and sales funnels to increase conversions.

6. Marketing Technology and Automation

  • Technology Assessment: Evaluate and recommend marketing technology tools and platforms to streamline operations and improve efficiency.
  • Marketing Automation: Implement and manage marketing automation systems to automate repetitive tasks and improve lead nurturing processes.

7. Customer Relationship Management (CRM)

  • CRM Strategy: Develop and implement CRM strategies to improve customer retention and loyalty.
  • CRM Integration: Integrate CRM systems with marketing and sales platforms to ensure seamless data flow and customer insights.

8. Public Relations (PR) and Communications

  • PR Strategy: Create and execute public relations strategies to build and maintain a positive brand image.
  • Media Relations: Manage relationships with media outlets, pitch stories, and secure media coverage.
  • Crisis Management: Develop crisis communication plans to handle potential PR issues and protect the brand’s reputation.

9. Team Leadership and Development

  • Team Building: Assist in building and structuring the marketing team to ensure it meets business needs.
  • Training and Development: Provide training and mentorship to develop the skills and capabilities of the marketing team.
  • Interim Leadership: Offer interim CMO leadership during periods of transition or while searching for a permanent CMO.

10. Performance Measurement and Reporting

  • KPI Development: Establish key performance indicators (KPIs) to measure the success of marketing initiatives.
  • Analytics and Reporting: Regularly analyze marketing data and provide detailed reports to track progress and inform decision-making.
  • ROI Analysis: Evaluate the return on investment (ROI) of marketing activities to ensure resources are being used effectively.

Finding and Hiring a CMO: Pre-Hire Questionnaire and Checklist

Finding a CMO

  1. Define Your Needs
    • Determine the scope of the CMO’s responsibilities.
    • Decide whether you need a full-time, part-time, or fractional CMO.
  2. Identify Candidates
    • Internal Referrals: Ask for recommendations from colleagues and industry peers.
    • Professional Networks: Utilize LinkedIn and other professional networks to identify potential candidates.
    • Recruitment Agencies: Engage specialized executive search firms that focus on marketing leadership roles.
    • Industry Events: Attend conferences, webinars, and industry events to network with potential candidates.
  3. Screen Candidates
    • Review resumes and LinkedIn profiles.
    • Conduct initial phone screenings to assess fit and interest.

Hiring a CMO

  1. Interview Process
    • Initial Interviews: Conduct interviews with HR and key stakeholders to assess cultural fit and general qualifications.
    • Technical Interviews: Arrange for interviews with senior marketing team members to evaluate technical expertise and strategic thinking.
    • Final Interviews: Involve top executives to ensure alignment with company vision and goals.
  2. Assessment
    • Case Studies: Ask candidates to present a marketing strategy for a hypothetical or real scenario related to your business.
    • References: Check references to verify past performance and gather insights from previous employers.
  3. Offer and Negotiation
    • Extend a formal job offer outlining compensation, benefits, and expectations.
    • Negotiate terms as necessary to reach a mutually agreeable arrangement.

Pre-Hire Questionnaire

To evaluate potential CMOs thoroughly, consider asking the following questions:

Strategic Vision and Leadership

  1. Experience and Background
    • Can you describe your experience with developing and executing comprehensive marketing strategies?
    • How have you adapted your marketing strategies to changing market conditions or company goals?
  2. Strategic Thinking
    • How do you prioritize marketing initiatives in alignment with business objectives?
    • Can you provide an example of a successful marketing campaign you led from concept to execution?

Technical Skills and Expertise

  1. Digital Marketing
    • What is your experience with SEO, PPC, content marketing, and social media?
    • How do you measure and optimize digital marketing performance?
  2. Analytics and Data-Driven Decision Making
    • How do you use data to inform your marketing strategies and decisions?
    • Can you provide examples of how analytics have driven changes in your marketing approach?

Team Leadership and Development

  1. Team Management
    • How do you build and manage high-performing marketing teams?
    • Can you describe a time when you had to resolve a conflict within your team?
  2. Mentorship and Development
    • How do you foster professional growth and development within your marketing team?
    • What strategies do you use to keep your team motivated and aligned with company goals?

Brand and Market Positioning

  1. Brand Management
    • How have you successfully repositioned a brand in the market?
    • Can you provide examples of how you’ve managed a brand crisis?
  2. Market Research and Customer Insights
    • How do you conduct market research to understand customer needs and preferences?
    • How have customer insights influenced your marketing strategies?

Pre-Hire Checklist

  1. Initial Screening
    • Review resumes and profiles.
    • Conduct initial phone interviews.
  2. Interview Process
    • Schedule and conduct multiple rounds of interviews.
    • Use the pre-hire questionnaire to guide discussions.
  3. Assessment and Evaluation
    • Assign case studies or practical tasks.
    • Evaluate presentation and strategic thinking abilities.
  4. Reference Checks
    • Contact provided references.
    • Verify past performance and gather feedback.
  5. Decision-Making
    • Review interview feedback and assessment results.
    • Conduct final evaluations with key stakeholders.
  6. Offer and Onboarding
    • Extend a formal job offer.
    • Plan a comprehensive onboarding process.

By following this structured approach and utilizing the pre-hire questionnaire and checklist, you can effectively identify, evaluate, and hire a CMO who aligns with your company’s goals and vision.

Fractional interim part-time CMO/CTO/CRO Combo

Finding one person to act as your Fractional interim part-time CMO/CTO/CRO Combo is like finding a Unicorn. But leveraging the C-Suite Network MarketPlace you can do just that!

Startups are Leveraging Fractional CMO and CTO Combos to Maximize Their Budget and Make the Most of SEO

In the fast-paced world of startups, maximizing resources and budget is critical to achieving growth and success. One innovative approach that many startups are adopting is leveraging fractional Chief Marketing Officers (CMOs) and Chief Technology Officers (CTOs). This strategy allows startups to access high-level expertise in both marketing and technology without the financial burden of hiring full-time executives. This article explores how this combination is helping startups optimize their budgets and make the most of Search Engine Optimization (SEO).

What is a Fractional CMO and CTO?

A fractional CMO or CTO is a part-time, contract-based executive who provides strategic leadership and expertise in their respective fields. Unlike full-time executives, fractional officers work with multiple companies simultaneously, offering their services for a fraction of the cost. This model is particularly beneficial for startups that require top-tier talent but lack the budget for full-time positions.

Benefits of Leveraging Fractional CMO and CTO Combos

1. Cost Efficiency

One of the primary advantages of hiring fractional executives is cost efficiency. Startups can access the skills and experience of seasoned professionals without the high salary, benefits, and equity typically associated with full-time executive roles. This approach allows startups to allocate their budget more effectively, investing in other critical areas such as product development and customer acquisition.

2. Expertise and Experience

Fractional CMOs and CTOs bring a wealth of knowledge and experience to the table. These professionals have typically worked with various companies across different industries, providing them with a broad perspective and deep understanding of market dynamics and technological trends. Their expertise can be instrumental in developing and executing effective marketing strategies, optimizing technological infrastructure, and driving overall business growth.

3. Flexibility and Scalability

The fractional model offers startups the flexibility to scale their executive support based on their needs and growth stages. As the company evolves, the scope and focus of the CMO and CTO roles can be adjusted accordingly. This adaptability ensures that startups receive the right level of strategic guidance and support at each phase of their development.

4. Integrated Marketing and Technology Strategies

By leveraging both a fractional CMO and CTO, startups can create integrated strategies that align marketing efforts with technological capabilities. This synergy is particularly important for SEO, where technical optimizations and content strategies must work together to achieve optimal results.

Maximizing SEO with Fractional CMO and CTO

SEO is a critical component of any startup’s digital marketing strategy. A well-executed SEO strategy can drive organic traffic, increase brand visibility, and generate leads. The combination of a fractional CMO and CTO can significantly enhance a startup’s SEO efforts in the following ways:

1. Technical SEO Enhancements

The fractional CTO focuses on the technical aspects of SEO, ensuring that the website is optimized for search engines. This includes improving site speed, mobile-friendliness, and crawlability, as well as implementing structured data and ensuring robust security measures. A technically sound website provides a strong foundation for all other SEO efforts.

2. Content Strategy and Optimization

The fractional CMO develops and oversees the content strategy, ensuring that it aligns with SEO goals. This involves keyword research, content creation, and on-page optimization. By producing high-quality, relevant content that addresses the needs and interests of the target audience, the CMO helps improve search engine rankings and drive organic traffic.

3. Data-Driven Decision Making

Both the CMO and CTO leverage data analytics to inform their strategies and measure the effectiveness of their SEO efforts. The CTO ensures that the necessary tools and technologies are in place to collect and analyze data, while the CMO interprets this data to refine content and marketing strategies. This data-driven approach enables continuous improvement and optimization.

4. Cross-Functional Collaboration

The collaboration between the fractional CMO and CTO fosters a holistic approach to SEO. Regular communication and coordination ensure that technical improvements and content strategies are aligned, leading to more effective and sustainable SEO results. This integrated approach helps startups achieve a competitive edge in the digital marketplace.


In the competitive startup ecosystem, maximizing budget and resources is crucial for success. Leveraging the expertise of fractional CMOs and CTOs allows startups to access top-tier strategic leadership without the financial burden of full-time executive roles. This combination is particularly powerful for enhancing SEO efforts, as it integrates technical optimizations with content strategies to drive organic growth. By adopting this innovative approach, startups can effectively navigate the challenges of digital marketing and achieve sustainable growth and success.

SaaS Fractional CMO

Why a SaaS CMO is Different from a Traditional CMO

The role of the Chief Marketing Officer (CMO) has always been pivotal in driving a company’s growth and brand visibility. However, the requirements and expectations for a CMO in a Software-as-a-Service (SaaS) company differ significantly from those of a traditional CMO. This article explores the unique challenges and responsibilities of a SaaS CMO, and why this role demands a different skill set and strategic approach.

Key Differences Between a SaaS CMO and a Traditional CMO

1. Revenue-Driven Marketing


  • Subscription Model Focus: The primary revenue model for SaaS companies is based on subscriptions. This means the SaaS CMO must focus not only on customer acquisition but also on retention, upselling, and reducing churn.
  • Lifecycle Marketing: SaaS CMOs need to develop strategies that engage customers throughout their entire lifecycle, from awareness to onboarding, retention, and renewal.

Traditional CMO:

  • Sales-Driven Focus: Traditional CMOs often focus more on driving sales through campaigns, brand awareness, and product launches.
  • One-Time Sales: In industries where one-time purchases are more common, the focus is on generating immediate sales rather than long-term customer engagement.

2. Data and Analytics Proficiency


  • Data-Driven Decision Making: SaaS CMOs rely heavily on data and analytics to track user behavior, measure campaign performance, and optimize customer journeys. They use metrics such as customer acquisition cost (CAC), lifetime value (LTV), and churn rate.
  • Marketing Automation: They leverage advanced marketing automation tools to personalize communication, automate workflows, and nurture leads through complex sales funnels.

Traditional CMO:

  • Brand Metrics: Traditional CMOs might focus more on brand metrics such as brand awareness, market share, and campaign reach.
  • Less Reliance on Automation: While traditional CMOs use data, the extent and type of data may vary, and they might not rely as heavily on automation technologies.

3. Product and Customer Alignment


  • Product Marketing Integration: SaaS CMOs often work closely with product teams to understand features, user feedback, and the overall product roadmap. This helps in crafting messaging that resonates with users and addresses their pain points.
  • Customer Success Collaboration: They collaborate with customer success teams to ensure a seamless customer experience and gather insights to improve marketing strategies.

Traditional CMO:

  • Product Launch Focus: Traditional CMOs may focus more on the initial product launch and less on continuous product marketing integration.
  • Customer Insights: While they also value customer insights, the level of ongoing collaboration with customer success might be less intensive.

4. Agile and Growth-Oriented Mindset


  • Agile Marketing: SaaS CMOs need to be agile, continuously testing and iterating their strategies to respond quickly to market changes and user feedback.
  • Growth Hacking: They often employ growth hacking techniques to find innovative, low-cost strategies to grow the user base quickly and efficiently.

Traditional CMO:

  • Campaign-Based Approach: Traditional CMOs might follow more structured, longer-term campaign cycles with fixed budgets and timelines.
  • Brand Building Focus: They emphasize long-term brand building and may not prioritize rapid experimentation to the same extent.


The role of a SaaS CMO is distinct from that of a traditional CMO due to the unique challenges and dynamics of the SaaS business model. SaaS CMOs must be adept at data-driven marketing, customer lifecycle management, and agile strategies. Their focus on subscription revenue, customer retention, and deep integration with product and customer success teams sets them apart from their traditional counterparts. As the SaaS industry continues to evolve, the demand for CMOs with this specialized skill set will only increase, highlighting the importance of understanding these key differences.

Got Question Leverage the Technical expertise of the C-Suite Network. 



Leadership Management Networking


The Evolution of Co-Creative Leadership

Traditional leadership models are no longer sufficient to meet modern workplace demands in an era of rapid change and interconnectedness. Co-creative leadership has emerged as a transformative paradigm, shifting from hierarchical structures to more collaborative and participatory approaches. At its core, co-creative leadership embodies the principles of empowerment, inclusivity, and trust, creating an environment where every team member feels valued, respected, and empowered to contribute their unique insights and ideas.

Unpacking the Essence of Co-Creative Leadership

At the heart of co-creative leadership lies a deep commitment to fostering a culture of collaboration and inclusivity. Unlike traditional leadership models, which often prioritize authority and expertise at the top, co-creative leadership recognizes the value of diverse perspectives and encourages participation at all organizational levels. Leaders act as facilitators, guiding and empowering their teams to collectively navigate challenges, solve problems, and drive innovation.

Co-creative leadership is rooted in the belief that the collective intelligence of a team is greater than the sum of its parts. By embracing diversity and inclusivity, co-creative leaders can harness the full potential of their teams, leveraging a wealth of perspectives and experiences to drive creativity, innovation, and excellence. Through open dialogue, active listening, and mutual respect, co-creative leaders create an environment where every voice is heard and valued.

Critical Principles of Co-Creative Leadership

Several fundamental principles underpin the practice of co-creative leadership:

Driving Organizational Success through Strategic Vision and Effective Communication

Senior leadership is pivotal in any organization, serving as the guiding force behind strategic decision-making and organizational direction. Their significance cannot be overstated, as they are tasked with setting the course for the entire organization and inspiring employees to achieve collective goals. To excel in their roles, senior leaders must understand the business landscape, think strategically, and make informed decisions that align with the organization’s objectives.

At the heart of effective senior leadership lies the art of communication. Senior leaders must adeptly navigate complex communication channels, effectively conveying their vision, goals, and expectations to employees and stakeholders. Clear and concise communication is paramount, as senior leaders are often inundated with a myriad of responsibilities and do not have the luxury of time to decipher lengthy or convoluted reports. Therefore, it is imperative to distill information into its most salient points, ensuring senior leaders can access the critical insights needed to drive informed decision-making.

Furthermore, communication with senior leadership must be conducted professionally and respectfully. Senior leaders occupy positions of authority and influence within the organization, so they expect a certain level of decorum and professionalism in all interactions. Addressing senior leaders by their appropriate titles and refraining from using informal language or slang demonstrates respect and reverence for their position, fostering a positive and productive working relationship.

To effectively communicate with senior leadership, it is essential to tailor communication strategies to their preferences and priorities. Some senior leaders prefer succinctly written updates, while others prefer face-to-face meetings or presentations. Understanding senior leaders’ preferences and communication styles allows for more meaningful and impactful interactions, ultimately facilitating greater alignment and collaboration.

Effective communication with senior leadership is essential for individual success and the organization’s overall success. By fostering transparent and open communication, employees can cultivate more robust relationships with senior leaders, gain valuable insights into organizational strategy, and actively contribute to achieving shared goals. As such, investing in effective communication practices with senior leadership is not just a professional imperative but a strategic imperative that drives organizational success and fosters a culture of collaboration and innovation.

Collaboration – The Cornerstone

In co-creative leadership, collaboration stands as a fundamental pillar, underscoring the belief that diverse perspectives and experiences are essential ingredients for driving innovation and problem-solving. Co-creative leaders champion collaboration and teamwork, understanding that synthesizing varied viewpoints leads to more prosperous and creative outcomes. By creating opportunities for cross-functional collaboration, leaders enable the sharing of ideas, knowledge, and resources across different departments and disciplines.

At the heart of co-creative collaboration is recognizing that no individual possesses all the answers. Instead, collective intelligence emerges through the collective efforts of a diverse team working together towards a common goal. Co-creative leaders actively cultivate an environment where team members feel empowered to share their ideas and perspectives, knowing their contributions are valued and respected. Through open dialogue, brainstorming sessions, and collaborative projects, leaders foster a culture of collaboration that encourages experimentation, innovation, and continuous improvement.

Moreover, co-creative leaders understand the importance of breaking down silos and fostering connections across departments and teams. They create opportunities for cross-functional collaboration, bringing together individuals with different skill sets, backgrounds, and perspectives to tackle complex challenges and drive organizational success. By encouraging the sharing of ideas and knowledge, co-creative leaders enable teams to leverage the organization’s collective wisdom, leading to more informed decision-making and creative problem-solving.

In addition to facilitating collaboration within the organization, co-creative leaders also recognize the value of external partnerships and alliances. They actively seek collaboration opportunities with external stakeholders, including customers, suppliers, and industry partners. They realize that diverse perspectives and insights from outside the organization can enrich the creative process and drive innovation. By fostering an internal and external collaboration culture, co-creative leaders position their organizations for success in an increasingly interconnected and competitive business landscape.

Cultivating Diversity and Respect in Co-Creative Leadership

Within co-creative leadership, inclusivity is a cornerstone principle, embodying the belief that diverse perspectives, experiences, and backgrounds are vital catalysts for innovation and success. Co-creative leaders prioritize inclusivity, creating an environment where everyone feels welcomed, valued, and respected for their unique contributions. They understand that fostering a culture of inclusivity is morally imperative and essential for driving creativity, collaboration, and organizational excellence.

Co-creative leaders actively seek diverse perspectives, recognizing that innovation thrives in environments where individuals bring different viewpoints and ideas. They understand that diversity extends beyond surface-level characteristics such as race, gender, and ethnicity, encompassing a wide range of experiences, backgrounds, and ways of thinking. By embracing diversity in all forms, co-creative leaders enrich the creative process, leading to more robust solutions and better outcomes.

Furthermore, co-creative leaders are committed to creating a culture of respect and belonging within their organizations. They cultivate an environment where everyone feels empowered to voice their opinions and perspectives, knowing their input is valued and appreciated. By fostering open dialogue and active listening, co-creative leaders create opportunities for individuals to share their unique insights and contribute to the team’s collective wisdom.

Inclusivity is not just a buzzword for co-creative leaders; it is a guiding principle that informs every aspect of their leadership approach. They understand that inclusivity is not achieved through token gestures or superficial diversity initiatives but through intentional and sustained efforts to create a culture of belonging and respect. By championing inclusivity, co-creative leaders lay the foundation for a vibrant and dynamic organization where individuals can thrive and contribute to their fullest potential.

Building Trust – The Bedrock of Co-Creative Leadership

In co-creative leadership, trust reigns supreme as the foundation for all successful collaborations. Co-creative leaders understand the paramount importance of trust and actively work to cultivate an environment characterized by transparency, honesty, and integrity in all interactions with team members. By fostering a culture of trust, they create a safe and supportive space where individuals feel empowered to take risks, share ideas, and challenge the status quo without fear of judgment or repercussion.

Transparency is a hallmark of co-creative leadership, with leaders openly sharing information, insights, and decision-making processes with their teams. By providing visibility into the organization’s goals, challenges, and strategies, leaders engender trust and confidence among team members, enabling them to align their efforts with the organization’s overarching vision. Honest and forthright communication is valued, with leaders striving to maintain open lines of dialogue and address concerns or questions promptly and transparently.

Integrity is another core value upheld by co-creative leaders, who lead by example and adhere to the highest ethical standards in all aspects of their leadership. They demonstrate consistency between their words and actions, earning the trust and respect of their team members through their unwavering commitment to doing what is right. By upholding principles of fairness, accountability, and ethical conduct, co-creative leaders create a culture of integrity that serves as a beacon of trust and stability within the organization.

Creating a safe and supportive environment is paramount for co-creative leaders, who recognize that trust flourishes in spaces where individuals feel valued, respected, and heard. They encourage open dialogue, active listening, and constructive feedback, fostering an atmosphere where team members feel comfortable expressing their thoughts, ideas, and concerns. By providing psychological safety, co-creative leaders empower individuals to take risks, experiment, and innovate, knowing that they have the support and encouragement of their leaders and peers.

Trust is the bedrock of co-creative leadership. The linchpin binds teams together and enables collaboration, innovation, and success. By prioritizing transparency, honesty, integrity, and creating a safe and supportive environment, co-creative leaders lay the groundwork for vibrant and resilient organizations that thrive on trust and mutual respect.

Navigating Complexity and Thriving in Change

Today’s business is ever-evolving, and co-creative leadership has emerged as a beacon of hope and innovation. This forever-changing transformative approach to leadership empowers organizations to thrive in today’s complex and rapidly changing environment. By embodying fundamental principles such as empowerment, collaboration, inclusivity, and trust, co-creative leaders have the power to shape vibrant and resilient organizations that excel in the face of adversity.

At the heart of co-creative leadership lies a profound commitment to empowerment, as leaders recognize the importance of fostering a culture where every individual feels valued, respected, and empowered to contribute their unique talents and perspectives. By providing autonomy, support, and encouragement, co-creative leaders unleash the full potential of their teams, driving innovation, creativity, and excellence.

Collaboration is a fundamental pillar of co-creative leadership. Leaders understand that diverse perspectives and experiences drive innovation and problem-solving. By creating opportunities for cross-functional collaboration and fostering open dialogue, co-creative leaders enable teams to leverage the organization’s collective intelligence, leading to more informed decision-making and creative solutions.

Inclusivity is another core value upheld by co-creative leaders who champion diversity and create an environment where everyone feels welcome, valued, and respected. By actively seeking diverse perspectives and experiences, co-creative leaders enrich the creative process, leading to more robust solutions and better outcomes.

Trust is the bedrock upon which co-creative leadership is built, as leaders foster transparency, honesty, and integrity in all interactions with team members. By creating a safe and supportive environment where individuals feel comfortable taking risks, sharing ideas, and challenging the status quo, co-creative leaders inspire trust and confidence among their teams, driving collaboration and innovation.

Co-creative leadership offers a robust framework for navigating the complexities of the modern business world. By embracing empowerment, collaboration, inclusivity, and trust, co-creative leaders can create organizations that survive and thrive in today’s rapidly changing environment. Through their visionary leadership and unwavering commitment to excellence, co-creative leaders inspire and motivate their teams to achieve extraordinary results, driving innovation, creativity, and success.


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.





Advice Best Practices Entrepreneurship Growth Human Resources Leadership Management Operations Strategy

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.