November 28, 2024

You’re the Boss Blog: My Restaurant Adventure: Four Stars and Forewarned

Getting anything from our kitchen to our guests was the hardest stretch of the voyage.Chris Koszyk Getting anything from our kitchen to our guests was the hardest stretch of the voyage.

Start-Up Chronicle

Getting a restaurant off the ground.

Editor’s Note: For more than two years, Bruce Buschel chronicled his experiences creating a restaurant on this blog. In a series of posts this week, Mr. Buschel explains why Southfork Kitchen will not be opening in Bridgehampton, N.Y., this season.

After my coffee shop dreams were dashed, I answered a classified ad in a local paper. An old nightclub, one with which I was familiar, if only through a bubbly haze, was for sale. The vibe was right. The price was right. The recession had not yet hit.

The owner had had blueprints drawn up for a needed renovation: $350,000, tops. He wanted me to be his partner. He settled on being my general contractor. All I had to do was trade in his cabaret license for a restaurant permit. And a health permit and a building permit and a county road permit and a state liquor license and a certificate of authority and a new septic system and a full sprinkler system and a parking lot and rain drainage. And then I had to find a chef and a staff and some fish and I would be in business.

I started writing about my misadventures for this blog and garnered more empathy in India than in my own backyard. Local bluebloods looked askance on the tooting of one’s own corn; the blue collars had their own idea of what kind of restaurant I should run, and none of them involved fish. While they wisely allowed for summer “gouging,” they expected burgers and beer come the fall.

Everyone wanted to know the details of my business plan. When onlookers demanded numbers, I offered these: 70 percent of all restaurants fail or change hands within their first three years, and according to my best guess, 98 percent of those failed enterprises had what they considered excellent business plans. My business plan, mostly guesswork, included these two sentences, reprinted now not as bravado but foreshadowing: “Eateries are finite in the Hamptons and therefore always in demand. If the restaurant fails, change the concept or rent the space or sell the property.”

Rehabbing the 100-year-old building didn’t quite work out. It was condemned. (Which was not in the plan.) And the contractor didn’t work out either. He was condemned. (Not in the plan.) I had to start from scratch. (N.I.P.) All of which required me to come up with a lot more scratch. (N.I.P.).

Chris Koszyk

But starting over did open up a host of design possibilities, and I took the bait. I employed a young architect from Brooklyn (TBD Design). And we obsessed about every little thing: Recycled bricks. Edison light bulbs. Invisible speakers. An antique fireplace. Booths, banquettes, alcoves. Reclaimed cypress from North Carolina. Old hemlock planks from upstate New York. Cedar from old pickle barrels. The crew called me Woody Woodpicker. Civilians accused me of wasting money on frivolous details like ceilings and walls and floors. I was investing in ambiance, I insisted, and ambiance would pay me back. Our basement was more colorful than a Crayola box.

The best restaurants in the Hamptons were the priciest; they attracted well-heeled customers who, in turn, attracted a good staff. Or maybe a well-trained staff attracted a good clientele. Either way, like a Long Island blowfish, my modest eatery at a roadside coffee shop had inflated into a fancy sustainable fish restaurant with a lovely vegetable garden and debt as high as sweet corn in July. Pass the butter, and a sharp knife. Rub sea salt here.

I hired a Michelin-star chef before tasting his food. I fired a public relations firm when its representatives claimed that not tasting the chef’s food had stymied their efforts. Critics and customers did the tasting. Chef Joe Isidori won an epaulet full of stars, and Southfork Kitchen was voted “best restaurant” on Curbed Hamptons. And Diner’s Choice Winner on Open Table.

Chris Koszyk

We were perceived as arrogant and expensive because we were, more or less, arrogant and expensive. We served no meat. We honored reservations. We charged for no-shows. We had no television and no discernible bar scene. Our staff was well trained and polite. We had more wines from Long Island than France. We were, flat-out, a fancy fish restaurant with advanced locavoritis. Our prix fixe was $68, not $28. We thought it was a good deal: brioche and whole grain breads, home-churned butter, local honey, spicy smoked paprika, Atlantic sea salt and three amuse-bouches — usually local oysters, a fish tartar and a vegetable from our garden with a Meyer lemon sauce, all served before the first course. And then the surprise party began in earnest, a pescatorian’s delight.

Getting the sea to the spoon and the farm to the flat top turned out to be fairly efficient. Getting anything from our kitchen to our guests was the hardest stretch of the voyage. The front of the house was in constant flux. If a kitchen is like a college, with genuine interest about teachers and degrees and grad school, the front of house is more a high school — servers and runners are concerned with their popularity, their workload and their take-home pay. They may or may not be studying for a career; their futures arrive each midnight. If during any service, half the servers followed half the 100 rules I had established, I would have considered myself a lucky man, if I had believed in luck.

Still, in the summers, we sailed as smoothly as any yacht in Sag Harbor Bay. And we were convinced that quality would conquer the off-season sag that had been foretold. If we were good enough, we believed (which rhymes with deceived) people would find us. Alas, in the end, we were a destination restaurant in an area where the most common destination at the end of a long winter’s day was hearth and home. And who could blame anyone?

The idea to rent out the space came in the form of two grown men and one small misunderstanding.

Wednesday: Two gentlemen from Della Femina plant a seed, and I start talking to brokers.

Article source: http://boss.blogs.nytimes.com/2013/06/25/my-restaurant-adventure-four-stars-and-forewarned/?partner=rss&emc=rss

Conversations: How the Web Helped a Law Firm Take Off

From the beginning, her strategy was to post lots of information about immigration. And today, by at least one ranking, murthy.com is the world’s most visited law firm site. Based in Owings Mills, Md., the firm has managed this despite its modest size — more than $10 million in annual revenue and about 110 employees, 20 of whom are in India and 27 of whom are lawyers, including five nonequity partners. Ms. Murthy, 51, is the sole owner.

In a recent conversation that has been edited and condensed, Ms. Murthy discussed why she decided to give away legal information online, how she discovered that she was a terrible boss, and what she thinks immigration reform would mean for businesses.

Q. How did you end up in Maryland?

A. I was born in Baroda, India, and attended University Law College in Bangalore. There, I met my husband, Vasant Nayak, a photographer and digital artist. He was studying in the United States and encouraged me to apply to law school here. I graduated from Harvard Law in 1987, worked for big firms in New York and Baltimore and started my own firm in 1994.

Q. What got you interested in immigration law?

A. I went through hell to get my green card. The process of becoming a citizen was painful, stressful and took 12 years. I’d wake up in a cold sweat panicking about my life. I was struck by my attorney’s lack of sensitivity and how little he cared. He only called when he wanted to tell me he was raising his fees.

Q. What led you to create a Web site back in 1994?

A. My husband, who built our site and today serves as a technology, marketing and operations consultant to the firm, insisted the Internet was the wave of the future. He suggested I grow the business by offering free legal information online. I thought, “If I didn’t love this man, I’d think he wants to bankrupt me.” But I was so frustrated by my own immigrant experience that I decided to start a Web site partly to make people feel empowered and respected.

Q. How did your early site do that?

A. Each day, I answered about 100 questions from immigrants. It helped familiarize me with real-life issues. I also started the weekly Murthy Bulletin soon after starting the firm. It’s an e-mail newsletter, which lawyers weren’t really doing then. Today, it has about 43,000 subscribers. Around 1995, we started accepting credit card payments — another thing almost no law firms were doing. But it was the only way I could help a client in California. There was no time to wait for a check in the mail.

Q. What type of reception did the Web site get?

A. It was like, build it and they will come — it caught on like wildfire.

Q. What resources are available on your current site?

A. It’s aimed at building an online immigrant community. There’s no hard sell — its priority is not to bring in clients but to help and show we care and know our stuff. We clarify the most complicated laws, using tools like teleconferences, podcasts and blogging.

Our moderated bulletin board has over 165,000 members who share information and knowledge about visa processing trends and related matters. On Monday nights, we have a real-time chat where one of our senior attorneys explains immigration law and processes. Every two or three years, we redo the site from scratch, working with a Web development firm.

Q. How’s business?

A. Clients are banging down the door. They throw themselves at our feet asking us to take them on. The feeling is, “If they give this much away for free, what must it be like if you pay them?”

Q. Given your site’s popularity, have you tried to generate income from its visitors?

A. No. We’ve kept it very pristine. We’ve been approached by insurance companies, travel agencies and airlines about doing ads. While we like the idea of getting $5,000 a month with no effort, we don’t want clients wasting time looking at a bunch of ads before they get the information they need.

Q. What has been your biggest challenge as a business owner?

A. I’m intense. I work 12 to 18 hours a day, no lunch break, bathroom breaks of less than 30 seconds. In the beginning, I assumed my staff shared my vision and passion and expected them to be excited just because I was. I worried about overpaying people, and worked them to death. I expected them to be my slaves, whipping limping horses. I was such a moron, I don’t think I even knew the Department of Labor laws.

Q. How did your staff respond?

A. Around 1997, three out of four of my paralegals walked off the job within a week of each other. It was like a bucket of water thrown at my face. I hired new paralegals, and my husband started coming into the office. The new paralegals started taking their problems to him. I’d be on the phone all day. I had a don’t-waste-my-time-with-this attitude. I’m not touchy-feely and sensitive like my husband. But I knew I had to reinvent myself.

Q. Did you?

A. I’ve come a long way, but I’m a slow learner. I still expect a lot from people, but I’ve had a reality check. I understand how important it is that they understand my vision and feel like partners. Now, all new employees meet with me for an hour. I share my background, and my experience with an uncaring lawyer. I explain that, as a client, I don’t care how much you know, I care how much you care. Today, 50 percent of my employees have been with the firm for more than five years.

Q. Why do you think they stay?

A. During interviews, I ask how I can create their dream job. If someone says they would rather write all day instead of talk to clients, I work it so they can — and vice versa. I try to capitalize on my attorneys’ strengths. If I can create that ideal job, you’ll stay until you’re dead or retired.

Q. How do you think immigration reform would affect businesses?

A. Reform would just offer a faster track for certain people — like immigrants with science, technology and math skills. This is good for employers because we’re not producing enough of these employees in the United States. Ultimately, talented immigrants would be encouraged to stay, jobs would be created, and the United States would continue to lead the world in innovation.

Q. How would it affect your business?

A. It wouldn’t make much difference for us — though we’d be busier because more of our clients would be eligible for a visa under the newly created EB-6, or start-up, visa category.

Q. What’s next for the firm?

A. We’re torn between maintaining our size and growing. Growth means more stress — more employees, more cases and more work. Three years ago, a group of Dallas tech business owners said, “We need you guys here. If you come, we’ll give you free office space.” We didn’t take them up on that offer. But we struggle with this.

Article source: http://www.nytimes.com/2013/06/27/business/smallbusiness/how-the-web-helped-a-law-firm-take-off.html?partner=rss&emc=rss

You’re the Boss Blog: My Restaurant Adventure: Why I Started Talking to Brokers

Chef Joe in the garden: Understanding and adventurous.Chris Koszyk Chef Joe in the garden: Understanding and adventurous.

Start-Up Chronicle

Getting a restaurant off the ground.

Editor’s Note: For more than two years, Bruce Buschel chronicled his experiences creating a restaurant on this blog. In a series of posts this week, Mr. Buschel explains why Southfork Kitchen will not be opening in Bridgehampton, N.Y., this season.

In 2011, after the popular East Hampton restaurant Della Femina was sold, the displaced chef and manager asked to meet with me. They wanted to open a new restaurant, and of all the spaces in the Hamptons, they said mine was the one they coveted most. They wanted to buy it or rent it or work it. First pleased, then taken aback, I couldn’t tell if they were romancing me or strong-arming me.

Turns out, they had heard Southfork Kitchen was closing. And we were. But only for the winter of 2011-12. Not forever. At that point, I had no intention of selling out, even if the two gentlemen from Della Femina had run a successful restaurant for well over a decade and were convinced they could replicate that prosperity seven miles down the road.

I listened to their stories. Restaurant people love to tell stories, usually suffused with alcohol, fame, famine or money. I smiled and nodded. They knew the terrain — the stark seasonality, the staffing issues, the culinary peccadilloes of Hamptonites.

Even as we spoke, Tom Colicchio, top dog on “Top Chef,” was building a restaurant a stone’s throw away, and my little strip of the world in Bridgehampton was, it seemed, growing more glamorous and more valuable by the hour. Curiosity got the best of me. I wanted to know what my place was worth. I decided to approach a real estate agent. Call him Broker A.

Asked what my place was worth, Broker A regaled me with restaurant deals he had consummated, deals that were pending, deals he had caught wind of, deals he thought would be coming down the pike and deals that would never happen. He quoted rents and key fees and lengths of contracts. He knew secure tenants and scuffling landlords and vice versa. He knew of flourishing affairs and trysts gone bad. I stood there, smiling and nodding, as the anecdotes of finance and finagling rained down upon me like rice at a wedding. I suppose he was displaying the depth of his savvy, but I heard a different message: tell Broker A nothing you don’t want broadcast to the entire gossip-crazed, real estate-obsessed community known as the East End of Long Island.

Ethics aside, his indiscreet dissertation provided me with lots of numbers. And the more I ran them, the less intractable was my stance. Maybe I could part with my baby after all. If turning it over to another couple was never my intention, veering from plans was now commonplace. Ironies are much sturdier: it was Jerry Della Femina who had been my role model from the outset. He had opened his restaurant some 17 years ago, had spent the first two years intimately involved, and then handed his baby over to the same two gentlemen who were now asking me to do the same thing.

Within a couple of months, however, the two gents took positions in other establishments, leaving me empty-handed save the huge gift of knowing I could detach if wanted to — not painlessly, yet not cripplingly. If the price were right, I now knew I could part with Southfork Kitchen. It was, in the end, just a structure, even if I knew every inch of it better than I knew my own body. Detachment was, at my age, something that needed serious practice, with the big detachment looming.

Time marched on. With minimal involvement from me, Chef Joe Isidori opened a place in Brooklyn during our winter hiatus. I was a quiet investor. I put up a quarter of the $400,000 start-up costs. My two cents about style and substance would be transmitted, often telepathically, through the chef, with whom I saw eye to eye eerily often. But our experience in Brooklyn confirmed our worst intuitions about our sustainable restaurant in the Hamptons: it cost more to open, more to run, more to stock, was harder to staff, harder to attract patrons outside the summer, and harder to please them within. Profits were possible three months of the year instead of nine or 10.

Brooklyn’s no snap, far from it, but the payoff can be juicier. It became apparent to the chef and to me that opening restaurants in non-resort areas made much more sense. Pick a borough, any borough, or Westchester, Connecticut, New Jersey, Miami. The world would be our oyster if we just stopped giving away oysters in Bridgehampton. Some Hampton restaurants could stay open year-round. Southfork Kitchen was not one of them. We were neither a long-standing institution nor a flexible, casual, off-season, three-courses-for-$19.95 kind of place — not that there’s anything wrong with that. Unless, that is, it’s inimical to your vision, and then the sugarplum fairies stop dancing in your head the very first Christmas.

As we faced last winter and began plotting for the summer of 2013, we heard ourselves making plans to gin up business at Southfork by dumbing down the food, turning over more tables, hiring fewer cooks, soliciting more events, starting a catering division, accepting (invariably disruptive) parties of 12, maybe turning on the television at happy hour. Parties of 12? Television? Happy hour? It was depressing. There are enough Hamptons restaurants in the Hamptons without adding another.

So I thought we would test the real estate market. Put the place up for sale. Retail price. Get everything back, plus. If it sold, fine. If not, back to the cutting board; we would re-open in the spring. I conferred with Chef Isidori every step of the way, and he was, as usual, understanding and adventurous — and keenly aware that the Hamptons were attracting out-of-town heavyweights: Laurent Tourondel, Nobu, BLT Steak, Delmonico’s, Hillstone Restaurant Group and the aforementioned Mr. Colicchio.

A real estate broker had been a regular at Southfork Kitchen. Call her Broker Amiga. Knowing that I had little experience with and little trust in real estate agents, she promised to dance me gently to the end of the process. I had faith in her, despite her employment at a powerhouse brokerage firm. Call it Powerhouse Brokers. At a large conference table, I was shown a list of comps, or the vital statistics of other restaurants on the market.

It felt as if we were in a baseball arbitration. Any somewhat local restaurant with 100 seats was considered comparable, even if it was located in Montauk or was falling apart. One comp dished up bad burgers in the north woods but had a fireplace like ours. Powerhouse’s brokers thought they knew my value before scouting my game or my restaurant. They were like blind Sabermetricians. I felt like Robinson Cano’s agent hearing my player compared to Chase Utley and Dan Uggla. No, we’re not on Main Street, and we don’t have a banquet room, but our best days are ahead, we are a box-office draw, and we can adapt to any strategy — barbecue or bistro or dim sum or izakaya.

The second meeting went even worse. Commissions and payment schedules were discussed. Friction arose when it turned out the brokers were in hurry-up mode and I was still mulling, still unsure about the whole project. It was only November, and the real estate selling season would not commence, in earnest, until the turn of the year. I called a time out.

I called a friend in Florida, a commercial real estate maven, and he was appalled by my naïveté. He told me to negotiate with my brokers — my own team  — as ruthlessly as they would in turn negotiate with prospective buyers. Everything was negotiable, he said, everything.

They want 6 percent commission? Offer 4 or 5 percent. They want 10 percent of the deposit? Offer 5 or 7 percent. It’s hardball! They want the first year’s rent commission at the closing? Say no. Never pay the broker money you have not yet received. Include a “good guy clause” — better to let the chef walk than for him to fall behind in rent. Make it “triple net” so you don’t pay property taxes, building insurance or maintenance. Refuse the right of first refusal — when a tenant can match any offer, it undermines a possible sale. On and on. Like a hailstorm of rice balls at a second wedding. Which was appropriate because two contracts would be needed, one for a possible sale, one for a rental. Just in case.

Thursday: Would You Be Willing to Accept Cash?

Article source: http://boss.blogs.nytimes.com/2013/06/26/my-restaurant-adventure-why-i-started-talking-to-brokers/?partner=rss&emc=rss

She Owns It: Surviving a Succession Without a Plan

She Owns It

Portraits of women entrepreneurs.

Susan Parker (left) and Erica Rosenfeld, owners of Bari Jay.Earl Wilson/The New York Times Susan Parker (left) and Erica Rosenfeld, owners of Bari Jay.

At the most recent meeting of the She Owns It business group, the owners discussed succession planning. The topic is of particular interest to Susan Parker, owner of Bari Jay. She and her sister, Erica Rosenfeld inherited Bari Jay from their father, Bruce Cohen, who had never created a formal succession plan. In fact, neither of his daughters knew he planned to leave the company to them. “Bari Jay equaled Bruce Cohen,” Ms. Parker said.

Mr. Cohen had been running the company solo for 30 years, following the sudden death of his partner. They had had a buy-sell agreement, and Mr. Cohen bought the company from his partner’s estate. At the time, Ms. Parker said, many in the garment industry thought Bari Jay would not be able to survive because Mr. Cohen had no experience handling the back office tasks that had been his partner’s responsibility. But he quickly got up to speed.

In September 2007, the unexpected happened again. “My father left work to go get lunch and no one ever heard from him again,” Ms. Parker said. He had a massive stroke in a Japanese restaurant, and was in a coma until his death eight and a half months later.

Just before Mr. Cohen’s stroke, Bari Jay had moved production overseas. Not wanting to manage the logistics, Mr. Cohen had hired someone to handle that aspect of the business. “That was the fortunate thing — that even though my father was the name and face of Bari Jay, there was somebody there who could pick up the pieces immediately,” Ms. Parker said.

Still, she said, few realized how dire the situation was. At the company, and around the garment industry, it was assumed Mr. Cohen would soon be back at work.

“Were you working for the company at the time?” asked Beth Shaw, who owns YogaFit.

“I wasn’t,” Ms. Parker said. With the exception of a stint in the company’s customer service department while she attended business school, Ms. Parker had never worked for Bari Jay.

Mr. Cohen died in May 2008. About four months later, following a court battle with their stepmother, a judge awarded the company to Ms. Parker and her sister, in accordance with their father’s will. “We basically had like a few days to go in and start running it,” she said.

“How was the company doing financially during the time your father was away from it?” Ms. Shaw asked.

“It was in the red,” Ms. Parker said.

And there were other problems. After learning they had inherited the company, Ms. Parker and her sister offered a partnership to the employee their father had hired to handle overseas production. “We figured the company can’t survive without him, we don’t know what we’re doing,” she said.

But the employee wasn’t interested in that arrangement. “He said, ‘I will not work with little girls,’” Ms. Parker said. Instead, he hoped to take over the company and run it himself. “It got so ugly, we ended up having to lock him out of the office with armed security guards and attorneys,” she said.

“So, you didn’t only inherit a company, you inherited a company with a lot of problems,” Ms. Shaw said.

“There was a lot of baggage,” Ms. Parker acknowledged. Once again, she said, “Rumor around the garment center was that Bari Jay would no longer exist.” But the company’s accountant chuckled over the gossip. “He said, ‘Don’t let that freak you out — 30 years ago I heard the same thing when your father had the company by himself,’” Ms. Parker said.

The rocky ownership transition was not exactly a succession plan, Ms. Parker said. Noting that her father’s mother had lived into her nineties, Ms. Parker said, “I think in his mind he really was going to live forever.” That was his succession plan.

Deirdre Lord, who owns the Megawatt Hour, pointed out that he had left the company to Ms. Parker and her sister simply because it was a good asset.

“It was a really good asset,” Ms. Parker said. “But he always said, ‘I don’t want you in the industry, the industry’s changing, it’s not a good place to be.’”

“What were you doing before you worked for Bari Jay?” Ms. Shaw asked.

“I was originally a financial adviser, I left to go get my M.B.A., and then I was at Merrill Lynch,” said Ms. Parker, who worked for the firm in private wealth management. “Then I retired to be a stay-at-home mom.”

“What was your sister doing?” Ms. Shaw asked.

“She was a celebrity and movie publicist who had left to go back to school for elementary education,” Ms. Parker replied.

In future posts, we’ll discuss how Ms. Parker’s plans for Bari Jay have been shaped by her experience.

You can follow Adriana Gardella on Twitter.


This post has been revised to reflect the following correction:

Correction: July 3, 2013

A previous version of this post misspelled Erica Rosenfeld’s last name.

Article source: http://boss.blogs.nytimes.com/2013/06/25/surviving-a-succession-without-a-plan/?partner=rss&emc=rss

You’re the Boss Blog: How My Restaurant Adventure Came to an End

In the end, a sense of both failure and accomplishment.Chris Koszyk In the end, a sense of both failure and accomplishment.

Start-Up Chronicle

Getting a restaurant off the ground.

Editor’s Note: For more than two years, Bruce Buschel chronicled his experiences creating a restaurant on this blog, from picking a name to hiring a chef to marketing a sustainable seafood menu. In a series of posts this week, Mr. Buschel explains why Southfork Kitchen will not be opening in Bridgehampton, N.Y., this season.

In 2009, I built my first restaurant, and my last. I didn’t think it would make a profit in the first three years, and it didn’t. It was one of my few projections that was right on the money.

I wrote about my experiences in this blog for two years. My last post was March 2012. My last night as owner of Southfork Kitchen was April 3, 2013. With a sense of failure, of accomplishment, of relief, shame, commencement and confession, I will tell you what happened while you were away. Restaurant people love to tell stories. Sometimes, that’s all they have.

In the beginning was the word, many words. I had just finished writing a book for Simon Schuster, and my wife said, “Get out of the house.” What, honey? “Get out. Go see how the real world works.” It was 2008, I was 62 and ill-suited for retirement, a notion that struck me as being enjoyable as a Caribbean cruise in the summer time, nothing but ennui and health hazards.

Leaving the house was a golden opportunity to investigate the realities of my restaurant fantasies. You know the fantasies. No foodie has ever enjoyed a few good meals, home or away, without wondering; what would I call my place, what music would I play, what food would I serve, how many stars would I get?

Having lived in Bridgehampton, on and off, for more than 30 years, I knew the breadth of the local bounty; outside of restaurants, one could eat and drink deliciously well if one had a bicycle and a little money. Within a five-mile radius of my house was a butcher, a baker, a honey maker, a mushroom grower, a seafood shop, a poultry farm, a dairy farm and farm stands galore. Tomatoes and corn practically leaped from the silt loam onto my kitchen counter. There were vineyards and vodkas and pickled vegetables. Scape pesto was a treat. Shellfish thrived in nearby bays and estuaries. The Atlantic Ocean was teeming with wild fish. And yet, there was not a single seafood restaurant in my neck of the woods. That’s the restaurant I wanted. A fish joint. With local veggies and all of the clichés you could fit under one solar-paneled roof: free range, organic, garden-fresh, homemade, artisanal, sustainable and healthful. Or, to coin an acronym, Frog Hash.

Though I knew nothing about the restaurant business, or any other business for that matter, I possessed three pieces of data: One, some of the best hours of my life had been spent at a restaurant table with friends and family. Two, the very existence of 10 million restaurants in this world seemed to suggest they couldn’t be as difficult as everyone warns. And three, next to writing, everything seemed easy. Laborious? Sure. Exhausting? Yes. Challenging? Fraught with danger and disappointment? All true. But easier than writing. And out of the house.

Rookie errors were inevitable, so I wanted to start in the minor leagues. I approached a coffee shop in Water Mill that closed every day at 5 p.m. and asked if I might extend the working hours until 10 p.m. with a dinner menu. Originally a gas station, the shop was funky without trying, had outdoor seating and was owned by the adjacent organic farm. I could shop next door and patrons could watch dusk settle over the fields that produced the food they were consuming. It was like a dream.

Figuring out how two restaurants would share a single kitchen was like playing Twister on phenobarbital. Negotiations with Mr. Coffee lasted a solid year, providing plenty of time to pick essential brains: third-generation baymen, émigrés from European vineyards and millennials wearing their hearts on their rolled-up sleeves. Desiring a meaningful, if alternative, lifestyle, they were determined to damage neither the planet nor its inhabitants. Counterculture took on a whole new meaning. Power to the people was delivered in food trucks. There are no Ponzi schemes in the restaurant business. You can’t sell mashed potato derivatives that don’t exist or lie about wine, not more than once, anyway.

I signed the Mr. Coffee contract on a Friday. Two days later, I was informed that the family that owned the shop, and the adjacent farm, and that had given its blessings at the start, had had, at the last moment, second thoughts about the imagined traffic and noise and headaches. It had nixed the deal. Withdrew  its blessing. Just like that. That dream was over.

Several old axioms were reinforced that day: fantasies are fragile, contracts are paper, partners are risky, locals have power. My mojo was in overdrive, however, and my stubborn streak had been tweaked. Which led to another conversation with my wife. This is pretty much how I remember it.

“Where have you been?” she asked.

“I went for a cup of coffee.”

“It’s been a year.”

“Service was slow.”

“You went to Starbucks?” she asked.

“No, I tried to buy into a coffee shop.”

“And what did you find?” she asked.

“If you really want a fish restaurant, you have to go whole hog, and you have to go it alone.”

“A fish restaurant? Whole hog? Who are you?”

“I’m about to find out.”

Tuesday: How I Got the Restaurant Open — and Why I Started Thinking About Closing It Down


This post has been revised to reflect the following correction:

Correction: June 24, 2013

An earlier version of this post misspelled the name of a publishing house. It is Simon Schuster (not Shuster).

Article source: http://boss.blogs.nytimes.com/2013/06/24/how-my-restaurant-adventure-came-to-an-end/?partner=rss&emc=rss

You’re the Boss Blog: This Week in Small Business: Firing the Founder

Dashboard

A weekly roundup of small-business developments.

What’s affecting me, my clients and other small-business owners this week.

Must-Reads

Google Fiber spawns a start-up renaissance in Kansas City. Floyd Norris explains how a brilliant tax-avoidance strategy for S corporations went terribly wrong. And Scott Horsley believes rock ‘n’ roll explains the economy.

Economy: Still Grumpy

Builder confidence reaches its highest level since 2006, and the Architecture Billings Index rebounds strongly. Housing starts were up 6.8 percent in May, but Steven Hansen’s analysis paints a slightly different picture. Manufacturing conditions in the New York (pdf) and Philadelphia regions improved, household financial health is looking up, and people are spending more on weddings. Dun Bradstreet advises that: “While the outlook is brighter, it’s important to understand this recovery remains uneven depending on geography, vertical and individual company health.” Key measures also show low and falling inflation, and a prominent economist is now predicting growth to be 3 to 3.5 percent. But the number of Standard Poor’s 500 companies that have issued earnings guidance below consensus analyst estimates is running higher than normal. And Harvard’s Niall Ferguson is still grumpy.

The Fed: Stepping Off the Gas

Ben S. Bernanke prepares to step off the gas, and Wall Street throws a tantrum. Justin Wolfers helps explain what the Federal Reserve is saying. Eduardo Porter makes the case for a rise in inflation, and Matthew Yglesias believes that with inflation low, the Fed should stay far away from tighter money. This chart shows how bad the Fed is at predicting the future, and these three charts show that the recent stock market rally is not all about the Fed.

Management: Firing the Founder

Mike Martel explains why you should not “eat the elephant” one bite at a time: “The real problem with taking it step by step is that most people lose interest and end up quitting.” This is how an old barn and a cider press became a thriving small business and a local institution. Rafi Mohammed explains how Microsoft “blew it” on the price of Xbox One. Here are 10 books every entrepreneur should read. Michael Dillon thinks franchisees should take it upon themselves to make changes. The founder of Men’s Wearhouse is fired (it’s tricky when the founder is also the face of the brand). Here are seven reasons you need a business plan. Maria Konnikova demonstrates how caffeine can cramp your creativity, and another report finds that dim lighting sparks it. Were these small businesses misled by a credit service’s sales pitch?

Small Business Week: It’s Getting Harder

President Obama proclaimed last week National Small Business Week. The Latino Coalition, Citizens Bank, the National Association of Small Business Professionals, Chrysler, and Google all sent their regards. The Small Business Administration celebrated its champions in Illinois, and Ernst Young used the occasion to name its American and worldwide Entrepreneurs of the Year. Brock Blake thinks a Micro Business Week might be more appropriate. A survey from Capital One Bank says small-business conditions are improving, and another from Citibank reveals a three-year high in how owners view business conditions. However, almost half of small-business owners say access to credit is still a problem. A Constant Contact survey finds that the majority of small businesses say it’s harder to run a business today than five years ago, and this infographic explains how running a start-up has changed. But have faith: a UPS Store survey finds that 48 percent of Americans dream of starting a business, while 71 percent of small-business owners say they would start their businesses all over again.

People: Reinventing H.R.

Here’s how Google is reinventing human resources — but the company acknowledges its infamous brainteasers were completely useless for hiring, and a former Google and Microsoft engineer explains why he would have hired Edward Snowden: “elitist, arrogant rebels often make the best employees.” A 30-year-old explains why he took an internship. There’s much to be learned from the best employers for baby boomers. Bob Phibbs has suggestions for empowering employees. This is how eight retail workers make the most of their free time. Data show that people joining the work force today are less educated than those leaving it. Two Dunkin’ Donuts employees get rave reviews for handling a racist rant. ADP says the number of franchise jobs grew by 19,160 in May, and surprise: an analysis says that the more applications you fill out, the better chance you have of getting a job. Shawn Stefani hits a hole-in-one at Merion.

Entrepreneurs: Learn to Code

Steve Mariotti interviews Maria Jimenez, a top youth entrepreneurship educator. Kylie Toh believes all entrepreneurs should learn to code because it enables you to be self-sufficient. The House Committee on Small Business highlights a few “made in the U.S.A.” stories of small manufacturers. Entrepreneurs are impressive, but not as impressive as these new astronauts. A social media app from Deluxe uncovers the secret identities of America’s small-business owners.

Social Media: Harder Than You Think

Here are a few creative ways to use Pinterest for your business. Barbara Findlay Schenck has nine tips to power up your social media. Chris Marentis warns that effective social media marketing is more difficult than most people think. Facebook passes one million advertisers and brings video to Instagram. Tom Andel shares stories of manufacturers succeeding by using social media. A satirical Taylor Swift Twitter feed gains 80,000 followers in six days. This is how a two-star Amazon review makes thousands of sales. This infographic shows why going viral online is big business. A webinar will help you measure and improve your internal e-mail.

Sales and Marketing: Dueling E-Mail Services

Giancarlo Massaro shares advice for how to get leads and sales. Here are 34 research reports on content marketing. SendGrid picks an e-mail marketing fight with MailChimp. These were the top 10 ideas from marketing and advertising over the last 12 months. This is how to offer smarter customer support on the go. Scott Anthony explains what 10-foot noodles have to do with competitive advantage.

Around the Country: Free Power

In New York, a restaurant abolishes tips, residents get free power-charging stations, and apartment dwellers may have to start collecting food scraps for composting. Delta and JetBlue lead airline service rankings (and this hedgehog leads an adventurous life). The Congressional Budget Office estimates that the Senate’s immigration bill would reduce the deficit by $197 billion over 10 years. An Entrepreneur Center opens near Nashville.

Around the World: Giant Balloons

Joe Weisenthal thinks it’s hard to look at these photos from Indonesia and Brazil “and not worry about a much bigger emerging market blow-up.” British students get fooled by a “Star Wars” prank. Diana Ransom explains what it takes to start up in Turkey after the recent protests. China’s factory activity hits a nine-month low, job prospects for China’s grads are getting bleaker and a credit bureau says China’s credit bubble is unprecedented in modern world history (but that’s not deterring General Motors from investing $11 billion there). Google’s plans to beam the Internet from giant balloons sent to the stratosphere could help small businesses in rural parts of Asia.

Ideas: Better Air

A Zipcar-style service for airplanes is introduced. A teenage scientist designs a sustainable and cost-effective biofilter to remove chemical pollutants from indoor air streams. Here’s how to add the integers from 1 to N quickly.

Technology: Bug Bounties

General Electric is hiring thousands of engineers to build an “industrial Web.” Here are three cloud-based surveillance options that will help keep an eye on your business. A survey finds many small businesses are in the dark about the potential impact of a data breach. With “bug bounties,” Microsoft extends an olive branch to the hacker community. Two of the biggest names in 3-D printing merge. Erica Ogg reports that everybody loves the new MacBook Air’s battery. A search engine alternative to Google hits 3.1 million queries. Google, Office 365 and Dropbox lead in cloud growth.

Tweet of the Week

@danmartell – Free advice is often overpriced.

The Week’s Best Quotes

Margie Warrell says you should take the risk because the odds are better than you think: “We are neurologically wired to exaggerate how bad things could be if our plans didn’t work out, and we fail to appreciate our ability to intervene to ward off further impact.”

Andrew Dowling explains why parents make better entrepreneurs: “Anyone launching themselves into a new business quickly finds they’re dealing with lots of things which are unfamiliar to them. From the moment you discover you’re going to become a parent, your trajectory is remarkably similar. Your life suddenly changes in a big way forever. You find yourself dealing with concepts and terminology you’ve never had an interest in before. And once your kids are born, you’d better get used to dealing with change, because that’s what your life is going to consist of for the next couple of decades.”

This Week’s Question: Do you think it’s harder to run a business today than it was five years ago?

Gene Marks owns the Marks Group, a Bala Cynwyd, Pa., consulting firm that helps clients with customer relationship management. You can follow him on Twitter.

Article source: http://boss.blogs.nytimes.com/2013/06/24/this-week-in-small-business-firing-the-founder/?partner=rss&emc=rss

You’re the Boss Blog: How Crowdfunding Worked for One Timely Start-Up

On Social Media

Generating revenue along with the buzz.

Kara Gorski (left) and Kristin Gembala, sisters.Courtesy of braGGs Kara Gorski (left) and Kristin Gembala, sisters.

Last fall, I wrote a post about the crowdfunding campaign of a start-up known as braGGs. The company, based in Alexandria, Va., has developed a patent-pending bra for women who have had reconstructive breast surgery — “reconstructed bras for reconstructed girls,” as the Web site puts it.

It was founded by two sisters, Kara Gorski and Kristin Gembala, who have both undergone double mastectomies. After their mother died of breast cancer and after Ms. Gorski was diagnosed with breast cancer, it was determined that they were carriers of the rare BRCA1 gene mutation, which significantly increases the risk for breast and ovarian cancers. Ms. Gembela chose to have her surgery prophylactically — the same choice Angelina Jolie recently made public.

After reconstruction, the sisters expected to be able to wear regular bras. When they learned this was not possible, they decided to design and create a reconstruction bra specifically for women like them. They started with $25,000 from their own savings, and then they turned to the crowd at MedStartr, where they raised $10,000 in donations and pre-orders over three months in 2012 to begin manufacturing a small run of their product.

As soon as they received the funds, they started working with manufacturers, but finding the right one was not easy. “We started working with one manufacturer,” said Ms. Gorski, “but it was not a good fit for us. I just had a bad gut feeling about the guy, and one day he yelled at me over the phone and acted liked he didn’t need our business.”

They went looking for other manufacturers. “It was hard because we are dedicated to being made in the U.S.A.,” she said. Eventually they picked one that they are happy with. “Our manufacturer is an absolute professional, makes high quality garments and works with low minimums that enable us to introduce and test smaller quantities as we develop an entirely new market.”

Raising money can create pressure to deliver a product by a specific deadline. Once the campaign ended in October, braGGs was on the hook to deliver bras by January. “We felt such an obligation to get the product to the people that funded us that we almost made a deal with the wrong manufacturer,” Ms. Gorski said, “We fired our manufacturer in December and missed our deadline by six months. We had to put in the extra time to find the right partner. We needed to make samples, wear test them and make adjustments, so that our product would be what we promised.”

As of this month, Ms. Gorski said the company has shipped bras to all of those women who have completed their surgeries and sent in their sizing information. The sisters have also turned their provisional patent into a final patent application, which cost nearly half of the $10,000 they raised on Medstrtr. The process will likely take three years or more to complete due to the backlog at the United States Patent and Trademark Office. They plan to continue production even if not awarded a patent, but they expect a favorable outcome.

BraGGs is now selling bras online and at a boutique in Washington. The company has released one design and is finishing up a second that it plans to roll out this fall. The sisters have also started a monthly newsletter through their Tumblr blog and through MailChimp, and they pitched ABC’s “Shark Tank,” although they were not selected for the show. Because the $10,000 went quickly, they have had to invest another $10,000 of personal funds to keep the business going, and they are looking into obtaining a Small Business Administration loan. They are also open to talking with investors — “particularly ones with broad manufacturing and distribution know how,” Ms. Gorski said.

Ms. Gorski said the hardest thing about crowdfunding was running the project and the business at the same time. “While crowdfunding should be a piece of your business, it can tend to take over and become your full-time job.” It’s also important, she said, to keep in touch with the people who give you money and keep them updated on your progress. “When we knew we wouldn’t make our January delivery deadline,” she said, “we kept our funders informed and they were pleasant and super understanding.”

Since Angelina Jolie’s decision to talk publicly about her mastectomy, there has been a surge in interest in the braGGs product. Ms. Gorski and Ms. Gembala plan to expand their e-commerce site and hire a sales representative to get their product in more boutiques. But Ms. Gorski said there were no plans to do another campaign. “Our crowdfunding campaign was an awesome experience that launched our brand and our product,” she said. “But it was also a ton of work.”

Melinda Emerson is founder and chief executive of Quintessence Multimedia, a social media strategy and content development company. You can follow her on Twitter.

Article source: http://boss.blogs.nytimes.com/2013/06/21/how-crowdfunding-worked-for-one-timely-start-up/?partner=rss&emc=rss

You’re the Boss Blog: Why I Am Not Going to Renew the Sales Consultant

Was the sales consultant worth the money to Paul Downs (above)?Laura Pedrick for The New York Times Was the sales consultant worth the money to Paul Downs (above)?

Staying Alive

The struggles of a business trying to survive.

Editor’s note: Paul Downs is writing this week about his decision to hire a sales consultant. The series started with this post.

A year has gone by, and I need to decide whether to renew my sales consultant’s contract. If I do, we will continue with two coaching sessions per month, one for me individually that will focus on my role as sales manager and the other a group meeting with my three sales representatives. Both sessions will be with the consultant, Bob Waks. For this, he wants $12,000. Is this a good value?

To answer that question, I need to first ask whether I got my money’s worth in the first year of consulting. I spent $37,000 for initial evaluations, a course in the Sandler Method, and ongoing evaluations. And after participating in all of that, I got the results I wanted. We have exceeded our sales target in every quarter since we started the training. In the first half of 2012, before training, we sold $865,274. In the second half of 2012, after starting the training, we sold $1,236,864. And this year, as of June 15, we had sold $1,218,414.

So for me, hiring a consultant worked. Here are some of the things that went right:

• I found my consultant by taking a recommendation from a colleague, Sam Saxton, who had had good results in a similar situation.

• The consultant had experience working with companies the size of mine, and he relies on referrals to keep busy. He had both the means and the motives to make our project a success.

• We had an easily identifiable problem, and the services we were offered were a good solution. All the way through, Mr. Waks explained exactly how he was going to address our issues, and it all made sense to me.

• We put a lot of effort into implementing the training we received. Everyone in my company knew from the beginning that we were in trouble, and I made it clear that this was going to be the solution and that I was behind the effort 100 percent. At the beginning, this took some faith in Mr. Waks’s skills, but the recommendations I had received were enough to build my own confidence. I put considerable effort into building up the information systems that would support our new sales method, both by writing new code in our database and by building spreadsheets (in Google Docs) that gave us a much more detailed look at incoming call patterns. These have been invaluable in identifying what type of client is calling us and in helping us identify those customers most likely to buy.

• We received ongoing evaluation and training. Our monthly meetings, over the course of a year, were critically important. They allowed us to get feedback as we adapted the broad ideas of the Sandler Method to our own world. Mr. Waks helped us figure out exactly how we should respond to particular situations. And the one-on-one sessions that I had with him were useful as well. He provided good advice as I puzzled through the implementation of the new system.

The best result for me, other than hitting our numbers, was to free up a lot of my time by allowing me to ease out of the sales role. Selling was my primary job for many, many years, and it took up most of the hours of my day. I now have more confidence that my sales people can hit their quotas, and I no longer feel the need to jump into the thick of things to save us. This has allowed me to spend more time analyzing the whole business, and it let me put into place a large number of improvements in communications and operations. It even gave me the opportunity to go back out on the shop floor and build some furniture for the first time since 1992. (I’ll be writing more about that.)

So will I renew the consultant’s contract? My decision is to hold off for now. Our steady stream of new orders has revealed some weaknesses in our production capacity, and I’d prefer to spend my cash addressing those issues. Also, I want to see if we can take what we have learned and implement the lessons on an ongoing basis without outside help. My main goal for the company this year is to set up ongoing processes, with data gathering and regular meetings, so that we can continually evaluate and improve our performance. It may be counter-intuitive, because people complain about it so much, but I feel that we need more bureaucracy. In large companies, organization can be stultifying. In my tiny company, where chaos has been the norm, my goal is to add routines, here and there, until we aren’t constantly reacting to disasters but rather making orderly plans for the future.

This leaves the question of whether I will recognize the next opportunity to get outside help and improve my situation. What’s a good way to figure out where we are weak? Should numbers be the only consideration? Or are there areas where most businesses could benefit from hiring a consultant?

Paul Downs founded Paul Downs Cabinetmakers in 1986. It is based outside Philadelphia.

Article source: http://boss.blogs.nytimes.com/2013/06/21/why-i-am-not-going-to-renew-the-sales-consultant/?partner=rss&emc=rss

You’re the Boss Blog: The Dangers and Benefits of Taking a Partner

Creating Value

Are you getting the most out of your business?

I’ve worked with both sole-owner companies and partnerships. There are a lot of obvious advantages to having one person in charge, one person who makes the big decisions. And of course there are many advantages to sharing the burdens of ownership with a partner. But partnership is a lot like marriage: It can go very wrong.

I recently had a conversation with long-time partners Roger Hajjar and Amit Jain from Prysm, a company based in San Jose, Calif., that makes large, flat-screen video displays that compete with LCD projectors. Mr. Hajjar, who invented the product, is chief technology officer. Mr. Jain is the chief executive. They believe partners should have an overlapping of abilities. When Mr. Jain is out of town and not available for sales calls, Mr. Hajjar can step in. When technical decisions have to be made and Mr. Hajjar is not available, Mr. Jain can pinch hit. But learning how to work together has not always been easy.

Luckily for Mr. Jain and Mr. Hajjar, they’ve had help from their equity partners, and they’ve been able to get advice along the way on best practices for working together. They’ve also had a board that they report to and their board keeps business needs front and center.

Many owners are not so lucky. They have to develop strategies for working together. The earlier they develop their rules of partnership, the more likely they are to succeed. Partners will have different skill sets, but it helps if, as in the case of Prysm, they can step in for each other. This makes for a stronger organization, and it also makes it easier for the company to attract venture capital and private equity, because investors prefer not to bet on one person. While Prysm’s goal is to go public, even companies with no such intention can benefit from a strong partnership that allows them to attract capital – whether it comes from local bankers, angel investors or friends and family.

The Prysm partners emphasize that, while it’s important to have a great business relationship, they don’t expect to be best friends. Mr. Jain and Hajjar have been in several partnerships over more than 20 years, but they don’t necessarily socialize with each other. And they have a hard and fast rule that they don’t get involved in each other’s personal decisions. Of course, even if you don’t want to get involved in your partner’s personal decisions, you do want to make sure your partner is not going to pursue personal behavior that could ruin the business. This is why a well-crafted shareholders’ agreement is an important part of building a partnership. In many respects, a shareholders’ agreement is the business equivalent of a pre-nuptial agreement.

As it happens, Mr. Hajjar and Mr. Jain do not have such an agreement. But they do have an agreement with their venture and private equity investors. If their relationship and partnership were to start to cause problems, their backers would have the right to replace them as managers of the company. Of course, no matter how strong the shareholders’ agreement, the key for a successful partnership is a high level of trust. This kind of trust can take years to build but can be destroyed in days if not hours. (A great book on building trust is “The Trusted Advisor,” published in 2001 by Touchstone.)

The Prysm partners meet face to face for an hour at least weekly. At this meeting they review the issues they have been discussing in passing or through e-mail. This is where they talk about ownership issues that they may not want to share with others in the company. It also is time for them to hash out any disagreements.

They recently had to review the resources they want to invest in their next-generation product. Mr. Hajjar wanted to go all-in, and Mr. Jain wasn’t ready. They ended up meeting in the middle. Because they have the same belief systems about what makes a business successful, their disagreements are rare. It’s what has allowed them to stay together in three separate partnerships over more than 20 years.

My time in business has convinced me that it’s harder to make a partnership work than to run a single-owner company. But if they are able to build and maintain trust, partners can create a business with more staying power. What do you think? Do you think the benefits of partnership outweigh the benefits of having one person in charge?

Article source: http://boss.blogs.nytimes.com/2013/06/20/the-dangers-and-benefits-of-taking-a-partner/?partner=rss&emc=rss

You’re the Boss Blog: The Brutal Truth: My Score as a Sales Manager

Staying Alive

The struggles of a business trying to survive.

Editor’s note: Paul Downs is writing this week about his decision to hire a sales consultant. The series started with this post.

The sales training began with evaluations. My three sales staffers (Don, Nathan, and Mary) and I were given a psychological profile test (DiSC profile) and a test to gauge our attitudes toward selling. I was given an additional set of questions designed to reveal my capabilities as the sales manager. Mr. Waks also spent a morning with us listening in as we talked to clients on the phone.

A couple of weeks after the evaluations, I received a thick report with the results of all of the tests, both for me and for my staff. The good news is that we all had potential to be sales professionals, although some work would be involved. The bad news was that I scored a zero, literally, as a sales manager.

I wasn’t performing any of the practices that defined the role. No regular meetings. No ongoing training for the salesmen. No consequences for failure to meet goals. No data gathering, other than the gross sales amounts. I had been convinced that I had done a decent job in training Don and Nate to sell, but confronted with my many weaknesses, I realized that I had dropped the ball.

Soon after the evaluations came in, we started classes. These were group sessions, and most of the attendees came from small companies like mine. I was one of the few boss-level attendees. Most of the people were front-line staff, employees who needed to interact with customers and keep the money flowing in but who had never had any education in how to sell. We were being taught the Sandler Method.

Sandler is not the only sales strategy out there, and I have no opinion whether it is the best one or not. It was what Mr. Waks taught, and I figured that any structured training would be useful. As it turned out, Sandler focuses on understanding whether the person we are talking to has power and how to get to the decision maker. It also teaches techniques of influencing interactions with potential customers, to maximize our chance of closing a deal. This set of ideas gave me a new way to think about what we were doing. And I realized that we had been making some classic mistakes.

In particular, we were giving away our design and engineering expertise and revealing our pricing way too early in the process. It was an easy task for a potential buyer to hand our proposals to our competitors and ask them to beat our price. Also, we were making no attempt to figure out where our customer contacts sat in their company’s hierarchy. We had no idea whether the person we were speaking with could make a decision, and we made no attempt to work our way up the power structure so that we could make our case to the people who would actually choose a vendor. We didn’t have good systems for keeping track of inquiries, and we weren’t keeping good records of what the sales staff was doing all day.

We also started coaching sessions with Mr. Waks, both one-on-one with me and with my staff. When I had told Don and Nate, my salesmen, that we would be undergoing sales training, they were a little worried about the amount of time it would require, but they could see as well as I that we needed to do something. When we started the actual training, they were even more uneasy. Both had started their careers at a workbench, and they thought of themselves as craftsmen who happened to be doing a sales job. Now they were being asked to consider themselves salesmen first, with some specialized product knowledge.

They were both worried about the snake-oil aspect of selling, whether they would be required to do unseemly things to close deals. It took a great deal of discussion for us to agree on a better way to think about selling — that customers called us because they wanted what we make, that nobody is ever tricked into or forced into buying anything from us, and that selling to support the company and their families is a perfectly honorable way to make a living. I had long since come to believe this, even before receiving the training, because I could always see the connection between a sale, a healthy company, and a satisfied customer. Without sales, the company can’t exist. There would be no work to do, and no money to pay anyone.

By the middle of last July, we started to deploy the new techniques, and we started to close deals again. We also introduced a technical modification to our sales process. Instead of sending out pdf documents to clients, we started presenting our ideas in Web chat sessions, using screen-sharing software to show potential buyers a 3-D interactive model of our proposed design. This is very cool to see, but it leaves the client without a set of images to hand to our competitors. The technical documentation is a goody we now reserve for clients who have placed an order and given us a deposit.

I also spent much of the summer writing code to add a customer-relations management component to our database program, which we use to run the rest of the business. I considered buying an outside package, like SalesForce or Act! but decided against it — too expensive, and all of my staff are already in the database all day. I am not a FileMaker star, but I was able to add the features we needed without much trouble. I also wrote a number of Google Docs spreadsheets to tabulate data on incoming calls and the daily activities of the salesmen.

Our sales started to recover in July, and in August we finally hit our target, closing deals worth $200,607. Even better, we kept up the pace for the rest of the year and, somewhat to my surprise, we have continued to do so through the present day. We have exceeded my $600,000 sales goal in every quarter since beginning our sales training.

Friday: Should I Renew the Consultant’s Contract?

Paul Downs founded Paul Downs Cabinetmakers in 1986. It is based outside Philadelphia.

Article source: http://boss.blogs.nytimes.com/2013/06/20/the-brutal-truth-my-score-as-a-sales-manager/?partner=rss&emc=rss