Imagine this scenario: Early stage company Smallco develops an exciting new technology, which it uses to create the prototype of its first product - Brakethroo! A large company in the same field, Bigco, becomes aware of Brakethroo, and realizes that if the product works as hoped, it could be a valuable addition to Bigco's product range. Bigco offers to buy the technology and product from the shareholders of Smallco. The merger and acquisition (M&A) agreement specifies an up-front payment, and one or more payments dependent on achievement of milestones. Bigco agrees to use "commercially reasonable efforts" to achieve the milestones. Smallco and Bigco sign the agreement, the shareholders of Smallco get an immediate payout and look forward to further milestone payments.
I have been involved with Microsoft Dynamics implementations for nearly 20 years now. I have also spent the last decade providing Microsoft Dynamics expert witness testimony in implementation failures and lawsuits.
What is the fastest way to increase profits? Stop doing things that don't make a profit! Could increased net profit, increased return on investment and improved cash flow be that easy? The answer is yes.
It might have been 30 years ago but in a new age of immediate and global communications there is a message here for 2009: Any world leader is on a stage these days and the audience compared to 1979 is not just one country
Treating people equally, focusing on the work, honest communication and doing what you love -- four basic values that legendary record producer Sir George Martin, "the CEO of The Beatles," used with the most successful, creative, zeitgeist-changing, consciousness-raising band in the history of musi
Business author Paul Hawken said it best, "We lead by being human. We do not lead by being corporate, by being professional or by being institutional." Perhaps that’s why many leaders are embracing one of the most undervalued human resources they have at their disposal - their sense of humor
For decades there has been a chasm between frontline employees, typically hourly, and management. Frontline employees recognize a problem and feel powerless to "fix it." They blame management and expect them to "fix it!" They perceive that management does not listen to them. They feel discounted. So they rebel