Disruptive Successor Podcast

Kristopher "Kris" Grey is the founder of Creatapult and a seasoned project management consultant with over two decades of experience helping contractors and growing businesses scale without operational chaos. A self-described "construction brat" who grew up inside his family's contracting company, Kris launched his entrepreneurial journey under pressure — just days after the birth of his first child — and turned that crisis into a mission to help business owners build the systems, dashboards, and accountability frameworks they need to protect margins, reduce risk, and lead with clarity through fractional project management leadership.SHOW SUMMARYIn this episode, Jonathan Goldhill is joined by Kristopher Grey of Creatapult about how contractors and other organizations can scale without operational chaos. Kristopher shares his origin story of losing all family income three days after his first child was born, which shifted his view that entrepreneurship and having a “side” income can be less risky than relying on one W2 job. Drawing on his upbringing in a family construction business, he describes common contractor failures such as bad bookkeeping, overreliance on tribal knowledge and heroics, understaffing project management, and the “death spiral” where winning more work leads to schedule slips, quality decline, change-order losses, and margin erosion. They discuss the “Who does what by when” accountability tool, dashboards, backup PMs, and the rise of fractional project management leadership. Kristopher outlines a 90-day execution engine focused on project intake, portfolio stabilization with RAG reporting, and risk tracking, and shares a transit-operator turnaround that enabled growth and COVID resilience.KEY TAKEAWAYSWinning more work can kill a company. Growth without systems creates a "death spiral" — slipping schedules, declining quality, and cash flow collapse, even when revenue is rising.Bad bookkeeping is the #1 contractor mistake. If you don't know your margins, you can't manage your business — you're running a personal ATM, not a company.Project managers lose effectiveness past 2 projects. Overloading PMs is a silent killer of profitability and client relationships."Who Does What By When" is the foundation of execution. Without a clear owner, a clear task, and a hard deadline, everything drifts.Systems are the antidote to turnover. With employees switching jobs every ~4 years, institutional knowledge must be documented — not held in someone's head.Fractional project management lowers the barrier to scaling. Companies don't need a full-time executive to get enterprise-level PM leadership — they just need the right fractional fit.Don't be afraid to ask for help. Pride is the number one source of doom for family construction businesses.Risk tracking is almost always missing. Most contractors react to problems instead of forecasting and mitigating them early.A RAG dashboard (Red/Amber/Green) gives leadership real-time project visibility and frees CEOs from daily firefighting to focus on strategy.QUOTES"It's kind of like a fish drowning in water. You'd think that winning more work would be a good thing… but if they've not been managing those projects well, they're bleeding out." — Chris Grey"If you don't put a deadline on something, your project is always at risk of falling behind by the longest single scheduling item you have.""Pride is probably the number one source of doom for a lot of these companies — the name is often on the building.""Most employees are essentially a statistic or a number for a company — they can be let go at any time.""Always have something on the side. If the thing takes off, run with it.""Growth alone doesn't create successful companies — but execution does." — Jonathan Goldhill (closing)"We were doing more with less — but less stress overall — because the PMs had the tools they needed to be successful."Connect and learn more about Kristopher Grey.https://www.linkedin.com/in/kristophergrey/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

Casey O'Quinn is the founder of Gravity Digital, a family-owned marketing agency that has served direct-to-consumer family businesses for 25 years. He works alongside multiple family members including his father, wife, sister, cousins, and in-laws across several ventures including the agency, healthcare, and real estate. Casey built his firm on a unique revenue-share model where his team only gets paid when clients grow, challenging the traditional agency retainer approach.SHOW SUMMARYIn this episode, Jonathan Goldhill is joined by Casey O’Quinn, founder of Gravity Digital, a family-owned agency serving family-owned DTC brands for 25 years, about marketing as capital allocation that can drain family wealth and strain relationships when spent on vague retainers without measurable return. Casey contrasts traditional hourly/retainer agency models with Gravity Digital’s revenue-share approach, where the agency is paid only on growth above a baseline, aligning incentives and enabling investment in creative, websites, and testing. They discuss protecting “the family farm,” handling generational risk tolerance, patience and education around digital channels, and a “seven-figure blueprint” formula (customers × frequency × average order value) emphasizing ads for scalable acquisition, email/SMS for repeat purchases, and upsells for AOV. Key metrics include new customer acquisition cost, lifetime value, new vs returning customers, and cautious use of ROAS amid attribution limits, plus integrating marketing into EOS scorecards and quarterly testing.KEY TAKEAWAYSFamily before business: Make a commitment to walk away from the business before letting it damage family relationships—this principle forces better conflict resolutionRevenue share model: Align agency incentives with client outcomes by only getting paid when clients grow, rather than fixed retainers that don't ensure resultsMarketing as investment: View marketing spending through the lens of capital allocation and ROI, not just as an expense line itemNAC is critical: Understanding your New Customer Acquisition Cost and being willing to spend MORE than competitors (while staying profitable) is how you win at scaleSimple growth formula: Revenue = Customers × Frequency × Average Order Value. Focus on these three levers systematicallyTest before committing: Start with small tests and let data drive decisions rather than assumptions, especially when navigating generational disagreementsFailure is feedback: Marketing experiments that don't work aren't failures—they're learning opportunities to "fail forward"Patience + transparency: Success in family business marketing requires educating all generations, managing different risk appetites, and showing early wins to build trustQUOTES"We would walk away from the business before we let it come between us." — On family business priorities"He who is willing and able to spend the most to acquire a customer wins." — On competitive advantage in customer acquisition"Good marketing can't fix a bad product." — On fundamental business requirements"The cheapest customer you'll ever get is the one you already have." — On the value of repeat business and frequency"Marketing and innovation produce results. Everything else is just a cost." — Peter Drucker quote on business fundamentals"Protect the family farm—that's the family business." — On preserving generational wealth and avoiding capital drain"Failure is just feedback." — On reframing marketing experiments"Marketing is half art, half science, half left brain, half right brain." — On the dual nature of effective marketingConnect and learn more about Casey O'Quinn.https://www.linkedin.com/in/caseyoquinn/If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

Richard Grove is the third-generation leader behind Wall Control, a renowned American manufacturer specializing in wall organization systems. With a background in mechanical engineering and experience at the Department of Defense, Richard returned to his family business to help scale it from a small tool and die shop into a household name across e-commerce, retail, and television. He is also a consultant, helping other small businesses improve operations, build strategic partnerships, and strengthen their digital presence. Richard’s journey exemplifies the challenges and rewards of leading a multi-generational family business into the future. SHOW SUMMARY In this episode, Jonathan Goldhill welcomes back Richard Grove, the third-generation face behind Wall Control. Richard shares his journey of transforming a family tool and die shop into a leading brand in wall organization, traversing e-commerce, retail, and television. They delve into the uncomfortable truths that every family business must confront to survive and prosper, as highlighted in Goldhill's ebook, 'The Family Business Trap, 11 Uncomfortable Truths that Will Save Your Business and Your Relationships.' Through personal anecdotes, Richard talks about family dynamics, succession planning, role definition, and the importance of open communication and strategic governance in family-run enterprises. The episode provides invaluable insights and practical advice for navigating the complex terrain of family businesses. KEY TAKEAWAYS Open, honest communication is the foundation for healthy family businesses. Fake harmony can hide misalignment—address issues before they become problems. Clearly defined roles and responsibilities prevent confusion and crisis. Leadership in family business must be earned, not assigned by entitlement. Regular meetings and shared workspaces foster better collaboration and understanding. Succession planning and transparency are essential for long-term success. Every family and business is unique—adapt best practices to your situation. QUOTES “Just because no one’s fighting doesn’t mean you’re aligned. Fake harmony kills real progress.” “If you want to talk more, why don’t you be together more?” “Entitlement doesn’t make you a leader—you have to earn that.” “Don’t ruin your family for your business. You only get one family, but you can always start another business.” “Without structure, you’re running on assumptions, and assumptions implode under pressure.” “Communication is the single best practice that cuts through all these uncomfortable truths.” Connect and learn more about Richard Grove. https://www.linkedin.com/in/richard-grove-wall-control/ If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

Grant and Erin Stahla are the inspiring husband-and-wife co-founders of Stahla Services, a premium restroom and shower trailer rental company. Starting with a single trailer after college, they have disrupted a traditional industry by providing hospitality-level service and a product often described as a "hotel bathroom on wheels." Guided by their values and a passion for entrepreneurship, they've grown their family-run business across multiple states. The Stahla are also the creators of Stahla Leads, an innovative online marketplace designed to help other vendors in the sanitation space grow their businesses by connecting them with qualified customers. SHOW SUMMARY In this episode, host Jonathan Goldhill chats with Grant and Erin Stahla about their incredible journey of transforming the portable sanitation industry. Grant shares the origin story of starting the business right out of college and how he and Erin joined forces to scale it with a commitment to quality and service. We explore how they innovated a commodity product into a premium experience, the systems they've used to scale effectively, and the genesis of their second company, Stahla Leads. Grant and Erin also offer an open and honest look at the dynamics of running a business as a married couple and how their faith serves as the foundational core for their leadership, culture, and life balance. KEY TAKEAWAYS Innovating a Commodity: The Stahlas elevated the standard porta-potty into a premium experience with amenities like flushing toilets, running hot water, A/C, heating, and Bluetooth sound systems, effectively creating a new market category. Values-Driven Leadership: Their faith is the "core of everything." They strive to run their business "like Jesus would," which informs everything from their company culture and customer service to maintaining perspective and life balance. The Dynamics of a Couple in Business: Erin shares that success as a married couple in business requires acknowledging the ups and downs, communicating openly, and finding a flexible balance that works for them, rather than enforcing rigid rules. From Internal Problem to New Venture: After spending over a million dollars on Google Ads and finding most leads were outside their service area, they created Stahla Leads—a marketplace to sell those leads to other vendors, turning a marketing challenge into a new revenue stream. Building to Sell, But Inspired to Hold: While they use the "build to sell" framework to ensure the business is systemized and valuable, their true inspiration comes from legacy companies like Chick-fil-A, focusing on long-term growth and value creation over decades. Scaling with Intention: The Stahlas have intentionally scaled using systems like the Entrepreneurial Operating System (EOS), software like HubSpot and Smartsheets, and a commitment to embedding their core values across all locations to maintain quality and culture. QUOTES "We really want to be that rising tide that lifts all ships within our industry." "We want to do this business like Jesus would. So we want to own it like Jesus would and just manage like Jesus would." "Anything that you do, there's going to be some low moments and some hard things that you're gonna have to talk through, whether that's like purely a coworker or a coworker who happens to be your spouse." "If we're gonna have a business, we wanna do it right and we wanna keep building it." "Such a basic thing. But also it, it's so different than the standard plastic porta-potty." Connect and learn more about Grant & Erin Stahla: Grant Stahla's LinkedIn: https://www.linkedin.com/in/grant-stahla/ Erin Stahla's LinkedIn: https://www.linkedin.com/in/erinstahla/ If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

Ronald Stein is a professional engineer, energy literacy advocate, and the Pulitzer Prize-nominated co-author of Clean Energy Exploitations. With decades of experience designing and building refineries for major corporations like Bechtel and Fluor, Ron possesses a deep, nuanced understanding of the energy sector. Thirty years ago, he and his wife, June, founded PTS Advance, a staffing and workforce solutions firm specializing in complex industries like energy and life sciences. After successfully growing the company, they transitioned ownership to their two sons 15 years ago. Now, Ron dedicates his time to educating policymakers, business leaders, and the public, serving as a columnist for America Out Loud News and an advisor to the Heartland Institute on energy policy. SHOW SUMMARY In this eye-opening episode of the Disruptive Successor Podcast, host Jonathan Goldhill sits down with Ronald Stein to challenge everything you think you know about energy. Ron explains the dangerous lack of "energy literacy" plaguing our leaders and policies. He draws a critical distinction: renewables like wind and solar only generate electricity, whereas fossil fuels are the foundation for the petrochemicals that create over 6,000 essential products, from iPhones and medical devices to the very components of EVs and solar panels. The conversation delves into the successful generational transition of Ron's family business, PTS Advance, and unpacks the severe economic and national security risks of misguided energy policies, revealing the hidden truths behind the global push for a "green" transition. KEY TAKEAWAYS Energy vs. Electricity: A Critical Misunderstanding: Ron clarifies that "energy" and "electricity" are not interchangeable. Wind and solar generate electricity, but they cannot create the physical products derived from the petrochemicals in fossil fuels that our modern world is built on. Everything is Made from Oil: Our materialistic society, including "green" technologies like EVs, wind turbines, and solar panels, is fundamentally dependent on the 6,000+ products derived from oil. Getting rid of oil means getting rid of the building blocks of modern life. A Family Business Success Story: Ron shares how he and his wife built PTS Advance from the ground up, successfully transitioned it to their sons, and strategically hired a non-family CEO, leading to massive growth and an eventual acquisition. The Perils of Poor Policy: California's push to eliminate in-state oil production has ironically made the state over 70% dependent on foreign oil imports, creating a significant national security risk and driving up costs for consumers. The Hidden Costs of EVs: Transitioning to electric vehicles eliminates the gas tax revenue that maintains roads, while the heavier weight of EVs causes more road damage, creating a future funding crisis. The Unethical Side of "Clean" Energy: Ron argues that mandating EVs financially incentivizes the exploitation of labor (including child labor) and environmental degradation in countries like China and in Africa, where the raw materials for batteries are mined. The Nuclear Resurgence: As a reliable, emissions-free, and continuous power source, nuclear energy is gaining worldwide momentum as a practical solution for our electricity needs, requiring far less land and materials than wind and solar. QUOTES "Wind and solar only generates electricity. They make no powers, no insulation, no asphalt, et cetera, et cetera. Whereas oil, all the products we have today didn't exist 200 years ago." "If you get rid of oil, you get rid of electricity, you get rid of EVs. The EV is a hundred percent made with oil." "Instead of being 5% dependent on foreign imports for crude oil, we're now more than 70% dependent... And that is a national security risk for America." "My passion is to stimulate conversations about energy literacy because most of our policy makers are misunderstanding the word energy." "I think it's unethical and immoral to provide those financial incentives for those countries to continue to [exploit people and the environment]." "There's a worldwide movement toward nuclear 'cause we want affordable, reliable, continuous electricity, also emissions free electricity and nuclear is providing that." Connect and learn more about Ronald Stein and his work: LinkedIn: https://www.linkedin.com/in/ronaldstein/ Email: ronald.stein@energyliteracy.net Book: Clean Energy Exploitations on Amazon Company: PTS Advance: https://www.linkedin.com/company/pts-advance/ If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

Adam Frederico grew up in Utah, surrounded by entrepreneurial family members, including his father, Russell Frederico, the founder of what is now Frederico Outdoor Living. A BYU graduate from the Marriott School, Adam spent 8 years in Chicago working in corporate America, startups, and consulting. He later pursued an MBA from The University of Chicago Booth School of Business. It was during this experience that Adam decided to buy the family business and grow within the green industry. Adam aims to expand upon the 40-year legacy his father started. The company has been named to Lawn and Landscape Magazine’s “Best Places to Work” list multiple times, had projects featured in the Utah Valley Parade of Homes, and has won four “Best Landscaping Awards.” SHOW SUMMARY In this episode of the Disruptive Successor Podcast, host Jonathan Goldhill talks with Adam Frederico, a next-generation leader who took over his family's landscape business, Frederico Outdoor Living. Adam shares his journey from corporate America to entrepreneurship, his experience implementing the Entrepreneurial Operating System (EOS), and the challenges and successes in transitioning and growing the family business. With insights on leadership, culture, and maintaining family harmony, this episode provides valuable lessons for anyone involved in a family business or considering a significant business transformation. KEY TAKEAWAYS Transitioning from Corporate to Family Business: Adam shares his personal journey from working in corporate America to taking over his family’s landscape business, Frederico Outdoor Living. Implementing EOS for Growth: Adam discusses how he successfully implemented the Entrepreneurial Operating System (EOS) to streamline operations, align his team, and drive business growth. Leadership and Family Harmony: Key insights into the challenges of leading a family business, maintaining family harmony, and creating a balanced leadership culture that fosters success. Overcoming Challenges in Business Succession: Adam highlights the unique obstacles of transitioning leadership in a family business, and how he navigated those challenges to ensure continuity and growth. Lessons for Next-Gen Leaders: Valuable advice for the next generation of leaders in family businesses, emphasizing the importance of leadership, culture, and strategic vision. Creating a Strong Company Culture: Adam explains how fostering a positive company culture has been instrumental in driving both employee satisfaction and business success. Advice for Family Business Owners: Practical lessons on how to sustain and grow a family business while preserving the legacy of previous generations. QUOTES "Entrepreneurship for me was taking something that was existing and making it better." "What differentiates a company is the process... It's how we deliver that client experience." "People don't care how much you know until they know how much you care." "It's not just about catching a vision and talking about growth, it needs to be a co-created vision." "When those [one-on-ones] are consistent and really thoughtful, we are doing very well because the team feels aligned." "The green industry is a bit slow to adopt newer management practices... but it’s important to connect with employees on a personal level." Connect and learn more about Adam Frederico and his company: Adam's LinkedIn:https://www.linkedin.com/in/adamfrederico/Adam's Company: Frederico Outdoor Living: https://www.linkedin.com/company/frederico-outdoor-living/ If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

Andrew Morris, the founder of Sam’s Caribbean Marketplace, a business that has become a cultural landmark since its humble beginnings in 1993. Andrew’s journey is a true testament to perseverance, innovation, and the power of dreaming big. In 1979, Andrew arrived in New York from Jamaica with just $50 and a vision for a better life. After building a career in publishing and earning an MBA from Columbia, he took a bold leap of faith—leaving a stable job to venture into an industry he knew nothing about. What started as a small family-run grocery store named in honor of his late father-in-law, has now grown into a thriving business that serves customers across 100 miles with same-day delivery of Caribbean groceries and meals powered by cutting-edge AI technology. From baking 70,000 patties a year in a $200 oven to revolutionizing delivery services, Andrew and his family have created something truly special. Tune in to hear his incredible story of entrepreneurship, community-building, and embracing the future while staying rooted in culture. SHOW SUMMARY In this episode of Disruptive Successor, host Jonathan Goldhill interviews Andrew Morris, the founder of Sam's Caribbean Marketplace. Andrew shares the inspiring story of how he emigrated from Jamaica to New York with just $50 and built a successful Caribbean food superstore and cultural landmark. He discusses the challenges and triumphs of running a family business, from overcoming initial skepticism to leveraging technology for growth. The conversation delves into the importance of community support, cultural preservation, and adapting to market changes. Andrew also touches on the significance of family involvement in the business and his vision for future growth through online sales and innovative delivery services. The episode provides valuable insights for entrepreneurs, especially those looking to build and sustain a legacy in the family business. KEY TAKEAWAYS Entrepreneurial Journey: Andrew Morris emigrated from Jamaica to New York with just $50 and built Sam's Caribbean Marketplace into a successful cultural and business landmark. Family Business Challenges & Triumphs: He shares lessons learned from navigating skepticism and growing a family-run business. Leveraging Technology: Andrew highlights how adopting technology has played a key role in scaling the business. Community & Cultural Impact: The importance of community support and preserving Caribbean culture has been central to the marketplace's success. Adapting to Market Changes: Andrew discusses how staying agile and adapting to evolving market demands has sustained the business over time. Future Growth Vision: He outlines plans to expand through online sales and innovative delivery services. Insights for Entrepreneurs: The episode offers practical advice for entrepreneurs aiming to build and sustain a family legacy in business. QUOTES "We couldn't have done it without wonderful employees... we've had some really good people and some terrific customers." "We’re really community-oriented... we just love our customers. We love our employees and we thank them all. "We’ve been around for 31, going on 32 years... we’ve experienced setbacks along the way, but we’ve never looked back." "I probably could have done without the MBA, but it helped with the mindset." Connect and learn more about Andrew Morris. If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

Dan Frosh is the director at the Merrill Center for Family Wealth. He works with enterprising families to navigate the complexities of wealth and family dynamics, aiming for multigenerational success. A trained attorney, Dan has previously served as a senior advisor at Cambridge Family Enterprise Group and writes and speaks internationally on family enterprises and family wealth. He is the co-author of an upcoming handbook for advisors on business families and family businesses. SHOW SUMMARY In this episode of Disruptive Successor, host Jonathan Goldhill is joined by Dan Frosh, Director at the Merrill Center for Family Wealth. The discussion focuses on preparing for the transfer of ownership to the rising generation in family businesses. Topics include the importance of aligning on a family vision, developing the necessary skills and knowledge for future owners, and navigating governance structures. Dan shares insights from his experience and co-authored book, providing valuable advice for family business leaders. The episode concludes with the significance of collaboration and holistic planning to ensure smooth ownership transitions. KEY TAKEAWAYS Family Business Succession Planning: Importance of preparing both ownership and leadership succession in family businesses. Role of Next Generation: The Significance of the rising generation in creating and driving the vision for the future of the family business. Governance Essentials: The need for appropriate governance structures that evolve with the business through different generations. Core Skills and Education: Developing financial literacy, understanding business operations, and governance knowledge are crucial skills for the next generation. Collaboration and Communication: Vital role of clear communication and collaborative decision-making between generations in ensuring smooth transitions. QUOTES "What hat are you wearing in each meeting as a board? You know, when the board meets, you put on your board hat and you think of it as a board member on a day-to-day basis. You're thinking of it as a family, a family employee. You're both a family member and an employee." "Make sure that the agenda is clear. What hat you're wearing and what type of topics and issues you are talking about during that meeting." "Both generations need to be moving together in this process... If one runner is just standing still waiting for the baton to come, they're going to get passed immediately." "Collaboration is super key for smooth ownership transition." "Where you see senior generation family members who are reluctant to bring the next generation into the discussions... adopting this mentality of, 'I'm the owner, they're not an owner yet, so I will decide and I will tell them what will happen.'" "You need each one of them—business coach, wealth manager, family wealth manager, lawyers, and accountants—to really be successful." "Aligning on the vision becomes really important as well... they're inheriting or they're being gifted an enterprise that they might not totally agree with." Connect and learn more about Dan Frosh. https://www.linkedin.com/in/dan-frosh-92759b9/ If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

Fletcher Wimbush is the CEO of three innovative firms in the Talent Acquisition space, with a decade of experience revolutionizing the hiring process. He has developed groundbreaking assessments and hiring systems that help leaders build high-performing teams through repeatable and consistent hiring practices. Fletcher’s approach has transformed hiring, reducing turnover, improving engagement with top talent, and allowing CEOs to focus on business growth, personal time, and successful exits. His work provides a pathway to a brighter future for companies and their leaders, breaking the cycle of hiring despair. SHOW SUMMARY In this episode of the Disruptive Successor Show, host Jonathan Goldhill welcomes Fletcher Wimbush, CEO of three firms in the talent acquisition space. Fletcher shares insights on revolutionizing the hiring process, leveraging innovative assessments, and implementing best hiring practices to drive business results. The conversation delves into his journey of taking over his father's business, the significance of hiring the right talent, and the role of AI and technology in modern recruitment. Practical advice on improving hiring processes and creating a culture of referrals is discussed, making this episode valuable for leaders in family businesses and growing enterprises. KEY TAKEAWAYS Revolutionizing the Hiring Process: Fletcher shares strategies for transforming hiring practices, focusing on how innovative assessments and best practices can drive business results and build high-performing teams. AI & Technology in Recruitment: Fletcher discusses the role of AI and technology in modern recruitment, highlighting their effectiveness in streamlining processes and improving decision-making. Building a Referral Culture: Practical advice on fostering a culture of referrals, helping companies attract top talent and create stronger, more engaged teams. The Importance of the Right Talent: Fletcher emphasizes the critical role of hiring the right people to support business growth and success, drawing parallels to leadership in family businesses. Scaling & Growing Enterprises: Insights on how streamlining and systemizing hiring processes can empower business leaders to focus on growth while reducing turnover and improving company culture. QUOTES "People who see that the world is a half-glass empty... they generally aren't very good performers. They're difficult people." "Make it a priority, reward the referral, not the outcome... It's about Jonathan, you were kind enough to think about me and send someone my way." "If you do it, and you put in the work, and you make it intentional... you can become the employer of choice." "Hiring will be completely done by AI in the future. I say 10 years. It can be done today, frankly... but human acceptance is what's stopping it right now." "Hiring is the most significant thing... making sure you have the right people in the right seat, doing the right things, and doing them right." Connect and learn more about Fletcher Wimbush. https://www.linkedin.com/in/fletcher-wimbush/ If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

ABOUT THE GUEST Scott Canon CEO of BigRentz, a leading procurement software company that connects over 6,000 rental companies and 14,000 rental yards across the U.S. With their extensive network, BigRentz can deliver equipment and services to 90% of job sites within 30 minutes, cutting down on transportation costs, which make up 40% of rental expenses. Under their leadership, BigRentz has evolved from a start-up into a powerful platform that helps contractors streamline procurement. The construction industry, which has struggled with low productivity growth, faces significant inefficiencies, costing the economy over $177 billion each year. BigRentz’s upcoming software, LIFT, uses AI and GIS technology to optimize procurement by analyzing job sites, vendor behavior, and delivery patterns. Set for release in 2025, LIFT promises to revolutionize the way construction professionals manage equipment, materials, and labor. SHOW SUMMARY In this episode of Disruptive Successor, Jonathan Goldhill discusses how family businesses in traditional industries like construction and equipment rental can modernize their operations with Scott Cannon, CEO of BigRentz. The conversation covers the challenges these businesses face, such as labor shortages and slow technology adoption, and explores how centralized procurement platforms can improve efficiency and profitability. Scott shares his journey from a logistics company to leading BigRentz, and provides insights into overcoming barriers to technology adoption. The episode also addresses the significance of strategic planning and cultural shifts within family businesses to adapt to modern advancements. KEY TAKEAWAYS Modernizing Traditional Industries: Scott Cannon, CEO of BigRentz, shares how family businesses in industries like construction and equipment rental can modernize operations. Challenges Faced by Family Businesses: The conversation highlights key challenges, such as labor shortages and slow adoption of new technologies, that these businesses encounter. Benefits of Centralized Procurement: Scott discusses how centralized procurement platforms can enhance efficiency and boost profitability for family-run businesses. Scott’s Journey: He shares his transition from managing a logistics company to leading BigRentz, offering valuable lessons in business evolution. Overcoming Technology Barriers: The episode delves into how businesses can overcome obstacles to adopting technology and the importance of embracing innovation. Strategic Planning and Cultural Shifts: Scott emphasizes the role of strategic planning and necessary cultural changes within family businesses to stay competitive in today’s tech-driven landscape. QUOTES "The most difficult personal things that my clients have had to go through is firing or letting go or having a difficult conversation with a legacy employee... He's not on board with managing other people in a way that is more current." "Young people, especially Gen Z, right? They want to be involved in decisions. They want to feel like they have a say." I think this needs to be planned. I think it requires the family to sit down and really look at their core values and be able to identify them." "We just have to, as business people, be more aware of what's going on and can't have our head in the sand." "Where that next generation is brought into the process... and there has to be a family dynamic to allow for conversation." "Some do it well, many don't. And it's, these are lessons to be learned and to apply in the future." "Succession planning is a really foreign concept to a lot of business owners... there's so much resistance to doing it." Connect and learn more about Scott Cannon: https://www.linkedin.com/in/sccannon/ If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

Charlie Leichtweis is the founder of Experts in How LLC, a business consultancy focused on family businesses and helping them create successful legacies. With over 40 years of experience, Charlie has served as a C-suite executive, advisor, and board member for numerous family-owned businesses. He is also the author of two books, 'The Power of Respect in Business' and 'The Power of Legacy,' which provide insights into leadership and the unique challenges of family businesses. His extensive experience makes him an expert in guiding family businesses towards sustainable success. SHOW SUMMARY In this episode of the Disruptive Successor podcast, Jonathan Goldhill is joined by Charlie Leichtweis, founder of Experts in How LLC, about the intricacies of family business succession and legacy. They discuss the importance of generational engagement, governance, and the challenges and conflicts that arise in family businesses. Charlie shares his extensive experience working with family-owned businesses and his insights from over 40 years of advisory and executive roles. They also touch on the significance of understanding the family business legacy, the need for effective communication, and respect within the decision-making processes. The episode highlights lessons from Charlie's books, 'The Power of Respect in Business' and 'The Power of Legacy.' Charlie emphasizes the interconnectedness of succession planning and family dynamics and offers guidance on fostering a successful legacy in family businesses. KEY TAKEAWAYS Importance of Family Legacy: Understanding and preserving family legacy can prevent conflict and guide business sustainability. Generational Engagement: Early and continuous engagement of all family members fosters better relationships and smoother succession. Governance Structures: Effective governance, with a separation between family council and board of directors, aids in informed decision-making. Conflict Resolution: Addressing and resolving conflicts through respect, trust, and communication is crucial. Leadership and Succession: Clear processes for leadership development and succession planning help mitigate family disputes. Purpose and Values Alignment: Articulating and aligning family and business values ensures coherent decision-making. QUOTES "Family legacy is related to family values and their understanding of what their purpose is and how to carry that forward." - Charlie Leichtweis "Less than 3 percent of families make it to generation 4." - Charlie Leichtweis "Respect builds trust, trust builds relationships, and relationships are the key to leadership." - Charlie Leichtweis Connect and learn more about Charlie Leichtweis. https://www.linkedin.com/in/charlesleichtweis/ If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

Kelly Finnell is a leading expert in Employee Stock Ownership Plans (ESOPs) with over 40 years of experience. As one of the nation’s premier ESOP consultants, Kelly has designed and executed numerous ESOPs and has shared his expertise at more than 300 conferences and meetings globally, including in London and Sydney. In 2010, Kelly authored "The ESOP Coach: Using ESOPs in Ownership Succession Planning," the most comprehensive guide on ESOPs available today. He has also published numerous articles on the subject, further establishing his authority in ownership succession planning. Kelly’s firm, Executive Financial Services, established in 1981 and based in Memphis, Tennessee, is dedicated exclusively to ESOPs. With a highly qualified team, they have successfully executed transactions in 38 cities across 19 states, focusing solely on ESOPs. SHOW SUMMARY In this episode of the Disruptive Successor podcast, host Jonathan Goldhill is joined by Kelly Finnell, a leading ESOP consultant, to discuss the intricacies and benefits of Employee Stock Ownership Plans (ESOPs) as an effective business succession strategy. Kelly provides insights into how ESOPs function, their tax benefits, the impact on company culture, and the feasibility for various business types. He also addresses common myths and concerns related to ESOPs, offering real-world examples and case studies. This episode aims to provide next-generation leaders and entrepreneurs with valuable information on leveraging ESOPs for successful business transitions while fostering employee ownership. KEY TAKEAWAYS Introduction to ESOPs: An Employee Stock Ownership Plan (ESOP) is a form of retirement plan that invests primarily in the stock of the sponsoring employer, providing both an exit strategy for business owners and benefits to employees. Target Companies: ESOPs are ideal for small to mid-sized companies with stable and predictable revenues, typically with at least $2 million in EBITDA. They are particularly beneficial for professional services firms. Tax Benefits: Significant tax advantages exist for both the selling owner (potential deferral or elimination of capital gains taxes) and the company (operating tax-free if it's an S corporation). Financing ESOPs: The ESOP is fully financed by the company, not by the employees, making it possible for employees to become owners without needing to invest their own money. Ownership Culture: ESOPs promote an ownership culture within the company, aligning employees' interests with the company's success, which can lead to increased productivity and motivation. Succession Planning: ESOPs can be used effectively in family businesses to manage generational transitions, ensuring fair distribution of the estate among family members. Feasibility and Implementation: The process begins with a feasibility study to evaluate the potential outcomes and involves significant communication and education efforts to ensure employee buy-in and understanding. QUOTES "ESOP solves that problem: it is entirely financed by the company. The employees don't come out of pocket with any money. It's a benefit plan for them, not an investment plan." "I always tell business owners that the best candidate for an ESOP is a company where the owner comes in late, takes a long lunch, and leaves early." "You have to have a strong successor management team." "The reason the ESOP outperforms is because with an ESOP, you're getting a leveraged rate of return on the employee's accounts." "If a business owner sells to private equity, the way the government would look at that is you have a rich person selling to other rich people." Connect and learn more about Kelly Finnell. LinkedIn: https://www.linkedin.com/in/esopcoach/ If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com

Doug Baumoel is the founder of Continuity Family Business Consulting and a renowned expert in managing conflict within family enterprises. With over 25 years of experience, Doug has developed a unique systems approach to resolving deep-seated family disputes. He is the co-author of the influential book "Deconstructing Conflict: Understanding Family Business, Shared Wealth and Power," which he wrote with Blair Trippe. Doug's work focuses on addressing identity-based conflicts and historical impasses, providing families with the tools and strategies needed for long-term harmony and business success. SHOW SUMMARY In this episode of the Disruptive Successor podcast, host Jonathan Goldhill welcomes Doug Baumoel, founder of Continuity Family Business Consulting. Doug discusses his groundbreaking work in managing conflict within family businesses, drawing on over 25 years of experience and his unique systems approach. He delves into the origins of his conflict equation, the importance of understanding identity-based conflicts, and effective methods for resolving deep-seated family disputes. Along the way, Doug shares insights from his book, "Deconstructing Conflict: Understanding Family Business, Shared Wealth and Power," co-authored with Blair Trippe. KEY TAKEAWAYS Understanding Identity-Based Conflict: Conflict in family businesses often goes beyond financial disputes and touches on deep-seated identity issues. Recognizing this can help in addressing the core of the conflict. The Conflict Equation: Doug's methodology breaks down conflicts into opposing goals, incompatible values, and historical impasses, each requiring different approaches for resolution. Forgiveness and Releasing Blame: Genuine conflict resolution often involves a process of forgiveness and releasing blame, which can be structured and methodical. Historical Impasses: Addressing past grievances and historical conflicts within the family is crucial for long-term harmony and business success. Empathy and Understanding: Building empathy and understanding between family members can lead to better accommodation of differing values and smoother conflict resolution. QUOTES "Conflict in Family Enterprise has more in common with religious, political, and ethnic conflicts than with civil disputes." "When your identity is threatened, your rational thinking gets hijacked, and you behave emotionally." "Forgiveness is not a simple act; it's a process that requires understanding, empathy, and sometimes a structured approach." Connect and learn more about Doug Baumoel. LinkedIn: https://www.linkedin.com/in/dougbaumoel/ If you enjoyed today’s episode, please subscribe, review, and share with a friend who would benefit from the message. If you’re interested in picking up a copy of Jonathan Goldhill’s book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.com