Topics include succession strategies, dealing with unexpected change in your company, and creating good work cultures.

1. WELCOME
#futureproof www.bridgesoutheast.com

2. "MAKE WORK LIFE BETTER"
www.bridgesoutheast.com
#futureproof
NEW SOLUTIONS

3. Mission
!
Values
!
Culture

4. Powerful Core Technology (Software)
Domain Expertise (Service)
Actionable Data (Bridge Insights)
"Golden Goose" (Rewards)
"Software and a Service"
Better + Faster + Cheaper
Flexibility + "Human Touch"
Objectivity + Transparency
Incentivize Good Process

5. BRIDGE Outsourced Payroll
Carla Mumar | Head of Bridge People Solutions
POWERFUL, FLEXIBLE, AFFORDABLE, MANAGED PAYROLL

6. BRIDGE Bad Ass I.T.
IT Backbone Services for Fast-Growing Companies and Chain
Wilfred Morgan | Head of Bridge B.A.I.T.
Contact Will at will@bridgesoutheast.com

7. HIGH PERFORMANCE TEAM

8. #futureproof

9. "What is a high performance team?"
"How do I build a high performance team?"
"How do I transition a high performance team to the next generation ?"
HIGH PERFORMANCE TEAMS
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10. Creating High Performance Cultures
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11. The Four Main Questions Driving High Performance Cultures
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12. 1. Is this worth living for?
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13. Provide your team perspectives that help them
connect good work with significant impact.
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14. 2. Does anyone care?
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15. Develop a cultural work language of empathy
and understanding.
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16. 3. Who do I go to?
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17. Create structural frameworks that lend clarity
to team members.
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18. 4. Whom can I trust?
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19. Foster 5 core areas of trust.
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20. #futureproof

21. THANK YOU!
!
Up next:
Sustaining and Transferring
High-Performance Teams
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22. How to Transition
the Legacy of a
High Performance Team
to the Next Generation
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23. Reasons to Prepare for
Leadership/Business
Succession
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24. % of Family Business That Survives the
Transition:
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Generation
!
1st to 2nd
!
2nd to 3rd
!
3rd to 4th
% that survive
!
30%
!
12%
!
3%

25. What are the benefits of
succession planning?
What good leaders do to
create a successful transition:
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26. • assist in providing for family’s future
• minimize future tax liability
• provide financial stability to business
• maintain family harmony
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27. • prepare successor for the future
• maintain harmony with employees
• increase value of the business
• improve financial standing of
business
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28. The Canadian Federation of
Independent Business (CFIB)
surveyed successors of closely
held companies and found what
successors valued most:
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29. • Prepared me to be a business owner
• Assisted in stakeholder relations
• Provided financial stability to the
business
• Improved financial standing of the
business
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30. • Increased value of the business
• Fostered harmony with employees
• Fostered family harmony
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31. Succession/Transition
Questions to Consider
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32. • Do you have the next leader selected?
• Do they know they’re the next leader?
• Do you have a process to prepare the
new leader?
• How long is the process?
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33. • What date is the leader or leadership team’s last day?
• Is the current CEO/President the Founder/
Entrepreneur?
• If the transition involves the legacy senior leadership…
• Who should go first?
• CEO
• COO
• CFO
• Senior VP Sales
• Or should the entire team move on together?

34. Succession/Transition With
Family Members
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35. • If the next leader is a family member, have
they ever been employed outside the family
business?
• Were they successful in other business
pursuits?
• What skills do they bring to the
organization?
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36. • Are other family members involved in
the business?
• Will non-family members agree with
the decision?
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37. Who should know the plan
&
When should they know it?
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38. • Does your senior leadership team
know the plan?
• Are clients aware of the succession
strategy?
• Do clients have confidence in the new
leader?
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39. Keys to a Successful
Transition of Teams
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40. #1 Key: Respect!
!
• Mutual respect is key
• Honor the history while pushing past
certain traditions
• Respect what came before
• 50% of companies fail in first 5 years (Gallup-
October 23, 2014)

41. Legacy Leaders Be Willing to:
!
• Mentor next generation
• Walk away at the agreed-upon date
• Build team
1. Have the next leader watch
2. Communicate their role
3. Perform role side by side
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42. Can your business sustain a
leadership crisis?
!
April 24, 2014 - the president, my business partner and
friend was murdered along with his son and a doctor.
!
If this happened in your business, is it prepared?
Do you have the next leaders in place?
Does your business have a plan?
Is your plan in writing?
Is your plan legal?#futureproof

43. Q+A
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