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Enneagram -- Tried it...

Posted on May 3rd, 2006 by Kelly : Entrepreneur, Leader, VC, Author Kelly
Hmmm...  Does this thing have any validity?


Enneagram Type Indicator Results

Your highest score will indicate you basic type, or it will be among the top 2-3 scores. You have answered all the questions -- terrific!

Type 1

Type 2

Type 3

Type 4

Type 5

Type 6

Type 7

Type 8

Type 9

5

3

5

1

5

5

4

7

1


The Nine Personality Types of the Enneagram:
 

Type 1: The Reformer. The rational, idealistic type.
Type 2: The Helper. The caring, nurturing type.
Type 3: The Motivator. The adaptable, success-oriented type.
Type 4: The Artist. The intuitive, reserved type.
Type 5: The Thinker. The perceptive, cerebral type.
Type 6: The Skeptic. The committed, security-oriented type.
Type 7: The Generalist. The enthusiastic, productive type.
Type 8: The Leader. The powerful, aggressive type.
Type 9: The Peacemaker. The easygoing, accommodating type.

www.9types.com

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Commencement Address at Plymouth State University

Posted on May 22nd, 2006 by Kelly : Entrepreneur, Leader, VC, Author Kelly

I was honored to give the commencement address at Plymouth State University in New Hampshire this last weekend.  And I have to say...I was pretty nervous!  Even after over the last of speaking to many groups ranging in size from eight sales executives at Cisco up to 15,000 at Bush's Inauguration, I think the chance to "shape young minds" got me excited!

Here is my commencement address (minus the the crowd reaction of course!):

*********
 

Thank you for that kind introduction.    How ya' doing class of 2006?!!!!


With that type of reaction...You're all hired!

I'm extremely honored to be here.  As many of you know, I won season 2 of "The Apprentice" and spent a full year working with Donald Trump in New York.  Now I know what you're all thinking...the question you're all dying to ask...and I'd like to get it out in the open up front...  "What's up with his hair?"    Well, I did win the show and I never heard the words "You're fired!" for a reason...  I don't answer that question!


Believe me, I've had an exciting two years since winning the show.  I've been very, very fortunate to do some amazing things.  But I can honestly say that all of the excitement, all of the hooplah, surrounding the Apprentice never matched my excitement level on my college graduation day.  I vividly remember my and my parents' excitement, my sense of pride and accomplishment, my anxiety and all the questions I had about my future when I was sitting right where you are now - (and as a matter of fact, it was raining hard then too!).  The fact that I can remember that far back -- 1989 - tells you how exciting it was for me!


I understand how important this day is to you and what it represents to you and your families and I really am honored to be here.  I want to give you a 17 year head start on me and impart some of things I've learned that will hopefully help you succeed as you start on your next adventure...


About a month ago, I was going through customs at the US-Canadian border and the guard asked me three questions:


  1. Where are you from?
  2. What are you doing here?
  3. Where are you going?

And you know what hit me right then?  Those are great questions and they are particularly poignant for each of you.  As you sit here today on one of the most exciting and celebrated days of your life, think about each of these questions and how you would answer them.  


Question #1:  Where are you from?  There are a lot of ways to think about that question.  What motivates you?  How did you get to this graduation day?  Who has inspired you and supported you?  You all have some great accomplishments and surely have suffered through some painful failures and hopefully learned valuable lessons along the way.  Of course there are challenges in life, but how do you cope with them?  That's the question.  If you struggle through them to the finish line no matter how hard it gets, then they'll help you in the future. 


Napoleon Hill, author of the classic book, "Think and Grow Rich," which has sold over 60 million copies says, "...the majority of men meet with failure because of their lack of persistence in creating new plans to take the place of those which fail."  Don't give up when it gets difficult.  I've found that you learn more about yourself from the tough time than you do from the easy ones.


Roger Staubach feels the same way about the people in his organization.  I interviewed Roger for my book, TAKE COMMAND.  Roger Staubach is a 2-time super bowl champion quarterback of the Dallas Cowboys and founding CEO of the 1,300-person Staubach Company and he says that "success hides brilliance, adversity reveals it."  Meaning that he learns more about the people in his company when things are going wrong than when everything is running smoothly.  The best people rise to the top during the tough times.  This is coming from a person that understands what it means to take the tough road.  As a junior at the Naval Academy Roger won the Heisman trophy.  The best quarterback Navy has ever had.  He was drafted by the Dallas Cowboys, but declined saying he'd made a commitment to the Navy and planned to meet that commitment.  He went on to finish his senior year at the Naval Academy and then completed four years of service in Vietnam.  During one of his leaves in that last year in Vietnam, he visited the Dallas Cowboys training camp and decided he would play football and entered the league as a 25-year old rookie.  He went on to lead the Cowboys to 2 super bowls.  Think about and learn from your past and the challenges you've met and overcome.  Think of all of your experiences growing up.  Your family and friends.  What lessons have you learned here at PSU that you can take with you?  In those most challenging times are the lessons that will help you succeed in the future. 


I know that all of you have faced challenges in your past and you've overcome them to be where you are today.  I want you to know that you are going to face even more difficult times in the future.  Whether you're going on to graduate school, starting a new job, starting your own company, taking over the family business, writing your first book, or still figuring out what's next...no matter your course in life, there are going to be obstacles in your way.  How you overcome those obstacles will determine your success, not only in that endeavor but all the ones that follow.


I recently had the concept of perseverance really driven home.  I have a military background.  I went to West Point, served as a Military Intelligence Officer in the US Army, completed airborne and ranger training.  3 of my 4 younger brothers have served active duty in the Navy or the Army and my youngest brother was a scout platoon leader in Iraq for the first year of the war.  I'm thankful to say that he came back home safely with his entire platoon and is now married and working as a trader just down the road in Boston.  I attribute much of my success to the leadership principles I learned in the military.  And one of the ways I try and give back is to support our troops.  So, I asked the USO, a great organization that has supported our troops for over 65 years, if I could visit Walter Reed and Bethesda Hospitals in Washington, DC to meet some of our injured soldiers.  They eagerly agreed and tried to describe what I should expect during my visit, but I was completely unprepared. The two days I spent with the soldiers who ranged in age anywhere from 18 to 35 impacted me significantly.  These soldiers had all lost parts of themselves - literally.  Arms, legs, pieces of their skull, vision, hearing.  I was expecting them to be incredibly down with very low morale.  However, they were as motivated and excited a group as I'd ever met.  They were attacking their rehab with excitement and optimism.  You could see measurable progress on a daily basis.  Many of them, against all odds, weren't just walking again, but were actually running and doing things that seemed inconceivable only a few weeks before.  They couldn't wait to get better and get back to their units.  It was amazing and truly humbling to see their positive attitude even in the face of grueling hours they spent learning how to walk again or to use a prosthetic. It taught me a lesson about perseverance.  There is always someone out there with more pain, problems or adversity in their life.  They are able to overcome their obstacles.  You can too. 


So remember, when you're feeling beat or down or like you just can't go on...it's all in your head.  You can persevere.  You can succeed at whatever you set your mind to.  Don't let anyone tell you that you can't.  The skills and determination you've developed overcoming the challenges that you have faced in the past will help you with all of those you're sure to face in the future. 


Question #2 -- What are you doing here?  Seriously, what are you doing in that seat?  At this incredible university?  Answer - learning.  It doesn't matter if you're the valedictorian, or you just barely made it by.  Well, it can matter for some of those job interviews if they ask for your GPA, but, ultimately, it won't determine you're success in life!  No matter where you fall in the class rank, you can't spend this much time in this type of an educational environment and not learn a lot of lessons.  Academic lessons and life lessons.  And now it is time to take those lessons out in the world and succeed at whatever you set your mind to.  Do not let those lessons go to waste!  Think about them and figure out how to use them.  It might not be clear now how chemistry, creative writing, probably and statistics, or history are going to help you in the real world, but that is the beauty and the objective of a liberal education.  It gives you the tools to problem-solve.  The key is to be flexible.  Always evaluate and understand what resources you have at your disposal, keep your ultimate objective in mind and stay open-minded. 


Think about how you are going to be able to apply all that you've learned.  You may not realize it right now, but every class, every lesson, can be used as you take on challenges that life offers.  You never know when they are going to come into play.  In my book Take Command, one of the key leadership and success principles I identify is Flexibility.  The military gets a bum rap, mostly from Hollywood films, for being lock-step and not very creative.  Well, I'm here to tell you that nothing could be farther from the truth.  When the commander tells a unit to take a hill, he doesn't tell them how, the unit has to figure that out.  Creative problem solving is the key.  The successful units figure it out.  The same is true in business and in life.  As a company, you need to learn how to adapt to changing market conditions.  As a leader, or a teammate, you need to understand how to deal with different personalities in different situations. 


Speaking of different personalities...that reminds me of the Apprentice.  Not every teammate or task is going to be as difficult as say, Omarosa...  but each task on the show offered different challenges.  One task in particular was a big challenge for the men's team.  In Episode 6 our task was to create a women's fashion line, put on a runway show (don't worry, we hired professional models!) and sell as many outfits as we could to the buyers in the audience.


And of course, we ran into a little snag.  Our designer was...not very efficient.  We were not going to make a deadline where we had to have 6 outfits fully designed and all the materials put together.  Our designer had only drawn 3 of the outfits and we had about an hour before we would be disqualified, so I finally grabbed the sketch pad and whipped out three different outfits.  That's right, the West Pointer was sketching a woman's clothing line.  Talk about flexibility!  But believe me, I received a lot of very interesting fan mail around that episode!  Well, we met the deadline and one of my skirt designs was a top-seller.  We made it to the finish line, but the women's team clobbered us. 


Are you flexible?  Are you open-minded?  Are you a problem-solver?  Just because you're graduating today doesn't mean that you stop learning.  PSU has given you the tools to continue learning.  Companies hire problem-solvers.  People that can figure out how to use all the resources at their disposal to get the job done are invaluable.  In every situation, keep learning and be flexible to increase your likelihood of success.    


Question #3:  Where are you going?  And I mean besides out to party tonight to celebrate!  This is the most important question.  I don't think it is critical that you know exactly what you want to do right now.  What is important is that you find something you're passionate about.  And when I say that "you're passionate about," I really mean YOU - personally.  Not what you think other people might want.  And not what your parents want (sorry Moms and Dads, you know what I'm saying here!).  You need to figure out what lights your fire and go after it. 


Last spring I was sitting at my desk in Trump Tower and my phone rang - it was Mr. Trump's assistant.  She informed me that he wanted me to meet him downstairs in the lobby and that we were meeting a class of 5th graders on a field trip.  These 5th graders had some outstanding questions.  I mean some great questions.  Now that I think about it...I bet they got coached a little on what to ask.  One little guy raised his hand and asked, "Mr. Trump what would you do if you didn't have to work?"  I smiled to myself when he asked because based on everything I'd seen I'm pretty sure Mr. Trump didn't have to work.  Donald said to the boy, "since I was your age there were only two things I ever wanted to do...build buildings...and be a professional baseball player.


That really surprised me.  Because I know something you don't...  Here's a little story about Donald...  Donald loves the Yankees (I know that's probably a bad word around here?).  Anyway, he was at a home game and was going to throw out the first pitch.  Derek Jeter met him by the dugout and walked him out to the mound.  Derek stopped in the grassy area in front of the mound to give Donald the ball so he could throw the pitch closer to home plate.  Donald, a little indignant, grabbed the ball and marched all the way up onto the mound.  He took a position on the mound facing the catcher, turned back and kicked up his leg, wound his arm back, came through with a beautiful delivery and released the ball toward the catcher. Well...It bounced twice before reaching home plate.


Of course the crowd when crazy cheering and laughing and about 10 seconds later they all screamed at once, "YOU"RE FIRED!"


So now we know why Donald's in real estate!


Now back to the 5th grader's question.  In continuing his answer to the 5th grader about what he'd do if he didn't have to work, Donald said, "I don't consider what I do to be work.  I love it.  I love building buildings and I love doing deals."  And it is true.  Donald doesn't smoke, doesn't drink, doesn't gamble, and he only sleeps about 4 hours a night.  And he is incredibly passionate about what he does.  That passion comes across to everyone who meets him and it is a big reason he is such a huge success.


So the point here is that as you figure out where you're going, don't be afraid to follow your heart.  Go after your passion and be the best at whatever you choose.  I've had four different careers and each time I decided that it wasn't for me and I continued searching until I found something I really loved.  I challenge you to do the same.


Think about how you would answer those three questions:


  1. Where are you from?
  2. What are you doing here?
  3. Where are you going?

In answering those questions and as you prepare for your next life adventure remember:


  1. Persevere.  Set your objective and don't ever give up.
  2. Be flexible.  Use all of the resources at your disposal to find solutions.
  3. Pursue your passions. 

As the German philosopher Georg Hegel, said "Nothing great in the world has been accomplished without passion."   


So I challenge each of you to go forth and accomplish great things in the world!


Congratulations and good luck!

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For Angels and Entrepreneurs -- Valuation and Exit Ratios

Posted on May 23rd, 2006 by Kelly : Entrepreneur, Leader, VC, Author Kelly

As many of you know, my two partners, Luis Villalobos and Frank Martinez, and I are busy raising $100M for our Venture Capital Fund called Angel-Led Venture Partners.  We will co-invest this money alongside the leading angel groups in the country into early stage ventures.  They are both very sophisticated and experienced investors and company builders.  I want to share a few of the articles they've written that will hopefully help those of you who are looking to raise money succeed.

Here is the first one:
 

Exit Ratios and their Implications for

Venture Investment Valuations

By Luis Villalobos

Angel-Led Venture Partners, Managing Director
Tech
Coast Angels, Founder & Board of Governors

Angel Capital Association, Founding Board Member


Negotiating the valuation for a venture-where the valuation is based on the percentage of the venture's equity that an investor receives for some amount of capital-may be the most important and the most misunderstood element in seed, startup, and early-stage investing. Important because valuation directly impacts both the percent of the venture that the entrepreneur gives to the investor and the investor's return on the investment, and because the process of negotiating valuation sets the tone for their entire relationship. Misunderstood because entrepreneurs and investors too often don't recognize, and hence don't take into account, the effect of dilution on the exit value of early round shares.


After doing more than fifty deals over the last twenty years as both an angel and an entrepreneur, I have seen repeatedly that when angels and entrepreneurs understand how valuation works and model what is likely to happen to the valuation of the investors' shares compared to the valuation of the venture as it grows, a better informed and more amicable negotiation ensues. Whereas when the two sides have uninformed views of what happens to investors' share valuation over time, the negotiations can become contentious, and even if an investment is made, the parties start off on a shaky foundation with each side believing the other is greedy or unreasonable.


Is this article for angels or entrepreneurs?

When people in my workshops ask me this question, I always answer "both." Effective investors and good entrepreneurs seek to align their interests. Their common goal is to work together to build an enterprise that produces value for the customers, profits for the venture, opportunity for employees, and financial returns for the entrepreneurs and investors. The discussions that precede the actual negotiation of valuation present an opening for angels to educate and coach, presuming that the angels fully understand valuations. However, at times angels take it for granted that they understand valuations and assume that entrepreneurs also understand when neither one does.

This article steps through the mechanics of valuation with a particular emphasis on the exit valuation for the investors compared to the exit valuation for the venture. We will examine the factors that contribute to the dilution of investor shares using Gadzoox Networks, a real life example, to show how exit ratios provide a more intuitive way to explain the effect of dilution on investor shares


Step 1: Understand that the starting ownership percentage of the investor will be diluted over time.

Angels typically invest in seed, start-up, or early-stage ventures with highly uncertain future earnings. A seed stage venture has a proven concept but little more; a start-up has a product or service under development; and an early-stage venture has a product or service in alpha or beta testing or pilot production and is generally pre-revenue, although some early-stage ventures may have revenue from initial customers.

To attract angel investors, a venture at any of these stages must have the potential to scale their revenue rapidly to $30 to $100 million in three to five years. It takes this sort of hockey stick growth to produce the 5X to 10X return that angels seek for the risk they take.


Angels tend to think of their return in terms of absolute dollars: If they invest $1M in a Series A round they want to see the potential of a $5 to $10 million payback within sixty months or they will invest their money in a different place. Entrepreneurs, on the other hand, tend to think in percentages; they think in terms of raising $1 million in return for some percentage (usually low and sometimes as low as 10 percent) of their company.

Most entrepreneurs accept the reasonableness of an angel having a shot at a 5X to 10X return, but most entrepreneurs also believe that the exit valuation of the enterprise will be the same as the investor's exit valuation. This is the point where negotiations can begin to break down. To keep their discussions on track, the angel needs to help the entrepreneur recognize that if the Series A shares start with 10 percent ownership at the time of investment, they will be worth considerably less than 10 percent of the exit valuation.


Step 2: Forecast the terminal value and the dilution the investors' shares will experience.

The valuation of the venture, immediately after the investment is made, has three components: (1) investor capital; (2) the existing or current value; and (3) the imputed future value of the enterprise, which is usually the dominant component. Component 1 is called the "money," components 2 and 3 together are known as the "pre-money," and the three combined are known as the "post-money."

The current value of the venture takes into account those things that are worth something at the moment and excludes any value the venture may create in the future. Current value consists of items like cash on hand, patents, raw materials, WIP inventory, computers or engineering equipment, and receivables. These items shape and influence the valuation of the venture, but the quality of the management team and the imputed future value of the enterprise, which are expected to have much greater value than the current value of the venture, drive the valuation.

The core step in the valuation process-forecasting the exit value and discounting by the target internal rate of return-is well documented and understood¹. The critical question is what percentage of the imputed future value of the enterprise will the angel's investment actually command at liquidity, and what is the expected absolute dollar value of that portion?


Step 3: Calculate and compare enterprise and investor exit ratios at various valuations to demonstrate dilution effect.

After the angel invests (in Series A in our example), the venture continues to issue additional shares (for subsequent financing, to attract additional senior executives, to expand the employee stock option pool, to compensate directors, consultants, leasing companies, etc). By the time a venture reaches an exit event, these ongoing share issuances have significantly diluted the angel's fractional ownership of the venture.

If the angel started with 30 percent ownership, at exit it may be down to five to ten percent. Exit ratios offer a useful way to understand and explain this effect. Although this example considers a Series A round, the same calculations may be made for any subsequent round.


NOTE: The Relative Exit Ratio is the same as the dilution factor that those investors experience.

The table below demonstrates this dilution effect using actual data from Gadzoox Networks.

Table 1: Investment Rounds in Gadzoox Networks

Round

Angel

VC

SP # 1

SP # 2

IPO

Date

Jan-96

Sep-96

May-97

Sep-98

Jul-99

$/share

0.74

1.80

4.78

7.65

74.81

Pre-money ($X million)

4.6

17.0

69.4

135.1

1,766.0

Money ($X million)

2.0

8.0

10.1

21.0

73.5

Post-money ($X million)

6.6

25.0

79.5

156.1

1,839.5

Angel Equity %

30%

19%

16%

13%

11%

Angel Exit Ratio

101

 

 

 


Venture Exit Ratio

279

 

 

 


Exit Ratio Venture to Angel

2.8

 

 

 


The columns represent the data from five funding rounds. In the first round angels invested $2 million and received shares at $.74 per share for 30 percent of the equity. Note how the angel percentage of ownership continues to shrink with subsequent rounds from 30 percent to 11 percent. At the close of the IPO the price per share was $74.81 making the exit ratio for the angels 101 ($74.81 ÷ $.74). At the close of the angel round the venture's valuation was $6.6 million; however, at the close of the IPO the venture's valuation was $1,839,500,000. Therefore, the exit ratio for the venture (keyed to the angel round) was 279 ($1.839 billion ÷ $6.6 million).The Relative Exit Ratio of 2.8 (279 ÷ 101) corresponds directly to a dilution factor of 2.8X, and the angels' ownership percent drops from 30 to 11 percent (30 ÷ 2.8).


The performance of Gadzoox Networks was exceptional both in the valuation of the venture, which grew nearly three-hundred fold, and in the valuation of the shares, which grew slightly more than a hundred fold. Yet even with this spectacular performance of the share price, the relative exit ratio (or dilution) for the angel round, was almost three to one. Even before the IPO, the angel percentage had dropped from 30 percent to 13 percent with a dilution factor already of 2.3 (30 ÷ 13).


While I cannot point to any robust study of dilution factors, experience shows that the range of relative exit ratios (or dilution) is around 3X to 6X from the angel round to the exit for an early stage investment. The relative exit ratio (or dilution) would be even higher for seed or start-up investments.


The key point is that when entrepreneurs calculate what investors will get at liquidity, they focus on the exit valuation of the venture. In the "10% of the company for $1 million" scenario, entrepreneurs are projecting that investors will receive 10% of the exit valuation of the venture when this is almost never the case. Instead, as in our 10% example, the investor can expect to receive 2% to 3% (10% ÷ by 3 to 6).


Step 4: Use the exit ratios to arrive at the entry valuation.

As experience and the Gadzoox Networks example illustrate, venture investors who are seeking a 5X to 10X return can reasonably expect their early stage investment to be diluted by a factor of 3X to 6X as the number of shares in the venture increases. Those that understand the dilution effect can educate the entrepreneurs and negotiate a valuation that is mutually agreeable. Investors who don't understand the dilution effect, but know from experience that they cannot realistically expect a 5X to 10X return if they use the venture's exit valuation, instinctively bargain for a higher return multiple (20X) or aggressively curtail the entrepreneur's projections (and hence reduce the projected venture's exit valuation). In either case, the relationship gets off on the wrong foot-if any investment is made at all--because the entrepreneur may view a 20X target return as excessive or may feel that the investor is unreasonably cutting down the revenue projections.


Step 5: Dilution is the currency and natural consequence of rapid and successful growth.

Frequently the entrepreneur, whose viewpoint is often colored by inexperience, insists that once the venture receives first round funding the expanding business will generate all the cash they need to grow. Angel investors know that most ventures lose money for the first couple of years, and even if a venture is immediately profitable, it is virtually impossible to grow revenues to $30 million to $100 million in three to five years without substantial infusions of cash.


To create a framework for this discussion, lay out a capital plan for the venture. Model the entrepreneur's vision, and then add what is likely to happen in real life. Use balance sheets and expense projections to model cash flow projections, and don't forget to include development costs, capital equipment and other items that are capitalized-capitalized expenses can result in a company that shows profits but consumes cash. Calculate the increase in distribution and marketing costs as sales and revenue climb. A venture that has almost zero cost of sales, no receivables, and no inventory will still need cash balances and reserves.


Even if the entrepreneur can make a convincing case that accelerated revenue and rapid turns on their accounts receivable will offset the need for cash, you still must account for how much equity will be issued to attract and reward key employees, to compensate directors, advisors, consultants, to pay for equipment from leasing companies, or to obtain credit lines from banks. Non-investment dilution will occur as it is in neither angels' nor entrepreneurs' best interest to short change on options and hire inferior executive or employees just to save on equity.


Table 2 separates the dilution that resulted from additional financing from non-funding dilution for Gadzoox Networks. The total funding dilution was almost twice the non-funding dilution.

Table 2: Funding and Non-funding Dilution for Gadzoox Networks.

Round

Angel

VC

SP # 1

SP # 2

IPO

TOTAL

Date

Jan-96

Sep-96

May-97

Sep-98

Jul-99

 

$/share

0.74

1.80

4.78

7.65

74.81

 

Non-money shares

 

0.5

0.6

1.0

3.2

5.4

Shares pre

6.2

9.4

14.5

17.7

23.6

 

Money shares

2.7

4.4

2.1

2.7

1.0

10.3

Shares post

8.9

13.9

16.6

20.4

24.6

 


Conclusion: A common understanding of valuation and exit ratios produces smoother negotiations and can be instrumental in building a constructive relationship between investors and entrepreneurs.

Investing isn't like heads-up hold-em poker where each player withholds information from the other and each tries to convince the other that they have a better hand than they actually do. Quite the opposite, in investing the objective is for both sides to share information as completely as possible, and then work together toward their shared goal of building a very successful company.


Strong angels know the finance and investment process and have extensive operating experience. As they create the environment for joint discussion, entrepreneurs have the opportunity to reciprocate by educating investors on their technology and markets. Both sides are able to go beyond the jargon and understand the business at a deeper level and become better able to recognize the value each brings. When a relationship starts this way, good things happen even when things hit a rough patch.


Not too long ago, one of TechCoast Angels' ventures was forced to do a down-round. The CEO and founder was so appreciative of the value he had received from TCA, that instead of a ‘washout' round, he set it up so that a 20 percent investment in the down-round protected the entire position from earlier rounds. Our shares weren't washed out; the company turned around and was sold. Those of us who invested in both rounds made a good return.


When the relationship between angel and entrepreneur is rooted in common understanding and mutual trust, the angel can offer useful advice, which the entrepreneur is tuned to accept. The angels and entrepreneurs are in alignment, and once the deal is funded they can work together to build a great venture and share in the rewards.


NOTES
¹A Method of Valuing High Risk, Long-Term Investments, The "Venture Capital Method"; Harvard Business School, HBS 9-288-006.


Luis Villalobos conducts workshops on valuation and related subjects. This material is protected by copyright and is extracted from a book that he will be publishing this fall and may not be copied or distributed without his express prior written permission. ACA and the Kauffman Foundation have invluded this article in the ACA newsletter with the author's permission. You can reach the author at www.angel-led.com.


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GI Factory special showing on Discovery Channel tonight

Posted on May 27th, 2006 by Kelly : Entrepreneur, Leader, VC, Author Kelly
Hi all:

The Discovery Channel is going to play the "Best of GI Factory" tonight  (Saturday, May 27th) at 8 pm local.  I'm the host and it was a lot of fun to shoot. 

Let me know what you think if you get a chance to TIVO or actually watch it.

I hope you're having a great Memorial Day Weekend!

Best,

Kelly
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Tagged with: GI Factory, Memorial Day

The Job Zone Network

Posted on May 28th, 2006 by Kelly : Entrepreneur, Leader, VC, Author Kelly


I recently accepted a board position with a new company called The Job Zone Network.  The founders are two fellow military officers that are passionate about helping ex-military people find jobs.  They currently run a company called Soar Consulting and have proven they can find and match the best talent in the military with target companies.  They wanted to be able to get some economy of scale and leverage their network so they created the Job Zone Network.  JZN will be a family of niche job boards that do more than just "post" jobs and resumes.  They are going to build communities in every vertical industry -- the first two leverage their existing network -- The Military Job Zone is in beta and The Clearance Job Zone is coming soon.


Check 'em out.

Best,

Kelly

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Loyalty

Posted on May 30th, 2006 by Kelly : Entrepreneur, Leader, VC, Author Kelly
"I prefer a loyal staff officer to a brilliant one." -- General George S. Patton

I think that is a pretty amazing statement. He’d rather have a loyal staff officer than a brilliant one. What is it about loyalty that is so valued? Knowing that you can count on someone to do what they say? That they won’t leave you behind on the battlefield? Knowing that you don’t have to worry about someone planning against you? Knowing that they always have your back? Those sure are comforting thoughts and allow you to focus on the immediate problems instead of worrying about internal politics.

Do you think the same is true in business? Well, I can tell you that it is true for Donald Trump. When asked what characteristic he looks for the most in an employee, he answers “Loyalty” every time. And it shows in his organization. There are people (a lot) that have been working with him for 20-plus years. That a sign of a great leader.

The best leaders always inspire devout loyalty. Think about the great leaders you’ve seen. They always bring a great team with them wherever they go. In business that is especially true. When you see a company bring on a new CEO, you see that he or she quickly fills the most important staff positions with people they trust and that they know are loyal. I like to talk about loyalty in the business world as being “up, down and across an organization.” All of us have experienced an organization asking us to be loyal to it. They ask you to work overtime for a really big account. They ask you to give up uour vacation because the product has a looming deadline. But is the converse true?! Is your organization loyal to you? Do they protect your weekends? Do they protect your family time? When you get sick do they help you and your family? If you’re building an organization or looking for one to join, make sure it is one that creates an environment of loyalty up, down and across your people.

While interviewing Roger Staubach for my book, TAKE COMMAND, he told me a story about loyalty in the Navy. Roger said, “The Navy never leaves anybody behind. I recently spoke with an admiral who was the father of a Navy SEAL, one of 16 who got killed when they went after four of their men who had gotten trapped. Those 16 guys jumped on a Chinook and took off on an extremely dangerous mission, landing a big helicopter like that. Because those 16 guys knew they had to get out there and find their fellow SEALs. They lost their own lives trying. That’s the level of camaraderie and loyalty I found in the Navy.” He went on to say, “At the end of the day there’s such a strong understanding that your people will be there for you. I think that’s the one thing I’ve tried to bring into my business today: I want our customers to understand that we’re always going to be there for them.”

Wow. Think about that. If you could create the environment where all of your stakeholders – employees, customers, shareholders, local community – believed that you and your company were going to be that loyal to them, then I don’t think we’d have the problems we do with the Worldcoms and Enrons of the world.

When I think of loyalty on “The Apprentice,” (stop laughing, it did exist!) I think of Kevin Allen. Kevin and I developed a mutual respect for each other almost from the first task. Even when we changed to different teams, we held a high regard for one another. Maybe it was our common background of competing in team sports, maybe it was our southern roots, or maybe it was just based on how we were raised. Whatever it was, we quickly realized that we could rely on the other person to do what they said they would do. And that it was clear we shared a mutual respect. It developed into an unspoken loyalty that withstood some significant pressure.

Both Kevin and I made it to the final four and we were grilled during the “interviews” with some renown business icons – Dawn Hudson, President of Pepsi North America; Alan Jope, COO of Unilever; Ace Greenberg, Chairman of Bear Stearns; and Robert Kraft, Owner of The New England Patriots. After our interviews and in the board room, the four of us were pushed and prodded by Donald, George and Carolyn. Kevin and I were both asked point blank why one of us should be chosen over the other one. They specifically went after Kevin for what they perceived as a lack of direction on his part because he was pursuing his second graduate degree. They were concerned that he didn’t really know what he wanted to do. But there I was, right there, with both a JD and an MBA. Kevin could easily have deflected their attention to me by bringing up my degrees. But he didn’t. He remained loyal to our friendship and mutual respect. Throughout the season, Kevin and I never went after each other based on that loyalty.

How loyal are you? How loyal is the organization your building? Can you trust your employees? Your peers? Your boss? I hope so. If not, what are you doing? Loyalty is critical to success in today’s business world.

TAKE COMMAND!
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