LESSONS
-
Finding a partner is mostly about finding the right one.
-
Be careful about your choice of partner, but also have the courage to go ahead.
-
Take precautions so that you can back out if things don’t go as expected.
-
The investor can function as an active partner who can guide you to the next levels.
Finding a Partner
WHY TWO (OR MORE) IS BETTER
Most businesses consist of more than one key player.
Why can’t you do it by yourself? Of course you can: at least to a certain level and especially if your preference is to create a business that will support your lifestyle and not to grow a company (read more about this choice in Axiom 6).
However, if your goal is to create a growing and sustainable business you might want to think again. It is evident from our study that finding a partner is the key thing many people point to.
So although it is your initial idea and you might know your product really well there are important reasons why you need a partner:
– You will be able to continue to focus better on your core product. Without a partner you have to take care of sales, administration and organization too.
– You don’t know everything (who does?). So why not take advice from someone who knows a thing or two about important issues for your business.
– You alone is a ‘red flag’ for investors and other players in the market. They will ask themselves: What happens if you get ill or just tired? Who will design or create your products then? A partner reduces risk significantly.
THE RIGHT ONE
Finding a partner is very much about finding the right partner. Of course, this is easier said than done, but just knowing this enables you to take precautions.
First, there are a few questions you should ask when choosing a partner:
– Do you share the same visions? Write them down and compare.
– Compatible exit goals? Are you in this awaiting other opportunities, until a good exit opportunity makes it possible to ‘cash in’ or are you in it ‘for life’? Be honest about this.
– How much time and effort will you put into your business? If you will not divide the work load equally, how do you balance that in terms of equity and salary?
– Who will do what? Be clear about expectations of roles in the organization, both at the start and five years from now. Don’t be afraid to play with scenarios.
Second, take measures so there are exits for everybody in the partnership if it does not work out, or so you can start easy. For instance, the entrepreneur as well as the investor can have an option to buy or sell back the share if things don’t go as planned.
A partnership can also start with a small share and an option to buy more at a fixed price if the cooperation works well. This was the case with Murlyn Music and the venture capital firm Novax (see the case in Axiom 1).
Most important is to have the papers in place. Divorces – just like in private life – are rarely nice processes. Bad shareholder agreements have risked the future of many firms – even very successful ones – and even though the company may go on, lacking proper agreements and contracts can eventually cost the founders money and control.
Third, use the partnership. You are now in the same boat.
Remember that partnership is not only about money. A good venture capital partner can help with both strategic and continuous advice. They can be someone to call upon and test your ideas as well as the source of new ideas.
Successful entrepreneurs in the cultural and creative industries often point to the importance of dual leadership – people who can do the numbers are as important as people who knows the product (e.g. who can do the art). The fashion companies Filippa K and Odd Molly, and the design firm Dnmark illustrate this duality.
– Filippa K during its first years was characterized by the, then married, couple Filippa and Patrik Kihlborg – a partnership between the designer Filippa, and the business man Patrik.
– Odd Molly had three founders – one working with design, one with storytelling and marketing, one with administration and organization.
– The design company Dnmark found that a new partner and managing director took the company to a new level. The co-founders had struggled to finance the production of the orders they had received when an experienced businessman joined the enterprise and made it possible – thanks to a new bank loan – to move much more quickly.
FINDING AND KEEPING THE TALENT
Partners are not only investors and co-owners. Your first employees are just as likely to be partners in a very close relationship. Finding and keeping talent is of the uppermost importance.
In cultural and creative industries certain talented workers are central to your offering. If you don’t found the company with one, hire one. But make sure you can keep her or him. Your workforce – especially the key talents – will be crucial to your business and how potential investors assess it.
Therefore, make sure you are investing in the employees’ development (e.g. training and education) and in retaining them. Reward structures need to be designed for them: financial as well as other rewards.
The former CEO of Filippa K, Jan Carl Adelswärd, says it is important to identify what drives people. If it is not financial rewards but ‘creative energy’, how do you balance that with moving forward in a planned direction? His answer is to define limits as well as goals – thinking inside the box instead of outside of the box. This can be useful, he suggests, since he believes that ‘the creative people’ like that clarity of purpose which goals entail.
This is also a question about designing good teams. The publishing group Bonnier Tidskrifter, for instance, always establishes a dual management team for their magazines. One editor-in-chief and one marketing director. Furthermore, these people also work with a business controller.
Different stages also need different kinds of competence. A director of a company with ten employees will need another set of capabilities than one with hundred. A small-company director is more operative and works closely with all employees. A large-company director lets other people do the operative work. As Jan Carl Adelswärd at Filippa K says:
“After a while, it is necessary to have a CEO who likes numbers.”