Michael Levison

Your Business, Your Payday: The Road to a High-Value Exit

If you’re a business owner considering a sale in the next few years, you’re not alone. Over 60% of the 15 million privately held businesses in the U.S. are owned by Baby Boomers, and more than 75% of them expect to sell in the next decade. That coming wave of owners heading for the exits—the “Silver Tsunami”—is going to reshape the market in ways that reward the prepared and punish those that are not. Unfortunately, preparation is the exception, not the rule. According to the Exit Planning Institute’s 2023 National Report, 75% of business owners who sell their company express profound regret within 12 months of the sale. Why? Because the business wasn’t worth what they thought, the sales process was mishandled, or they weren’t personally ready for the transition. The Future Market Will Be Tougher As more businesses flood the market, buyers will become choosier. Only the best-run, lowest-risk companies will command premium valuations. That means if you want to secure a high-value exit—one that rewards your years of effort—you’ll need to start preparing now. In fact, most successful exits begin 1–3 years before the business goes to market. Three Essential Questions to Answer Early Before you think about selling, make sure you can answer these three questions: Eight Drivers of Enterprise Value One of the most powerful tools available to business owners is the Value Builder Score, a system that evaluates your business on eight statistically proven drivers of enterprise value. These include: After analyzing over 80,000 businesses, data shows that companies with a Value Builder Score of 90+ receive offers that are 2x higher—on average—than companies scoring in the 50s and 60s. That difference can mean millions in added value for your exit. This table summarizes the correlation between the Value Builder Score and EBITDA multiple.  The results are crystal clear….these 8 drivers of value will either create or kill value in your business. Click here to get the Value Builder Score for your company Positioning for the Likely Buyer Profile Strategic and financial buyers look for different things, but both want clean, low-risk opportunities. To get there: Competition Drives Value Finally, when it’s time to sell, don’t fall into the trap of negotiating with just one buyer. A competitive process—one that includes multiple, qualified buyers—leads to stronger offers, better deal terms, and fewer surprises during diligence. Create a structured, auction-style process that limits exclusivity and shortens timelines.  This often involves a good bit more work and effort than listing the business on various buy/sell platforms, but it is worth it. Finally, assemble your team of advisors early.  This team should include a business broker/investment banker, accountant, a transaction attorney, and wealth advisor.  All of these issues are somewhat inter-related and you will want everyone on the same page before you start the sales price. Want to Learn More? If you’re a business owner thinking about an exit in the next 1–5 years, don’t miss our upcoming webinar: Your Business / Your Payday: The Road to a High-Value Exit Thursday April 24 at 2PM EST.We’ll dig deeper into what drives business value, how to avoid post-sale regret, and what you can do now to ensure the future you want.

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Planning To Sell Your Business Over The Next 10 Years? Get In Line!

As Baby Boomer business owners approach retirement, the business-for-sale market is undergoing a seismic shift. Approximately 60% of the 15 million privately held businesses in the U.S. are owned by Baby Boomers, and many of these owners are now preparing to exit. This “silver tsunami” of retirements will create an unprecedented wave of businesses entering the market. This will create great buying opportunities for younger generations; however, this surge presents significant challenges for sellers.  For owners who plan to sell, this creates a critical reality: only well-prepared and well-run businesses are likely to thrive in a crowded marketplace. If you’re considering selling your business, understanding the challenges ahead and starting the planning process early are essential steps to achieving a successful sale. Challenges for Business Owners in a Saturated Market Early Planning Is Key Selling a business is more than a transaction, it is a strategy. It requires careful preparation across multiple areas to ensure you maximize value and stand out in a crowded market. Here’s where your planning should focus: 1. Financial Health and Transparency Buyers want to see clean, accurate financials that reflect the true performance of the business. Start by: 2. Operational Excellence A business that runs efficiently without heavy reliance on the owner is more attractive to buyers. Focus on: 3. Customer and Revenue Diversification Buyers are cautious about businesses overly dependent on a few key customers or revenue streams. To reduce risk: 4. Legal and Regulatory Compliance Legal red flags can delay or derail a sale. Ensure: 5. Business Valuation and Market Position Understanding the value of your business is crucial. Start with: 6. Personal and Emotional Readiness The decision to sell is as personal as it is financial. Many sellers don’t take this issue seriously but it is really important.  Prepare by: 7. Building a Team of Advisors Selling a business is a team effort. Assemble experienced professionals to guide you, including: The wave of businesses for sale means buyers will have more choices than ever, but that doesn’t mean all businesses will sell. Those that stand out will be well-run, properly prepared, and able to demonstrate their value clearly to potential buyers. Early planning allows you to address weaknesses, showcase strengths, and position your business as a standout opportunity. Here Is A Great Place To Start A great place to start is to get a Value Builder Score (VBS) on your business.  The VBS, used by over 80,000 companies, is a statistically valid measure of your company’s ranking on 8 different drivers of enterprise value.  It will give you a clear roadmap of the areas that you should focus on to optimize your exit down the road.  For your free VBS, click on this link:  https://score.valuebuildersystem.com/value-acceleration-partners/michael-levison

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Planning to Sell? Why Early Planning is the Key to a Profitable Exit

In this episode of the Growth & Exit Digest, the host, Mike Levison sheds light on the present state of the market for selling businesses, influenced by the imminent retirement wave of Baby Boomer business owners. This phenomenon brings both opportunities for younger buyers and challenges for sellers due to potential oversupply and selective buyers. Mike advises business owners to prepare diligently by maintaining clean financial records, diversifying revenue sources, and ensuring operational efficiency to increase attractiveness to potential buyers. He also stresses the importance of valuing the business, investing in enhancing areas, and consulting with professional advisors to navigate the process. Emphasizing the emotional aspect of selling a business, he suggests the Value Builder Score as a helpful tool to start the process by assessing the company’s value and enhancing exit strategies.

Tax-Smart Exits: Strategies to Keep More from Your Business Sale

In this episode of the Growth & Exit Digest, Mike Levison highlights the significance of tax planning in successfully executing a business exit. He emphasizes the difference between short-term versus long-term capital gains tax and how asset holding duration can aid in reducing the tax burden. Further, he discusses the tax implications of different sale structures, namely, asset sale and stock sale. Mike provides insight on how sellers can leverage transaction costs, net operating losses, and installment sales to minimize tax liabilities while he also touches upon advanced tax strategies including installment sales, charitable remainder trusts, and Qualified Small Business Stock Exclusion. Lastly, he underscores the centrality of considering wealth and estate concerns post-sale and aligning them with long-term financial goals, urging sellers to involve a wealth management professional in the process. It’s not just about finding a buyer, but also about protecting wealth through tax-efficient strategies. He encourages listeners planning a business sale to check the show notes for a link to get their Value Builder Score.

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Tax-Smart Business Exits: Strategies to Keep More of Your Sale Proceeds

Note:  This is the sixth part of an eight part series that addresses the key questions that you, as a business owner, need to really focus on as you begin to think about the sale of your business.  This series will give you actionable insights on assessing your readiness to sell, what you need to do to be prepared for the process and what real success will look like post sale.  Happy reading! For business owners preparing for an exit strategy, tax planning is one of the most crucial elements of a successful business sale. Without careful planning, you may well lose a significant portion of your sale price to capital gains taxes, ordinary income taxes, and depreciation recapture. Working with an experienced business broker or investment banker can help you structure the deal strategically to minimize taxes and maximize your net proceeds. Here’s what you need to know. Capital Gains Tax: The Difference Between Short- and Long-Term Gains When selling a business, the IRS applies either short-term or long-term capital gains tax rates, depending on how long you’ve held the assets: Strategy Tip: Holding assets for at least one year before selling can significantly reduce your tax burden. If you’re close to the one-year mark, delaying the sale could mean paying a lower tax rate. Business Sale Structure: Asset Sale vs. Stock Sale How you structure your business sale—asset sale vs. stock sale—affects both tax treatment and buyer interest. Strategy Tip: If a buyer insists on an asset sale, negotiate to allocate more value to goodwill and intangible assets, which qualify for capital gains treatment. Tax Deductions and Offsets to Reduce Your Tax Liability Proper planning allows business owners to use deductions and credits to offset taxable gains, including: ✔ Transaction Costs – Broker fees, legal fees, and advisory services may be deductible.✔ Net Operating Losses (NOLs) – Past business losses may offset capital gains.✔ Installment Sales – Spreading payments over time can reduce your tax bracket exposure. Strategy Tip: Work with a business broker and tax advisor to optimize deductions and identify tax-saving opportunities. Advanced Tax Strategies for Business Owners To further reduce your tax burden, consider these advanced strategies: ✔ Installment Sales – Accept payments over time to spread out tax liability.✔ Charitable Remainder Trusts (CRTs) – Donate part of the sale to reduce capital gains tax while creating ongoing income.✔ Qualified Small Business Stock (QSBS) Exclusion – If you own a C-Corp and meet IRS criteria, you may exclude up to 100% of capital gains on the sale. Planning Beyond the Sale: Wealth & Estate Considerations Your business exit strategy should align with your long-term financial goals. After a sale, consider: ✔ Estate Planning – How will your heirs be impacted by estate taxes?✔ Retirement Planning – Where will you invest proceeds for wealth preservation?✔ Tax-Advantaged Investments – Can you reinvest in Qualified Opportunity Zones to defer capital gains taxes? Strategy Tip: Include a wealth management professional as part of your deal team.  Don’t wait until after the deal is done. Work With an Expert to Maximize Your After-Tax Proceeds Selling a business isn’t just about finding a buyer—it’s about structuring the deal to protect your wealth. Working with an investment banker or experienced business broker ensures you negotiate the best deal while implementing tax-efficient strategies to keep more of your hard-earned money. 🔹 Thinking about selling your business? Click here to get your Value Builder Score to get actionable insight on strategies for increasing your business’s sale price before going to market.

Brand or Bust: How to Protect Your Business Identity During a Sale

Mike Levison of the Growth and Exit Digest podcast encourages business owners looking to sell to take steps to secure their brand identity. These include understanding your brand’s value, ensuring post-sale brand integration goes smoothly, preserving your business’s legacy, and using legal protections. With a comprehensive brand equity assessment, owners can help potential buyers understand the importance of maintaining your brand. Also, incorporating a structured transition plan into the sales agreement can prevent any revenue loss due to sudden brand changes. Levison also highlights the significant role of legal agreements in safeguarding your brand and legacy.

Part V: Brand or Bust:  Securing Brand Identity in a Sale

Note: This is the fifth part of an eight part series that addresses the key questions that you, as a business owner, need to really focus on as you begin to think about the sale of your business.  This series will give you actionable insights on assessing your readiness to sell, what you need to do to be prepared for the process and what real success will look like post sale.  Happy reading! When business owners decide, “I want to sell my business,” financial aspects usually take center stage. However, ensuring your brand and legacy remain intact after the sale is equally critical. Your business name, reputation, and values are the foundation of everything you’ve built. In my role as a business broker, I’ve seen how thoughtful brand transition strategies can preserve business value and ease the sale process. This post explores how to protect your brand value, maintain continuity through post-sale brand integration, ensure legacy preservation, and leverage contractual protections to safeguard your brand identity. Understanding Your Brand’s Value in the Market Your brand value goes beyond a name or logo—it’s the trust, recognition, and reputation your business has built over the years. When selling a business, you must evaluate: Action Step: Conduct a brand equity assessment before listing your business. This helps potential buyers understand the value of keeping the brand intact. Post-Sale Brand Integration: Ensuring a Smooth Transition One of the key concerns when transitioning ownership is whether the buyer will retain or modify your brand. I advise sellers to consider the following: Action Step: Ensure there’s a structured transition plan in your sales agreement. Gradual brand changes and clear customer communication can prevent revenue loss. Legacy Preservation: Beyond the Brand Name Beyond your logo and business name, your company’s values, traditions, and community impact define its legacy. A few key questions to consider: ✔ What company traditions, community engagements, or values do I want to be upheld?✔ Have I communicated my vision to potential buyers?✔ Should I negotiate legacy preservation terms in the sale? Tip: If maintaining your legacy is a priority, discuss it with buyers early in the negotiation process. Some business owners negotiate phased transitions or advisory roles post-sale to guide the legacy transfer. Contractual Protections: Safeguarding Brand Identity Legal agreements can play a helpful role in protecting your brand and legacy. As an M&A Advisor to business owners, I recommend including a few steps if brand preservation is important to you: Tip: Work with a business consultant or attorney to draft agreements that balance brand protection with buyer flexibility. Final Thoughts: Selling a Business Without Losing Its Identity Exiting your business doesn’t mean losing the identity you’ve built. By taking proactive steps—assessing brand value, ensuring smooth integration, preserving your legacy, and leveraging contractual protections—you can transition ownership without compromising what matters most. Ready to evaluate your business’s marketability? Click here to get your Value Builder Score and start planning your exit with confidence.

Selling Your Business? How to Manage Employee Impact and Retention

In the fourth part of the eight-part series, Mike Levison from Value Acceleration Partners addresses the critical areas business owners need to consider when planning to sell a business, focusing on the impacts of a sale on employees, preventive measures for disruption, and maintaining business continuity. The uncertainty a sale brings can lead to decreased morale and voluntary departures among employees, so Levison recommends a proactive communication approach focusing on continuity, reassuring employees, setting realistic expectations, and preventing misinformation. Potential buyers should also be evaluated based on their ability to sustain or enhance the current company culture. In addition, he addresses the pivotal role of retention strategies, emphasizing their cultural and financial aspects in aligning business valuation. Levison concludes that well-managed transitions do not just address ethical obligations, but are also business imperatives, safeguarding business value and ensuring the company remains strong post-sale.

Navigating Employee Consideration In A Business Sale

When considering selling a company, owners tend to look at valuation, finances, and the arrangement. But an extremely complicated and emotional aspect of a sale is the effects on staff. Unplanned transitions can result in uncertainty, decreased productivity, and even significant employee departures, which could ultimately reduce the value of a business. If you’re planning the full-on end as well as a transition that is gradual, the way you manage employees’ issues will affect not just the process of selling but also the long-term viability under the new management. In this piece I’ll offer a perspective from my own experience on four crucial employee considerations that impact immediate effects as well as future perspectives on communications strategy, as well as retention strategies. The immediate impact Preventing Disruptions Prior to They Begin The mere thought of a sale to a company could cause anxiety in employees. If not handled strategically, speculation can lead to disengagement, reduced morale, and even voluntary departures—potentially weakening the business at a critical juncture. The Most Important Questions to Ask: Information: Take a proactive method of communication that is phased. The most important employees, the ones who are likely to disrupt operations. They should be informed prior to their departure so that they can prepare for the larger announcement and also aid in directing the announcement. The message should concentrate on business continuity, promoting stability and recognizing potential changes. Future Perspectives: Helping The Team Navigate The Transition Beyond the initial reaction, employees may be concerned about their future prospects with the new management. Insecurity about their job as well as changes in leadership and corporate culture may cause key or talented team members to look for other possibilities. The Most Important Questions to Ask: Insights: You should evaluate prospective buyers not only in economic terms but also on their capacity to maintain or improve the culture of your company, which you have created. If a buyer has a track record of high turnover, following acquisition may cause problems for retention of employees. When negotiating, it’s an excellent idea to discuss strategies for integrating employees and, if possible, securing commitments about retention. Strategies for Communication: Keeping Stability and Trust Employees don’t just need details; they require certainty. Without a clearly defined communication strategy, the risk of rumors and confusion could spread and affect the morale of employees and reduce productivity. Essential Questions to Think About: Information: An announcement on its own isn’t enough. Think about creating a strategy for messaging that does more than reassure employees but also establishes realistic expectations. Transparency, with no oversharing of unnecessary details, is essential. Making structured updates at crucial areas of the transaction can help to avoid misinformation and increase the trust. Retention Plan: Aligning Retention Strategies to Business Value The Management of Employee Considerations the context of a business sale One of the biggest dangers of a business sale involves the departure of the most important employees. Customers value continuity, and a departure of top talent could lower the value of the company and complicate the change. Strategies for retention that are both cultural and financial can play a significant role in ensuring stability. The Most Important Questions to Ask: Insights: While financial incentives like retention bonuses may be successful, they must be supported by cultural reinforcements. Recognizing the contributions of employees through celebrations, recognition programs, or opportunities to develop their careers can increase the loyalty and commitment of employees. Managing employee concerns using strategic thinking and foresight isn’t just a moral responsibility It’s also a crucial business requirement. A well-planned and managed transition doesn’t just preserve morale but also ensures its value to the business, helping keep the company strong throughout the entire sale. If you’re contemplating an exit and wish to make sure the strategy for succession is geared towards retention of employees as well as business continuity, you can rely on a seasoned M&A advisor to provide the most effective practices based on previous experiences. For more information on how VAP l Raincatcher can assist, please drop a note to mike.levison@raincatcher.com

Navigating Employee Consideration In A Business Sale

When considering selling a company, owners tend to concentrate on the valuation, financials, and the arrangement. But an extremely complicated and emotional aspect of selling a business is its effect on the employees. An unplanned and poorly managed transition could result in uncertainty, decreased productivity, and even significant employees leaving the company, and all of these factors will ultimately diminish the value of your business. When you’re considering an all-out departure or making a slow transition, the way you manage employees’ issues will affect not only the selling process but also the company’s long-term performance under the new owners. In this piece I’ll provide insight through my own experience on four important employee concerns that impact immediate effects as well as future perspectives, as well as a communication strategy and retention strategies. The immediate impact: Preventing Disruptions before They Even Begin The mere idea of a sale of a business could cause anxiety for employees. If not handled strategically, speculation can lead to disengagement, reduced morale, and even voluntary departures—potentially weakening the business at a critical juncture. Essential Questions to Think About: Information: Take a proactive method of communication that is phased. Employees who are key to the company and whose departure could impact operations. They should be informed in advance in order to allow them to prepare for the announcement and also help in managing the announcement. The message should concentrate on business continuity, promoting stability and recognizing potential changes. Future Perspectives: Helping Team Members Navigate Transition Beyond the initial response, your employees will be concerned about their future prospects with the new management. Insecurity about their job as well as changes in leadership and corporate culture may cause key or talented team members to search for new possibilities. The Most Important Questions to Ask: Insights: You should evaluate potential buyers not only on the basis of financials but also on their capacity to maintain or improve the culture of your company, which you have created. If a buyer has a track record of high turnover after acquisition, it could be a sign of trouble for retention. When negotiating, it’s an excellent idea to discuss strategies for integrating employees and, if it’s feasible, getting commitments on retention. Strategies for Communication: Keeping Stability and Trust Employees don’t just need details; they require certainty. Without a clearly defined communication strategy, rumors and doubts are likely to spread, affecting the morale of employees and reducing productivity. Essential Questions to Think About: Information: One announcement isn’t enough. You should think about developing a messaging strategy that does more than reassure employees but also sets realistic expectations. Transparency, and not sharing too many details, is essential. Making regular updates at key moments in the transaction could help to avoid misinformation and increase the trust. Retention Strategy Planning The goal is to align Retention Strategies with Business Value The Management of Employee Considerations the context of a business sale One of the biggest dangers of a business sale involves the departure of important employees. Customers value continuity, and the departure of top talent is likely to lower the value of the company and complicate the process of transition. Strategies for retention that are both cultural and financial are crucial in ensuring stability. The Most Important Questions to Ask: Insights: While financial incentives like retention bonuses may be beneficial, they must be supplemented by cultural rewards. Recognizing employees’ contributions with celebrations, recognition programs, or opportunities for career advancement strengthens the loyalty and commitment of employees. Managing employee concerns using strategic thinking and foresight isn’t just a moral obligation; it’s also a crucial business requirement. A well-planned transition doesn’t just preserve morale but also ensures its value to the business, helping ensure that the business remains viable throughout the entire sale. If you’re contemplating an exit and wish to make sure the plan of succession strategy is geared towards retention of employees as well as business continuity, you can count on a seasoned M&A advisor to discuss the most effective practices based on previous experiences. For more information on how VAP l Raincatcher can assist, please drop a note to mike.levison@raincatcher.com.