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#336: How to Create the Best Executive Compensation Plan with Craig Rutledge from VisionLink
Ep.#2 [THEME SEVEN]
Do you dream of being a “passive” owner while a team of A-Player executives scale your company to new heights?
Today’s episode is devoted to breaking down HOW to make this dream a reality by creating “Value Growth Partners” out of your A-Players via an executive compensation plan that aligns ownership and leadership’s short- and long-term goals.
Today, I have Craig Rutledge, Managing Director of VisionLink, back on the show to break down in crazy detail the various ways to design a compensation package for your A-Players that you don’t regret, actually works, and pays for itself.
Craig covers the spectrum of compensation plans from traditional wages/benefits, to short-term cash bonuses, to long-term value growth plans. He explains when and where each strategy is appropriate and the pros and cons of that particular strategy. One of my favorite parts of this episode is how much clarity is brought to the different types of compensation plans and the best ways to design them in order to align ownership and key executives’ goals.
Craig makes it very clear–if the plan is designed correctly–that it should not only pay for itself, it should magnify your value growth strategies by tying the plan to your desired business model, target customers, good profit (as opposed to bad profit…yes, there is such a thing), and company culture.
If the plan is designed right, it should increase your opportunity to decouple your leadership role from your ownership role, give you more time to actually work ON the business instead of IN the business, reduce your stress and anxiety, increase the value of your business, and give you options when you want to exit while simultaneously reducing the need to stay on after the sale.
After having Craig on the show for a second time, I truly believe that it is possible to build a financial roadmap to your target equity valuation and hire A-Players that are tied to a plan that is 100 percent aligned with the business. The right plan, clean numbers, and the right A-Player should actually allow you to manage the business from an island via an executive scorecard… the dream EOS© is constantly preaching.
// WATCH THE INTERVIEW ON YOUTUBE: Intentional Growth™ Podcast
What You Will Learn
The difference between short-term incentives versus long-term value creation.
How to design a plan that pays for itself.
How to turn your A-Players into “Value Growth Partners.”
The difference between good profit and bad profit.
Why it is not necessary to use insurance in a good executive plan.
A ton of different ideas on how to vest the key executive.
Why the r
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By Arkona - Intentional GrowthEp.#2 [THEME SEVEN]
Do you dream of being a “passive” owner while a team of A-Player executives scale your company to new heights?
Today’s episode is devoted to breaking down HOW to make this dream a reality by creating “Value Growth Partners” out of your A-Players via an executive compensation plan that aligns ownership and leadership’s short- and long-term goals.
Today, I have Craig Rutledge, Managing Director of VisionLink, back on the show to break down in crazy detail the various ways to design a compensation package for your A-Players that you don’t regret, actually works, and pays for itself.
Craig covers the spectrum of compensation plans from traditional wages/benefits, to short-term cash bonuses, to long-term value growth plans. He explains when and where each strategy is appropriate and the pros and cons of that particular strategy. One of my favorite parts of this episode is how much clarity is brought to the different types of compensation plans and the best ways to design them in order to align ownership and key executives’ goals.
Craig makes it very clear–if the plan is designed correctly–that it should not only pay for itself, it should magnify your value growth strategies by tying the plan to your desired business model, target customers, good profit (as opposed to bad profit…yes, there is such a thing), and company culture.
If the plan is designed right, it should increase your opportunity to decouple your leadership role from your ownership role, give you more time to actually work ON the business instead of IN the business, reduce your stress and anxiety, increase the value of your business, and give you options when you want to exit while simultaneously reducing the need to stay on after the sale.
After having Craig on the show for a second time, I truly believe that it is possible to build a financial roadmap to your target equity valuation and hire A-Players that are tied to a plan that is 100 percent aligned with the business. The right plan, clean numbers, and the right A-Player should actually allow you to manage the business from an island via an executive scorecard… the dream EOS© is constantly preaching.
// WATCH THE INTERVIEW ON YOUTUBE: Intentional Growth™ Podcast
What You Will Learn
The difference between short-term incentives versus long-term value creation.
How to design a plan that pays for itself.
How to turn your A-Players into “Value Growth Partners.”
The difference between good profit and bad profit.
Why it is not necessary to use insurance in a good executive plan.
A ton of different ideas on how to vest the key executive.
Why the r