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  • The Difference Between a Boss and a Leader
    a Leader Tweet A boss manages their employees while a leader inspires them to innovate think creatively and strive for perfection Every team has a boss but what people need is a leader who will help them achieve greatness Not sure how to tell the difference between the two Here are some key traits that differentiate bosses from leaders Tweet About Us We acquire strengthen and grow vertical market software companies so that they are leaders in their industry Our buy and hold mentality means that when we acquire a business we hold onto it for life We have expertise working in various geographical markets and can help your business grow into these different areas Not only do we understand the software industry and its nuances but we know how to operate business around the globe Read More Latest News October 05 2015 Volaris Group Acquires Red River Software September 15 2015 Volaris Group Expands Position in Communications Vertical with Acquisition of NETadmin Systems January 05 2015 Volaris Group Acquires Kinetic and Expands Presence in Asset Management and Logistics Vertical All News Copyright 2016 Volaris Group Inc All rights reserved Careers Send Us a Note Thank you Your request has

    Original URL path: http://www.volarisgroup.com/blog/article/the-difference-between-a-boss-and-a-leader (2016-04-25)
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  • Best Practices for Improving Your Valuation
    Practices for Improving Your Valuation Best Practices for Improving Your Valuation Tweet You re getting ready to sell your business but want to ensure that you get top dollar for it How can you improve your company s valuation Below are some of our best practices Tweet About Us We acquire strengthen and grow vertical market software companies so that they are leaders in their industry Our buy and hold mentality means that when we acquire a business we hold onto it for life We have expertise working in various geographical markets and can help your business grow into these different areas Not only do we understand the software industry and its nuances but we know how to operate business around the globe Read More Latest News October 05 2015 Volaris Group Acquires Red River Software September 15 2015 Volaris Group Expands Position in Communications Vertical with Acquisition of NETadmin Systems January 05 2015 Volaris Group Acquires Kinetic and Expands Presence in Asset Management and Logistics Vertical All News Copyright 2016 Volaris Group Inc All rights reserved Careers Send Us a Note Thank you Your request has been sent Location CANADA 5800 Explorer Drive 5th Floor Mississauga ON Canada L4W

    Original URL path: http://www.volarisgroup.com/blog/article/best-practices-for-improving-your-valuation (2016-04-25)
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  • Are You Retaining Millennials?
    with the company The Solution What can you do to retain millennial employees The solution is 3 fold mentorship talent management and development plans Mentorship Assigning your millennial employees a mentor not only helps them learn more about business but a good mentor will bring out the leadership skills in their mentee Mentors will expose millennials to new challenges push them to use their skills and show them a different perspective on various situations Having a mentorship program is beneficial for both parties as cross mentorship can happen as well Talent Management Implementing talent management into your organization proves to your employees that you are putting them first At Volaris we spend about an hour per person assessing their performance for the year determining their career path in the organization and create a development plan for them We make it a priority to nurture our talent and cultivate the next generation of leaders Part of the talent management process includes setting analytical goals for our employees in the form of score cards Having those goals pushes our employees to do their best and helps them develop and grow their skills This is what one of our millennial employees had to say about score cards I really like having a scorecard with specific goals that I need to meet My manager doesn t dictate how I accomplish those goals and having that autonomy to reach the goals in whichever way I see fit shows me that Volaris trusts me to do my job and do it well Also those goals help me to push myself and avoid complacency Development Plans Creating development plans for your employees is an integral part of talent management and builds trust between you and your employees This plan allows you to provide millennials with the leadership

    Original URL path: http://www.volarisgroup.com/blog/article/are-you-retaining-millennials (2016-04-25)
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  • How to Negotiate the Letter of Intent
    an earnout If so what is it based on and what operational and tax implications does it have on your business post acquisition Ideally contingent payments are simple to calculate and based on mutually beneficial outcomes What portion of the purchase price is paid up front versus held in escrow What are the triggers to release the funds held in escrow Where are the Funds Coming From Some buyers will require financing in order to execute a transaction If this is the case you will need to assess the likelihood of the buyer obtaining financing as it could potentially kill the deal if the buyer doesn t obtain proper financing Also be sure to understand what operational implications this has for the business going forward Things like meeting interest payments and other covenants can be crippling to a business What are the Key Legal Terms What are the key representations and warranties you are making and to what extent are you willing to indemnify these Agreeing on the legal framework for a transaction at this stage helps put a box around the potential legal risks stemming from the transaction Doing so will help streamline both the drafting of the final purchase agreement as well as the due diligence process What are the Conditions to Closing Common conditions include Purchaser Board of Director approval successful financing and the seller s business achieving certain operational or financial milestones What are the Principal Assumptions Both Parties are Agreeing to Unlike legal terms these assumptions are forward looking and will not be captured by any reps and warrants Rather these are the key financial and business forecast assumptions the purchaser is making in order to support the offer on the table Should the purchaser feel any Principal Assumptions are not attainable over the course

    Original URL path: http://www.volarisgroup.com/blog/article/how-to-negotiate-the-letter-of-intent (2016-04-25)
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  • 9 Ways to be an Authentic Leader
    an Authentic Leader Tweet According to Merriam Webster dictionary authentic is defined as real or geniune not copied or false true to one s own personality spirit or character Being authentic gives you credibility as a leader and inspires your team to do so as well Below are 9 ways to be an authentic leader Tweet About Us We acquire strengthen and grow vertical market software companies so that they are leaders in their industry Our buy and hold mentality means that when we acquire a business we hold onto it for life We have expertise working in various geographical markets and can help your business grow into these different areas Not only do we understand the software industry and its nuances but we know how to operate business around the globe Read More Latest News October 05 2015 Volaris Group Acquires Red River Software September 15 2015 Volaris Group Expands Position in Communications Vertical with Acquisition of NETadmin Systems January 05 2015 Volaris Group Acquires Kinetic and Expands Presence in Asset Management and Logistics Vertical All News Copyright 2016 Volaris Group Inc All rights reserved Careers Send Us a Note Thank you Your request has been sent Location CANADA

    Original URL path: http://www.volarisgroup.com/blog/article/9-ways-to-be-an-authentic-leader (2016-04-25)
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  • 5 Mistakes to Avoid When Selling Your Software Company
    the first rule of communicating effectively and it applies here too Prospective buyers are your audience Not every buyer is looking for the same things so you shouldn t have just one pitch How will your software company increase the value of the potential buyer s company Put yourself in their shoes and emphasize the direct benefits that your resources will bring to their fundamental business practices 3 Selling to the wrong buyer How often have you heard of an acquisition failing It happens more often than we like to admit The sale of a software company is about much more than just the sale price It s a merger of business lines customers and people there needs to be a strategic fit Make sure that the buying company offers an environment in which your software company can thrive 4 Waiting too long to sell Your company s value is determined by more than just its financials It s determined by the market and there are many factors that impact the market including The economy The industry s momentum Your nation s trading practices The evolution of your products Sellers must think strategically about timing Waiting to sell doesn t necessarily mean that you will achieve greater value or hit a certain milestone Your own corporate circumstances may change with time but so will the environment around you Understand all of the variables survey the market choose your moment and seize your opportunity 5 Lacking transparency During the Due Diligence process the prospect acquirer will want to uncover everything about your business It s imperative to be transparent during this process as failure to resolve or disclose any skeletons in the closet could impact the terms of the sale Your Turn Be clear about what you want your bottom line

    Original URL path: http://www.volarisgroup.com/blog/article/5-mistakes-to-avoid-when-selling-your-software-company (2016-04-25)
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  • Navigating Multiple Generations in the Workplace
    salary was the top choice among all generations when it comes to monetary compensation Baby boomers put a larger emphasis on benefits than the younger generations For Generation X they want flexibility in their jobs Being promoted and being able to rise through the ranks is important to Generation Y These statistics show that even though competitive compensation is still highly valued it s going to take more than that to keep each generation at your company Does this mean that you have offer a multitude of different incentives to your employees No but having flexibility with what employees can have in regards to benefits will go a long way in retaining those high performers The Generations as Managers The last part of the survey evaluated how each of the generations are perceived as capable leaders based on certain traits Overall Generation X is viewed as the best equipped to manage teams They also ranked highest on 9 of 11 managerial attributes Generation Y is perceived as being the least equipped to manage a team but ranked highest on diversity and inclusion This means that they are successful at working with and building culturally diverse teams They are also considered to be the most tech savvy of the three generations When it comes to executive presence Boomers ranked 1 and are seen as the best leaders during challenging times But they ranked lowest on diversity flexibility and inclusive leadership These results aren t shocking As Generation Y continues to grow and mature they will develop the leadership abilities needed As well opinions will change about their ability to lead as they start to prove themselves in the workforce Boomers are considered old school by the younger generations but are ready to pass the baton to Generation X Generation X leaders

    Original URL path: http://www.volarisgroup.com/blog/article/navigating-multiple-generations-in-the-workplace (2016-04-25)
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  • The Cost of Losing a High Potential Employee
    the extra work Lost Knowledge Part of what made that employee so good at their job was the unique skills and knowledge that they brought to their position Also during the tenure at the company they developed relationships with customers The insight that they gathered from those relationships was extremely beneficial to the company Once that employee leaves so does that knowledge Impact on Culture When a high performer leaves other employees start to wonder why the person would leave the organization and how the organization would let them get away They then start to doubt their own place within the organization and whether the company is a right fit for them This downward spiral affects the dynamics of the team and the culture of the company as a whole It is vital that when this happens senior leaders need to step in before the culture completely breaks down The Solution Attrition will happen it s a natural part of business But we want to keep those high potential employees and develop that talent If you start to find that many of your stars are leaving it s time to analyze why Do the employees have enough autonomy Are they being paid enough Are they getting enough coaching and mentoring Is there a development plan in place for the employee If so does the employee know about this plan How are our managers treating their teams Is the company culture allowing our employees to thrive These are all great questions to start your analysis Sometimes employees leave because an opportunity arises that is too good to pass up But that isn t always the case so figuring out why employees leave is critical Tweet About Us We acquire strengthen and grow vertical market software companies so that they are leaders

    Original URL path: http://www.volarisgroup.com/blog/article/the-cost-of-losing-a-high-potential-employee (2016-04-25)
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