by Scott Sylvan Bell | Aug 11, 2026 | Business Growth
Direct answer: Build a hiring process in four steps: define role SOPs, write the job description, create a hiring profile, then develop scenario questions. Never hire anyone who “can fog a mirror.” Use two-interviewer teams and expect one unicorn in 100...
by Scott Sylvan Bell | Aug 9, 2026 | Due Diligence
Direct answer: Excell Eddie and Excell Edwina are Scott’s names for the buyer-side accountants who evaluate your business at exit. Their role and function is to protect the buyer’s investment through spreadsheet analysis. Understanding this persona helps...
by Scott Sylvan Bell | Aug 8, 2026 | Business Growth
Direct answer: Three types of employees emerge when you announce a deal: Group 1 wants the deal (“Let’s freaking go”), Group 2 objects vocally but complies, and Group 3 sabotages behind your back. Typically Group 3 is a family member or cushy-job...
by Scott Sylvan Bell | Aug 7, 2026 | Business Growth
Direct answer: The accountability conversation is required for growth, scale, or exit. Roll it out over 180 days: 90 days talking, 90 days enforcing. Expect management resistance because they will lose friend-employees. One weak manager can ruin the entire growth or...
by Scott Sylvan Bell | Aug 6, 2026 | Business exit strategies
Direct answer: Mental toughness during a business exit prevents you from taking less than you deserve. Fight the three-front battle: personal pressures (family, lifestyle math), business ops (a key person runs without you), and deal-side games (freeze-out, squeeze...
