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September, 2007:

Bad Forecasting and the Grass Growing Forever trap

Second in a series from Budgets, Models, Simulations, and Whirlybirds

The Grass Growing Forever (GGF) trap is a classic case of forecasting gone wild.  It generally happens when a group of highly credentialed consultants, investment bankers, financial analysts, or maybe a couple of freshly minted MBA’s from the corporate development group, gather in a room to model an acquisition strategy, analyze the growth potential of a product, or assess the future value of an M&A transaction.  More often than not, with no operator in sight, they look at the last three years (or some other legitimate sample period), identify a few critical variables, and create a model extrapolating a baseline growth curve for the next set of years.  To make the model work, they include some “accelerator assumptions” that when manipulated produce the classic Hockey Stick Curve that extends upwards into infinity.  An Internal Rate of Return calculation is generated; a great PowerPoint presentation is made to the investment committee or budget review team by the most articulate of the group and, voila; a budget with positive earnings and stock price impact is calculated and the plan is approved. Soon enough some poor operator is handed a budget and assigned the task of “make it happen” and off he, or she, goes to deliver what the model promised. Unfortunately, a year or two later, real life does not match the predictions of the model and the search for a guilty party begins.

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Budgets, Models, Simulations and Whirlybirds

As we get into budget season and budget models fly around wildly, and almost always out of control, a client asked me to write a column on the subject of models and simulations.  Since there are too many root causes for a bad model outcome to cover in a single entry, I thought I would start a series to share some common modeling traps operators should be aware of before accepting the output of any model.  That applies to accepting the budget model from finance, signing on to operating a new organization born through an efficiency model, launching a new product with a revenue forecast based on a marketing model, or taking on the P&L responsibility of a new merged or acquired entity that looks good on paper and in the models of the investment bankers. 

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Finding Talent, LinkedIn, and Recruiters

Recently an acquaintance asked a question on the Linkedin.com website to find out if recruiters really use the website to find talented people.  I thought I would edit and repost my reply on my blog because finding talented people is one of the major responsibilities of good operators and I also recently had a funny experience with a recruiter who checked out my background on LinkedIn.  So here are some thoughts on using LinkedIn to find people, and for operators who are thinking of changing jobs and are wondering about recruiters in general and LinkedIn in particular.

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