The Art of Buying a Swiss Family-owned Business

artum teamThe INSEAD Alumni Association Switzerland had its first ever “Salon Conversations” in Zurich in 2014. This is the second in a series of articles about the topics discussed. Guests were seated with a table host who led a discussion on a business topic close to their hearts – with no PowerPoint slides, no microphones and no fixed agenda.

One of the topics was: “Family-owned Companies and Private Equity”, hosted by Roger Kollbrunner (MBA’97J), founder of Novus Partners, who together with his partner has acquired four-family owned businesses in Switzerland. Since graduating from INSEAD, they bought a manufacturer of tractors that climb mountain tracks at speed, and most recently, a wholesaler of technical products and a leading manufacturer of industrial-sized vegetable slicers via Artum AG (their holding company). Here below is his recollection of the evening’s discussion.

Buying a family-owned business to launch a career as an entrepreneur was a popular topic with Alumni attending the event. Kollbrunner said that the first rule of thumb is, be patient. Give yourself at least two to three years to find the right business. Capital is a requirement. It will require several hundred thousand or even millions of euros. Once you find a business to buy, do a proper due diligence and then close the transaction swiftly. [pullquote align=”left|center|right” textalign=”left|center|right” width=”30%”]Do a proper due diligence and then close the transaction swiftly.[/pullquote]

Buying a company is not as romantic as one expects, and yet being a bit of a dreamer is important. “Otherwise caution will prevent you from making the leap. If you look at a deal too long, for more than a year for example, you will certainly find things wrong with the business,” said Kollbrunner.

As for psychology, a risk-friendly attitude is required. “Be ready to jump, take the risk, and pay the price. Don’t be too stingy,” said Kollbrunner. Money and time are key, but money and time are useless if you never close a deal.

Be aware that once the acquisition is complete, problems will start. “The business might need additional capital. The culture might be difficult to develop. It is normal to have these kinds of problems,” explained Kollbrunner.

Finding targets is a challenge. There are M&A advisors but the disadvantage with service providers is that a buyer is one of many buyers looking at the deal. There are also private equity houses with business for sale. “My personal opinion is not to buy from private equity. They’re too well prepared for sale. It is difficult to tell as an outsider if the company has been pumped up specially for the sale or not,” said Kollbrunner.

[important]

How is your company, Novus Partners, different from private equity?

The main difference is we keep a company for the long term, and we don’t plan to sell the companies we acquired. There is no fund structure, only private investors (no institutional investors). We use limited leverage. Lending rates are ridiculously low at the moment.

How did your INSEAD MBA contribute to your success?

[pullquote align=”left|center|right” textalign=”left|center|right” width=”30%”]I couldn’t have done it without the MBA.[/pullquote]I couldn’t have done it without the MBA. I have an engineering background [M.Sc. Mechanical engineering ETH Zurich]. What I learned at INSEAD gave me the key levers to improve the businesses and knowledge of where the risks lie. An MBA gives you the confidence because you will hit roadblocks. The Alumni network is invaluable because you can simply call colleagues who have relevant experience or the know-how required.

[/important]

It is possible to source deals without service providers. “We spend a lot of time doing research in industries we like. Anecdotally, when researching there is a rule of thumb: the worse the website, the better the business potential,” said Kollbrunner. It typically means the marketing and sales processes are not well developed yet. “Every company we bought had a bad website. But they also had strong engineering and top products,” he added.

[pullquote align=”left|center|right” textalign=”left|center|right” width=”30%”]Generally we try to take out before the sale any unnecessary real estate[/pullquote]Once a company is found and it is for sale, there must be a good personal relationship with the seller. There has to be trust on both sides. There are some key things to look for in the books. Check the quality of the revenue: is it stable or spiky. Do they have blue chip customers? What is the quality of their customer relationships? Look at the margins. Understand why sales are declining, if they are declining.

Is there real estate? Generally we try to take out before the sale any unnecessary real estate, that is, land and facilities not required for production.

In summary, Kollbrunner said that buying and developing a company is a hugely rewarding job, but not without risks. Work hard, stay alert and then the risks can usually be managed and the return can be attractive.

[notice]If you are very interested in this topic, an upcoming Basel event entitled Buy Yourself a Company might be of interest. More info and tickets on Amiando.[/notice]

Do’s and Don’ts

  • Do buy something that you have an emotional affinity for, a business that you’re excited about and interested in.
  • Do have the language skills. You have to be able to speak to the employees. This is the case for Switzerland, but also for any country in the world.
  • Do consider selling real estate holdings. Only keep it in the deal if it is needed for the operations.
  • Do speak to customers. Do it quite late in the process, parallel to negotiation of the purchase contract so as not to cause customer uncertainty. If you cannot speak to the customers you should not buy the company.
  • Do speak to key employees to gather information and let them know about the road ahead. Be willing to give shares in the company to key employees.

Foto Credit: Novus Partners

Is There a Swiss Style of Leadership?

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photoart_0022-BearbeitetThe INSEAD Alumni Association Switzerland had its first ever “Salon Conversations” event at the stylish Brassérie Lipp in Zurich in 2014. Guests were seated five or six to a table with a table host who led a discussion on a business topic close to their heart. The talks took place over a three-course meal – with no PowerPoint slides, no microphones and no fixed agenda. This is the first in a series of articles on the takeaways.

Pascal Forster, the Managing Director of Kienbaum Executive Consultants (CCC’05Apr) asked the question, “Is there a Swiss style of leadership?” Here below is his recollection of the evening’s discussion.

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There is indeed a Swiss style of leadership.

There is indeed a Swiss style of leadership. It has evolved and is essentially a reaction to the tradition of how decisions are made in Switzerland. In a Swiss company, everybody involved expects to be heard and to be able to make a contribution. Cooperation and consensus-building in a positive non-combative atmosphere are key features.

Managers from other cultures need to be aware of the expectations. “Listening and facilitating, formally and informally, are two Swiss leadership characteristics. Other skills include being able to value managers’ inputs, inspire cooperation and being able to ask the right questions,” said Forster.

The goal is always to find the best solution, not just a quick solution. “It’s definitely not an Act-then-Think style,” commented Forster., referring to a style which can be very successful in other cultures. Act-the-Thing is a style where  initiative is rewarded and desired. Leadership is willing to try out new things, new strategies and new markets. It can react quickly to recalibrate or fine tune.

Participants in the Salon “conversation” came from France, Spain, and the US, so the group was able to compare Swiss business culture to others cultures. In Spain, for example, there is little or no debate. The tradition is to wait for the top man or woman to lead the discussion and indicate the direction, holding back opinions or contributions if they are contrary. In the US, the team would expect the top management to make a decision or block discussion much earlier than in a Swiss company.

Leaders have power but they consider input from team members in different departments, levels of management, and regions. It takes longer to make decisions in such companies but there is confidence that a superior solution has been found. Another advantage is that open discussion and agreement usually means that decisions are well-accepted.

Plan, Think, then Act

Consensus-building to find the best solution is essential in decision-making in this style of leadership. This style is evident in Swiss mid-sized companies, and has been evident in even in larger ones in the past. The Nestslé-Nespresso case is an example.

The Swiss leadership style is not universal. “It is quite noticeable in mid-sized companies, less so in large, global and international companies. You won’t necessarily see it inside ABB, Nestlé, and Novartis. Swiss leadership style is less evident in banking, but quite evident in manufacturing and consumer goods,” said Forster.

An organization’s leadership style also depends on the CEO already in place, and whether or not the company is a family-owned business. It also depends on how the CEO grew the company: is his or her style autocratic; are they highly performance-oriented, and has his or her success been achieved without actually building a real team?

Other characteristics to consider when working in a Swiss organization are listed below.

• One of the most popular profiles is an engineering degree with a business degree added later on, particularly in the Swiss industrial segments.

• Expectations need to be understood on both sides especially in family-owned businesses that have a change management mandate.

• Understand why a company has chosen to hire someone from outside and make sure goals are realistic.

• You cannot make a third league football team into a championship team by merely hiring a star coach. There is a limit to what one person can contribute to in turnaround situation.