When business owners think about their exit strategy, most conversations start - and end - with maximizing the sale price.

And hey, I get it.

You’ve poured your blood,

sweat,

and late-night emails into this business.

You deserve a return.

I invite you to ask yourself: can your (next) exit also be your legacy?

Perhaps you've caught yourself wondering what happens after the check clears - what happens to your employees, your community, or your brand - you’re not alone. More and more entrepreneurs are waking up to the idea that how you exit is just as important as how much you exit for.

And that’s where employee ownership fits in.

The Community Wealth Model

Think about it. When you sell to a competitor or private equity, your local operations are at risk of being relocated, restructured, or gutted. But if your employees become owners, the business - and the jobs - are more likely to stay put.

Employee-owned companies are proven to:

• Perform better during economic downturns
• Retain jobs and talent at higher rates
• Increase employee engagement and innovation
• Keep wealth circulating locally instead of exporting it elsewhere

That’s not fluff.

That’s a fact.

During the pandemic, employee-owned companies were 3 to 4 times more likely to retain staff. That’s the kind of resilience communities need.

Why It Works

Ownership changes everything.

Employees who have a stake in the business show up differently.

They think like owners, solve problems like owners, and support each other like owners.

Imagine a workplace where every team member is invested in preserving margins, protecting assets, and spotting opportunities. Even something as small as tracking missing spoons - yes, really (if you want that story you’ll need to listen to the podcast here) - can become a collective mission when everyone has skin in the game.

When you empower people with a clear financial stake, accountability becomes cultural, not contractual.

Structuring It Right

There’s more than one way to structure employee ownership. In Canada, the new Employee Ownership Trust (EOT) legislation provides an exciting path for founders looking to sell to their team. It’s early days, but the framework is promising - and flexible enough to work for a wide range of businesses.

What’s most important is starting with a plan. One that ensures financial returns and builds a legacy.

Exit Isn’t the End

If you’re planning to step away in the next 5 to 10 years - or even if you’re just curious - it’s worth exploring how your business can live on in the hands of the people who helped build it.

Because the most meaningful wealth transfer isn’t just financial.

It’s economic continuity.

It’s pride.

It’s community strength.

It’s knowing that the company you grew from the ground up will keep providing value - long after you’ve moved on.

And in my books, that’s a cash-rich exit worth talking about.

Want to talk about exit strategies that protect your legacy?
I'm offering a complimentary 1:1 Wealth Gap Analysis to help you explore options that serve both your balance sheet and your community.

Connect with me on LinkedIn or drop me an email to get started.

TTFN - ta-ta for now!

Colleen

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