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Success is no coincidence. There is no single recipe guaranteed it but robust foundations of success can be achieved by creating a framework in which you have the best chance of successfully growing yourself.

Towergate, key elements of this framework include: corporate philosophy and energy; leadership in our chosen field. to find companies with the right values.It is also important to purchase successful companies with the momentum and potential for improvement, not step due to lack of celles.Notre founder, Peter Cullum says avoids "hospital passes".

Create the right framework has a lot to make your own culture and then chemistry and cultural research tailored to the company that you want to purchase. Concentrated mind greatly.At Towergate, for example, we have a culture that you can call "anti-corporate" in that it emphasizes much on individual initiative, self-improvement and discipline self.Nous expect, therefore, to avoid crops from top to bottom, overall rigid. We believe that for a large company, you big people, and many of these people come from companies that we bought.

We were very selective in the years that we have chosen to acquire .we we are focused largely on the niche of professionals who have developed a solid understanding of their number and .Cependant, even where a company seems attractive on paper, we twice removed from purchases that would display right zest, in our opinion, have successfully integrated. It is difficult to walk away an agreement financially attractive looks, but if you are dealing with people sharing the same ideas would invariably end at best in disappointment, at worst, a messy divorce.

After finding the right quality and chemistry, companies three phases taking over a business are finance, negotiation and change management.

It is obviously crucial to your 'war chest' position so that you can take advantage of the opportunities and go vite.Nous climb frequently asked to provide general advice on attracting funding, of course, in the present context, fundraising is difficult, regardless of the sector. That said, there has never been easy and a condition precedent has been consistent: investors, whether private or of angels, capital companies need to see a great business plan.A convincing plan is not only about exciting ideas or sensible logic - it must be capable of greater performance and perhaps you need to instill confidence that you can get it is not easy, but with it you will get more open. This is no different from what we are looking for in a company.

As to the negotiation process, you must plan the journey details from your e-mail around why you are so willing to buy the company that life will be like for them once they have joined.Negotiation of good for me revolves around transparent communication and mutual respect at all times and trust not only get dragged into a war of bid - never forget the reasons why to join your company would be more beneficial for sellers.For example, in the insurance sector, Towergate is well placed to remove the hassle most associated with growth for service providers and to provide an environment where companies can concentrate on what they are better.

Final step - to integrate newly acquired in organizing business - is not always as exciting for buyers as complete the transaction, but is more rewarding.Acquisition of businesses is a means of fin.Leur development is the end game.

A process for managing change-good watch for the arrival of the two companies is much more than the sum of their parts and it is important that your new colleagues appreciate quickly help you improve their performance.Nous have quickly form 30, 60 and 90 days action plans; persons as objective and clear guidelines agreed, even though it is inevitably intense first semaines.Conservant ethos owner-driver to keep motivated people advance the potential is a useful indicator that we do us right, but it is an ongoing process and requires agility and empathy.

One thing is sure.Il may be tempting for the new owners to only care about "numbers hit" in the first year, but ignore the need to win new employees "hearts and minds" at your peril.

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