By Djay Rijneveld at April 28 2019 07:38:04
Now, in addition, when you know the average number of transactions per customer and you know your average dollar sale per transaction, you can also project how many customers you would need over those 10 years as well. This would tell you everything about what your business would need to do to give you the salary you want. So, wouldn't it be nice to see what a plan like this would look like? Could you do it? It might not be as tough as you might think.
While I still recommend the business planning process, I caution you to realize that a beautifully crafted document does not always equal business success. I've worked with many entrepreneurs who successfully launched without a plan, and some with beautifully written plans that never materialized. You and your business idea are unique. Your planning process will be unique as well. Be wary of one_size_fits_all advice or pronouncements from experts about how you should proceed.
So, what are the key sections of a great plan document? Well, there are many opinions to this as well as ways to approach it, but there are definitely some key 'ingredients' to a solid plan. A great plan features all the typical main sections, but also has many refinements not found in the average plan. The main sections recommended include a clean, well_designed cover page, table of contents, cover letter, executive summary, business overview, sales and marketing section, operations section, HR section, action plan and financial section with tables for _ at the very minimum _ expenses, revenue, and cash flow projections. Within these sections, a professional writer creates many headings and lots of writing that describes every aspect of the business in very good detail. On average, most business plans end up being about 25 to 35 pages in length.
38 of my 41 years were in management and leadership roles. Some of my disciplines were manufacturing operations and processes, quality systems including ISO, materials, supply chain logistics, engineering, purchasing, HR functions including union and nonunion operations, concurrent engineering from product design to the customer, and upper management, and supervision training. Experiences also included a number of special projects such as managing plant shutdowns, project director of facility relocations including feasibility studies, designing of lean manufacturing concepts for new operations, development and startup of new facilities, plant and process moves to new locations, and hiring and training of staffs and workforces for new locations.