Why This Consulting Firm Doesn’t Have An Exit Strategy

///Why This Consulting Firm Doesn’t Have An Exit Strategy

Why This Consulting Firm Doesn’t Have An Exit Strategy

For most professional services firms, sustained growth usually involves an acquisition or a transfer of ownership.  Many founders in general have their eye on their end game in today’s fast-moving, milestone-driven, valuation-obsessed business environment.  But for Bruce Ballengee, CEO and Co-Founder of Pariveda Solutions, Inc., a $100 million, 500-person technology strategy and solutions consulting firm, no exit strategy was no problem.   In fact, starting the company without a plan to sell it was one of his prerequisites.

With Pariveda, Ballengee set out to create “a sustainable enterprise [that is] incredibly value generating,” he explained to me in an interview.  So he designed Pariveda with an ESOP (Employee Stock Ownership Plan) which provides the company’s workforce with an ownership interest in the company.  Instead of “committing to suicide that’s celebrated,” which is how he describes built-to-sell companies, he believes a company with an ESOP, “doesn’t get tired, old, greedy.”

Plus, Ballengee designed and leads Pariveda as a purpose-driven platform with a mission of enabling employees to achieve their highest purpose.  Company literature expounds on this notion, saying “We seek to enable the individual to self-actualize and, even more aspiringly, self-transcend.  Self-transcendent leaders are characterized by a common purpose and identify with a cause greater than themselves, which is famously articulated by Abraham Maslow, one of the world’s greatest psychologists and creative thinkers.”

To support this lofty aspiration, Pariveda engages in some unusual practices.  In addition to no exit strategy, other “nos” at the firm include:

  • No sales incentives — they don’t make sense since the company seeks long-term client relationships instead of transactions.
  • No salary negotiations — everyone in the same role earns the same salary to keep things on a level playing field.
  • No outcomes-based performance evaluations — employees are evaluated qualitatively on demonstrated behaviors, not quantitative outcomes.

Pariveda is concerned with fostering employees as whole humans.  Stefanie Hill, Managing Vice President, says she was motivated to join the company because of the disconnect she perceived “between the consulting employee experience and the need for consulting firms to be ever more profitable to the point in many cases where consultants were seen simply as ‘resources” to be deployed to billable roles.”

Read more at Forbes